Early careers
Internships, year-in-industry, and graduate programmes with real client contact, not a windowless training floor. You will know who is coaching you, what good looks like, and where you are behind.
We hire for how you think, not for polish on day one
Early-career seats are limited because each intake is resourced to be legible. You will not disappear into a class of 200. You will be assigned to a service line, given a home manager, and expected to read your own work aloud in review until it is clear enough for a non-specialist. That is demanding, and it is the fastest way we know to get good.
Before work begins, we clarify the operating context, governance expectations, and commercial pressures behind the brief. That gives the engagement a clear purpose before technical analysis starts.
The result is a more complete advisory view: what matters now, where risk may surface next, and how recommendations can be implemented without creating unnecessary hand-offs or ambiguity.
Scope
Clarify the decision, deadline, stakeholders, and evidence standard before work begins.
Delivery
Combine partner judgement, technical review, and practical implementation planning in one workstream.
Follow-through
Convert findings into owners, actions, and next steps that leadership can track after the session.
What early-career colleagues measure
How the first 18 months are sequenced
Core craft
Technical training is tied to work you are already touching, with explicit learning outcomes each quarter.
Shadowing
Planned time with partners on live calls and review meetings, not only with peers at your level.
Ownership
A small client-facing slice of a file, with a named reviewer who is measured on your growth, not just your utilisation.
We do not use early-career programmes as cheap labour. If a task should not be on your desk, we pull it, because the reputational and regulatory cost of a silent mistake is higher than a partner hour.
International rotations exist for the right people, not as a default checkbox. We would rather a deep year in your home office than a shallow tour that looks good in a blog post.
Application flow
Short written application
CV plus three prompts we publish each cycle. We read the answers, not the font choice.
Competency conversation
With a manager, not a floor of anonymous screens.
Case relevant to a service line
Open-book, timed with compassion. We are testing how you work, not whether you can memorise a model.
Partner sign-off
The partner who will sponsor your line meets you before an offer, so there is a face to the name on day one.
“The first year is supposed to be uncomfortable, but it should be intelligently so. We tell you the shape of the discomfort in advance.”
We publish intake numbers after each cycle, including where we did not make offers, so the market knows we are not hiring an invisible crowd to signal growth.
Talk to resourcing in plain terms
Send a short note on what you are looking for and the geography. You will get a human reply with timelines, the partner who owns the file, and an honest view if the fit is not there.