The recruiting tracker
For each role, record firm, office, practice, position, start year, opening date, deadline, eligibility, required documents, assessment, interview stages, contact, last verified date, and next action. This prevents one office’s process from being applied to another.
Assessments
Some firms use online, digital, gamified, coding, or role-specific assessments. Follow official instructions and integrity rules. Don't rely on claims about hidden scores or collect confidential prompts.
Resume and cover letter
The resume should show leadership, analysis, impact, and clear progression. A cover letter, when requested, should explain the specific role and evidence that fits. Follow the application requirements rather than submitting extra materials automatically.
Networking
Use conversations to understand office and practice differences. Ask informed questions and record factual insights. Networking is most useful before application decisions and interviews, not as a last-minute referral request.
Behavioral preparation
Build a library of stories covering leadership, conflict, influence, failure, ambiguity, analysis, ethics, and implementation. Each story should identify the candidate’s actions and result.
Case preparation
Practice structure, exhibits, math, brainstorming, synthesis, and collaboration. Review each case for errors and identify one improvement. Many unreviewed cases can reinforce weak habits.
Firm research
Know the role, office, practices, recent public work, interview format, and questions to ask. Avoid generic praise that could apply to any firm.
After each stage
Record questions, feedback, weak areas, and next steps. Respect confidentiality. Send concise follow-up when appropriate and continue other applications until the process is complete.
Timing and rolling processes
Some applications have fixed deadlines; others review on a rolling basis. Campus and experienced hiring can run on different calendars. Record the source and date rather than relying on a prior year. Prepare core materials before openings because assessment invitations can arrive quickly.
Assessment integrity and technology
Follow rules on calculators, notes, browser use, collaboration, and AI. Don't use unauthorized assistance or distribute remembered prompts. Firms can assess both result and process, and violations can end candidacy.
Process logistics
Confirm time zone, location, platform, accessibility needs, and contact for technical problems. For multi-round days, know the schedule and role of each component. Administrative preparation protects the candidate’s attention for the actual interview.