Hiring process was quite robust with many senior team members being actively involved in the process. There are multiple stages to gauge candidate's abilities, culture fit and etc.
Hiring on the basis of merit is appreciated, however processes are in place in which the entire office may cast a vote as to a person's viability. This is in my mind the entire purpose of 'senior' staff, if juniors without sufficient experience are able to have sway over a person's employ, this defeats the purpose of a hiring process.
Genuine. At the time, they did not employ recruiters or HR to seek talent. This meant that the employees reviewed my resume, interviewed me (x2 rounds) and assessed me in the live group activity/presentation.
The interview process is typically two 1-on-2 interviews with a Manager/Director and above. A case study as a group where you explore the options for a company struggling with debt and present findings to a panel of interviewers. A coffee or drink with more junior employees to get a look into the culture of the firm. A final partner interview will be held a week or so after the initial round of interviews.
