The process was very extensive, in total I had 5 rounds of interviews, with 1 being a phone call, 3 being online, and the last being in person. The first step in this process was a 15 minute long screening phone call to gage your interest in the role, your reasonings on why you want to at Northern Trust, and getting to know you more as a candidate. After passing the initial screening, you will be met with a PA on a one-on-one interview, which will mostly be about how your previous experience can be translated to this role, and the PA will ask about your knowledge on the market. The next round is a two PMs will interview you. These questions consist of how deep your knowledge is about markets, your why on your interest in this role and field, and more overall average interview questions. The fourth interview was a panel-styled interview where you meet the team and will ask more heavy questions about market, economy, investment philosophies, and more. At this stage, the panel are really intrigued and meet you to see if you are a qualified candidate. The last interview was in-person, where I met face-to-face with the team. This interview is just to see your chemistry with the team, how you are in person, and to see if they see you being part of the team. All-in-all, the process was very long, but easy-going and natural. The Northern Trust team talks to you as an actual human being and are understanding with life outside of work.

The overall process was friendly and efficient — they were quick to reach out with next steps after each stage. There were a total of three interviews: one behavioral interview with the hiring manager and two technical interviews with portfolio managers. The technical questions weren’t overly detailed but focused on making sure you have a solid basic understanding of the markets and that you stay up to date with financial news. Overall, it felt more like a conversation than a high-pressure interview.

HR Call, then an interview with the hiring manager, then a super day with the whole team. It seemed as though there was a disconnect between HR and the hiring manager throughout the process.