Capco is always open to feedback on how we can improve the experience for applicants so we attract the best talent in the market. We would like to thank you for your review, but we are disappointed by your comments. Generally we run an effective recruitment process which assesses a candidates skillset and experience so we can identify where they may fit most comfortably into our business. The telephone screening is used to give us an understanding of an individual’s content knowledge and skillset. The face to face interview, to facilitate a more in-depth conversation around an individual’s strengths and experience. The interview allows the recruiter to investigate fully any transferable skills and the level of experience that would carry across into consulting for those looking to enter the profession for the first time. It is often difficult to get all of this information in a telephone screen alone. All of our interviewers, whether from HR or the business, go through in-depth training and work closely together to ensure that, if we bring an applicant on-board, we are sure we are setting them on the best course for success. We are always mindful of the amount of time and commitment a candidate dedicates to the recruitment process. We always try to strike a balance between moving candidates through the process as quickly as possible, and conducting a thorough assessment to ensure that Capco is right for the candidate and vice versa. We recently introduced new technology so applicants can raise questions and ask for information from people they will be working with if they join the firm. These special ‘meet and greet’ webinars allow people to get much more information on the firm and what it is actually like to work in our business, before they lodge an application. Based on your feedback, and feedback from others we will continually look to enhance the process through such innovations so that the experience we offer candidates both in terms of assessment and offer is second to none.