Application Process & Interviews at Pitcher Partners

Standard process or financial/professional services company. initial application, online test, video interview, in person interview and assessment centre.

I was hired from another firm so didn't go through the typical graduate application process. I had an online interview with someone from the hiring team and an in-person interview with a partner and manager before I was offered the job.

A very smooth hiring process. In person interviews and group assessments happened on the same day with quick turn-around of hearing back if you were successful or not.

The hiring process was very smooth and happened really quickly. The HR team was really responsive and understanding on individual circumstances when organising interviews etc.

Online application, tests and interview, in person interview and offer.

I was given the job through participating in the vacation program so I cannot comment on grad hiring processes, but if similar to the vacation program. The process was very accessible and straight forward and not intimidating.

Interview process and assessments were pretty standard. I heard back the same day of my interview to let me know I had been successful.

The first stage was to submit a resume, academic transcript, and cove letter. This was a straightforward and expected process. I found the job description to be helpful in knowing what to include within my cover letter. The next step was psychometric testing. This included maths and reading comprehension. I found this to be comparable to other psychometric testing I have done for other jobs, maybe slightly on the more difficult side. The third step was a video interview. This was not with an actual person, it was a recorded video interview where breaks could be had between questions, and some questions were able to be recorded multiple times. The questions during this interview were straight forward. The final stage was an assessment centre conducted in the office. I found this to be a positive experience. The assessment centre consisted of a group case study, and then doing a short group presentation based on the findings. The assessment centre also involved an interview with a partner and a manager from the practice area I was interested in.

Interviewers were always incredibly welcoming and didn't give off intimidating vibes.

My personal interview processes consisted of an HR interview in addition to a meeting with the practice group Partner and Client Director. I felt the process was quite smooth

The process was fairly easy and the Early Careers team was approachable and helpful.

It was during covid so assessments were online and in person interview

Grads will go through a phone interview, then a testing day where you do a case study (in person) with small groups and then have an in-person interview. You also get an office tour whilst you're there.

Pretty standard with all other firms. Updated on status quickly rather than leaving you hanging like other firms

The interview process consisted of six stages, with assessments becoming progressively more challenging. However, the process is intentionally designed to identify individuals who align with the firm's values and expectations. Going through this process, I realised how much I wanted to be a part of the firm. Reaching the final stage was exceptionally rewarding.

We started off with an assessment centre which was online, where we got to work with other candidates. We then had an informal interview on that same day where they asked a few generic questions. If we passed that, we then met with a partner and a manager of the firm once we got to the interview process which was very insightful.

1x call with HR, 1x call with a partner

Psychometric Testing, an assessment centre and an in-person interview.

The interview process is challenging - beside being a typical assessment centre and face-to-face partner interview, the questions/case study at assessment centre are accounting-technical which can be difficult for moon-accounting major students.

Not dissimilar to other hiring processes.

How wee solves problems - I cant remember the specific questions asked as it was over a year ago.

Questions were typical behavioural questions, E.g. asking me to name a time where I overcame adversity or what my proudest moments were at my previous jobs. There were also a few questions around how I align with the firms values and provide examples of times when I've displayed them.

What my hobbies are, why I chose to apply to Pitcher Partners instead of any other firm and if there was any reason I chose to change from banking industry into accounting and finance.

Questions about myself, goals, strengths and what you want to get out of this.

The questions asked were quite conversational. It didn't appear that interviewers were trying to tick of particular questions, rather it felt like they were trying to get to know me, the reasons I wanted to work at PP and how I work.

Questions were largely personalised and more a less trying to gauge what type of person you are rather than what your resume says.

Cannot recall specifics - apologies. Was a mix of technical knowledge basics & personal (background queries).

Tell us about yourself. What do you think about AI replacing accountants?

My interview was in May 2021 so I don't really remember

Can't remember - but STAR method and overall positive experience.

1. What do you know about Pitcher Partners? 2. If Pitcher Partners had an unlimited budget, how would you spend it? 3. Why do you want to work for Pitcher Partners?

Just some general questions to start off, nothing that seemed like a crazy curveball, they were very calm and collected and it almost seemed like a formal chat.

What is the biggest challenge you think we would face as an organisation

Case study: recommendation to the internal control of an actual business Partner interview: where do you see our firm in competing with other firms in the mid-market.

Do research on the company and learn how they want you to answer their interview questions so that they can see you are proactive and care.

Read the company website about the firm's history and values. Prepare some typical behavioural question responses from experiences you have had in prior jobs and at university.

Firstly, be yourself and allow your personality to shine. Everyone in the firm is very friendly so they will make you feel comfortable when in the interview. Other than that, make sure you have you a few answers prepared for generic questions such as: what is your weakness, how do you manage time etc.

Try to follow the firms values as best you can in your everyday life

Be yourself and don't put too much pressure on yourself.

During the assessment centre, be considerate of everyone's thoughts while also contributing to the team. Don't make anyone feel undervalued.

Research the company, and think of why you want to work there. Be familiar with the values of the company and think of scenarios where you have possessed these values. Collate a list of scenarios from work and life that can be used to answer situation based questions. Rehearse answers and smile! :)

Be yourself.

An inquisitive mind and eagerness to learn are some of the most important qualities to bring to a new job. Pitcher Partners does not expect you to know everything coming into the interview. In saying that, do your research and attempt to understand the areas within the business that you are interested in. Come with targeted questions prepared based on your background reading.

Utilise the networking opportunities when possible. Be authentic, confident, energised and curious during interview.

Focus more on being a strong personality rather than technical knowledge, the firm is more keen to see if you would fit in the culture

Learn about the company beforehand and prepare, but don't stress - everyone is really friendly, so just be confident and yourself.

Understand how middle market differs and why this interests you

I recommend that you prepare by thoroughly learning about the firm, understanding what sets it apart, its founding story, and the reasons behind its establishment. Through this process, you will discover a genuine motivation for wanting to work here, enabling you to respond convincingly to any questions that may be posed to you during the recruitment process.

Be yourself.

Make the process personal, for example, write an engaging and personal cover letter (as oppose to standardising this process), make your responses to interview questions personal by relating to/referencing personal experiences

Stand out. Be personable. EQ is more important than IQ