Our team, comprising alumni from Harvard University, Kellogg Business School, Oxford University, Indian Institute of Management, Indian Institute of Technology, and National University of Singapore, among others, is our strongest asset. We look for individuals who demonstrate positive long-term potential. Our rigorous recruiting process allows us to hire only the best candidates — typically, only 1% candidates receive a final offer.
The recruitment process at Grail broadly tests candidates on problem-solving capabilities, interpersonal and leadership skills, subject knowledge, and their orientation toward learning new skills. The interview round helps us assess the various capabilities that a candidate can bring to Grail Research.
Campus Recruitment
We visit 30+ campuses in Asia. On most campuses, we start with a pre-placement discussion, to inform aspirants about our company and the role(s) that we plan to offer. The intent is to help candidates make informed decisions.
This is followed by a written test, which is elimination round. Thereafter, short-listed candidates go through multiple rounds of interviews, before a final offer is made.
Lateral Recruitment
At the lateral level, project execution, people management, and client leadership skills become important parameters of evaluation. Besides project and client-related responsibilities, we expect our senior team members to take up firm-building initiatives. We also test candidate’s ability to deal with content and process ambiguity.
During these rounds, we also respond to queries and the role that the candidate is being evaluated for. The intent, again, is to help the candidate make an informed decision.