GRG positions at Wellington use the same process that they use to hire portfolio managers. For GRG, it's way overkill. I think it's to make the GRG teams feel important. I can understand why getting the right PM is crucial and requires 10+ interviews but for the relationship / GRG teams? That work is all siloed now so you basically just need to know how to use MS Office... The interviews themselves are 99% fit. They look for curiousity and whether you keep up with market news (which isn't hard to get by with since most current GRG employees don't keep up with the news themselves...) Act normal, get a feel for the interviewer and play to their skills. Sometimes you get someone who's full of themself - play to that and say things like "oh you guys work on some complex stuff!" Sometimes you get someone very nice - play to that as well and show your kinder side. You'll see a lot of people so it's crucial to getting a feel for each of them. I got both types of these people but didn't feel that they were out to get me or give me any brainbusters. There's no secret to this - it's just reading each interviewer you get. Wellington is very fit oriented outside of the investor jobs so your odds are good if you're invited to interview. You'll probably go through 4-5 rounds but it's not difficult at all if you're trying to get into GRG.

Phone screen with HR (piece of cake as HR generally only asks about your past experience). The process is very drawn out as HR is quite inefficient so don't expect to be called to come in for a few weeks. Then you come in and do a "superday" - they call it that but it's not really a "superday" that they do at ibanks. You just come in and meet with a lot of people for fit and minor technical questions. Nothing at all like a grilling you'd get at an ibank superday. (Unless you're on the investor side which is a TOTALLY different animal). Usually meet with a number of team members you'd be working with or under. Overall it's not a great process: they take way too long to interview people, they make you meet with a ton of people but most people you meet with are not prepared to interview you - it's overkill for the GRG roles. Wellington boasts about how hard it is to work there because of how long the process is but it's not because they're any better at evaluating candidates; it's because they're just not very good at interviewing people (a large number of bad hires are made every year).