Frequently Asked
Questions.

Yes. We don't just equip you with smart interview questions to ask - we go beyond that. Our approach is customized to your unique situation and the individuals you'll be interviewing with, guiding you on what to emphasize and what to avoid. This personalized support is something very few recruiters offer, and even fewer have the expertise to deliver. It's what sets us apart. This personalized support is what often leads to the best outcomes. We will also review your resume, deal sheets, and writing samples to ensure they highlight your technical strengths and meet elite industry standards, all while maintaining ironclad confidentiality and proper redaction.

We take a tailored, case-by-case approach based entirely on your unique career objectives. While our standard practice favors a highly targeted approach to ensure maximum discretion, we recognize that certain searches benefit from casting a wider net across the market. We will consult with you to build the right strategy for your specific situation, and in the end, the choice is always yours, and every single submission is made on a case-by-case basis. Though we absolutely work with people that are deep in their search, our preference is to work when you are early in your search, so we can best leverage our experience, relationships, and increase the odds that we can find you the best opportunity.

We never submit candidates without prior consent. We will never "float" or submit your resume to any firm, company, or contact without first discussing it with you. Your trust and confidentiality are our highest priorities.

Generally, no. Most firms operate under a strict "first submission" rule. If a firm already has your resume in their applicant tracking system or received it directly from a personal connection within the last 6 to 12 months, they will consider you a self-submitted candidate. However, we always recommend letting us know where you've applied. Even if we cannot formally represent you for that specific role, we will likely have other options for you and will still be happy to offer general advice on your search. Obviously, we prefer candidates that come to us first before submitting to a large list of firms.

Interviews are still generally being conducted virtually. You can typically expect a two-part interview framework designed to evaluate both technical mastery and commercial alignment:

• An initial discussion with the practice head or a senior partner to review your substantive capabilities, walk through your deal sheet, and ensure your specific skill set fills the firm's immediate need.
• A deeper round of meetings with a broad cross-section of the group. Partners assess your long-term career goals and client-facing skills, while senior peers look at daily collaboration and team dynamics.

We handle all the scheduling, panel research, and preparation benchmarks before each round so you can walk into every conversation entirely briefed and ready.

No, we don't limit ourselves to specific practice areas. Instead, we let the active needs of our closest partner firms guide our focus. Our business is built on these tight relationships, so our search changes depending on what positions they need to fill.

We do both, but we treat them very differently. Because our business is built entirely around what our closest partner firms need at any given moment, we're regularly placing standout associates looking to level up their platforms, as well as partners managing sophisticated books of business. We know an associate's lateral move requires a lot of hands-on market guidance and material prep, while a partner transition is a highly confidential, business-case-driven game. We navigate both worlds with absolute discretion.