As a global asset manager, with offices in over 30 countries, we believe diversity of perspectives, experiences, and an inclusive culture are at the forefront of our ability to anticipate trends, identify opportunities and craft solutions to meet the ever-changing needs of our clients.
So, whatever stage you’re at in your professional journey, you’ll find here opportunities that will take your career further.
If you’ve identified a role you’d be suitable for, take a moment to explore more about our business and culture beyond the job posting. Our website offers extensive information about us and why our employees choose to work here.
Think about how you meet the job requirements and prepare for questions that we may ask you.
Be ready to ask about things you’re curious about. And last but not least, just be yourself.
1. Online application
Create an account on our careers site. Tell us about yourself and your employment history, and upload your resume. Find a role that aligns with your goals and experiences, then apply. Our Talent Acquisition team will review your application.
2. Human Resources review/interview
Talent Acquisition will assess your suitability based on your skills and experience. If needed, they will contact you for an interview or screening conversation. The team is also available to discuss the role, your professional background and your expectations in more detail as required.
3. Business interview
If you proceed to the next stage, you’ll meet with a hiring leader and other team members, either virtually or in person. For some positions, you may also be asked to complete an assessment. Your Talent Acquisition contact will give you the details.
4. Offer
Congratulations, you are the selected candidate! At this stage, we’ll present our offer, including a total compensation package and information about the benefits offered in your region. We’ll also guide you through the background and pre-employment check processes.
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Check out tips from our Talent Acquisition Team on how to be successful in the recruitment process.
Understand the top five key requirements and tasks. Be able to describe to the interviewer how your experience and skills align with the role. Provide examples of your key accomplishments, which showcase your capabilities and help the interviewer connect the dots.
Research the company thoroughly. Review the company’s website and see how they feature in recent news articles. Have a look at their LinkedIn profile to get a good understanding of their current focuses. This will shine throughout the process.
Always double-check your CV and cover letter for any grammatical errors and ensure that all clickable links are accurate.
Take time to read about the company and review the job description to tailor your responses effectively. Practice presenting your experiences using the STAR method (situation, task, action, result) to confidently showcase your skills.
Be mindful of your body language. Avoid excessive gestures and body movements. When interviewing, sit up straight, smile and maintain eye contact.
Understand your skills and define what you are looking for in a job. Also, building a strong professional network can help you secure job referrals that aren’t always posted on company career portals.
Ensure your resume is clear, well-structured, and easy to read. Highlight the most relevant skills and experience. Using a ready-made template can be helpful, but a custom layout can make you stand out—just maintain a logical structure and include all essential sections.
Leverage your network! Establish a brand on LinkedIn and use an excel spreadsheet to track your applications. Cross-reference your personal rolodex with available job boards and employers’ careers page.
Yes, you can apply for multiple roles at a time and use the same candidate profile. However, we do recommend that you apply only for those roles that align with your experience and interests.
The recruitment process usually takes a few weeks, but we aim to keep it as efficient as possible. Depending on the seniority of the role, the interview process may vary. Your Talent Acquisition Partner will help you understand the timeline for the role you’ve applied for.
The interview format will be discussed with you in advance. Generally, our interviews focus on your work experience and skills and include detailed questions related to any experience directly relevant to the role. You can expect STAR (Situation, Task, Action, Result) questions that help us understand how you’ve handled various situations in the past. Additionally, you’ll have the opportunity to ask about anything you’d like to learn more about.
Immediately after applying for a role, you’ll receive an email acknowledging your submission. You can monitor the status of your application by logging into your Candidate’s home page.
All candidates who were interviewed but not selected will receive a response, either via email or directly from a member of the Talent Acquisition team. If you haven’t received any communication yet, please feel free to reach out to your Talent Acquisition contact.
Once a decision has been made, an automatic email will be sent to applicants who were not interviewed.
You can create a job alert notification so that you will be notified whenever a new position is posted based on your selected job preferences: Join our Talent Network.
You will need to complete a pre-hire background check, after which you’ll be prompted to begin the onboarding process by logging into our new hire portal and completing the required paperwork before your first day. The HR Specialist will inform you whether to come to the office for New Employee Orientation on your first day or start remotely.
During your first week, you’ll participate in our online New Employee Learning Series (NELS), where you’ll learn about our company culture and core values, policies and procedures, health benefits, online collaboration tools and more.
To help employees balance a productive work environment with life priorities, the company offers flexible working arrangements whenever possible and effective. However, our primary work model is hybrid. Specific details, such as the number of required in-office days and eligibility criteria, may vary depending on your role, department and location. For more information about your country’s work policy, please reach out to your Talent Acquisition contact.
Please let us know as early as possible during the recruitment process about any planned time off so we can accommodate this in advance. If there are any issues, we’ll discuss them with the hiring leader or arrange a call with the hiring leader for you to discuss this directly.
Be part of a company that celebrates progress, diversity of thought and shaking up the status quo. All with a firm grounding in our core values.
