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(email to hr@emerton.co)

What we look for

We invest tremendous resources in identifying exceptional people, developing their skills, and creating an empowering environment that fosters their growth.

To apply, please send your resume and motivation letter to hr@emerton.co

 

From which schools do you recruit?

We interview candidates with very different educational backgrounds. We then screen them with our own set of criteria and weights which differ from those of other consulting firms.

For example, in 2015-16, we interviewed with graduates from:

  • US MBA programs: HBS, Sloan, …
  • US scientific master’s programs: Harvard, MIT, Stanford, Berkeley…
  • European engineering schools: Centrale-Supélec, Mines de Paris, Ecole Polytechnique, Ponts, Politecnico di Torino, Ecole Polytechnique fédérale de Lausanne
  • Business programs : HEC, ESSEC, ESCP
  • European universities: LSE, Cambridge, Université de Louvain, Saint Gallen, Ecole Normale Supérieure …
  • Asian universities: University of Tokyo, …

During the interview process, Emerton will place a lot of emphasis on the candidate’s problem solving skills and business sense. We will also gauge her/his curiosity and ability to integrate with our team.

At what levels do you recruit ?

We hire high-potential candidates with various levels of experience:

Young graduate:

We are very selective in our choice of young graduates, as we don’t launch all-out recruiting campaigns but focus our training and coaching on a few hires to help them develop quickly.

The firm awards very few internships, and only as a pre-hiring step. We do not offer gap year internships.

Experienced consultant:

Emerton hires consultants with a 2 to 4-year experience in strategy consulting. We often interview with candidates from larger strategy firms, who come to Emerton to develop their expertise, to focus more on strategy projects or other sectors than bank/insurance or IT, or who want to work for a mid-size strategy company. We then assess their problem solving abilities, their track record and impact in their assignments.

First experience outside consulting:

Emerton hires promising candidates with an experience in the firm’s specialty sectors. Emerton is well-suited for these candidates who often perceive larger strategy firms as very “academic.”

Experienced hires:

Emerton will hire, albeit few (1-2 per year), experienced professionals. We will focus on their track records, their world-class functional or sector expertise with a strategic vision, as well as their analytical and conceptual capabilities.

We have a good history of successfully integrating experienced hires.

We also provide a good opportunity for individuals who have left consulting and want to come back, but in a different setting. A large proportion of Emerton Partners have joined Emerton after a successful experience outside consulting, e.g. within a functional division or a business unit of a G1000 company.

What about language skills?

Fluent English is a must.

For the Paris and Brussels offices, the ability to communicate indiscriminately in French or English is very important.

The command of another European or Asian language is a plus.

What are the profiles of current Emerton consultants ?

Most of our consultants today have engineering backgrounds, having graduated from French Grandes Ecoles (Centrale-Supelec, Mines, Polytechnique, …) or US universities (Berkeley, Stanford, Illinois at Urbana-Champaign,…). Many have both engineering and business degrees.

Most have global experience and master several languages perfectly (bi-nationals or bilingual).

Recruitment process

Emerton recruits year-round. Interviews take place in our offices, to introduce candidates to Emerton’s work environment. We don’t interview on campus in Europe.

Given the crucial importance of recruiting, it is handled by an Emerton Partner and interviews are conducted only by the firm’s senior members.

A candidate will go through approx. 6 interviews in 3-4 rounds. A decision to continue with the process will be taken at the end of each round.

The first introductory round will enable Emerton to understand the candidate’s background and motivations and answer her / his questions.

Subsequent rounds will be conducted in two steps: a short discussion and an oral case study.

The last round consists in a written case study.

Candidates being extended an offer will meet a Partner and other consultants of equal level.

 

What does a career progression look like at Emerton?

Levels are very similar to that of other firms: Associate Consultant, Senior Associate Consultant, Consultant, Senior Consultant, Manager, Principal and finally Partner.

However, each consultant’s track and progress with Emerton can vary according to the development speed of each one. They are promoted as fast as they can demonstrate the command of a more demanding role. Given the possibilities of a secondment in Industry or entrepreneurship, there is no ‘typical’ career track at Emerton.

What is the international exposure of consultants?

The vast majority of our projects have an international component. Partners’ global profiles mean that assignments can take consultants to multiple geographies. They can travel from our hub offices more easily than with other firms who have local offices. Emerton’s fast international expansion is generating additional opportunities.

With offices in Boston and New York, European consultants can be assigned to projects in North America. International exposure can vary based on consultants’ personal wishes and life stages.

Career track and personal development

Emerton promotes a dynamic work environment, takes care of every consultant’s individual career track and strives to ensure a diversity of experiences. Because consulting is demanding, Emerton offers a pleasant office environment and makes every effort to ensure work-life balance.

Our working methods, team work and senior team experience allow young consultants to quickly build a solid track record. The partnerships we develop with our clients enable us to follow-up on our projects and measure their impact.

Emerton will teach working methods and business relationship skills, but also functional skills thanks to the senior team’s premier know-how in corporate finance, marketing, regulations, innovation and organization.

Emerton will also enable consultants to work on new technologies and participate in tomorrow’s markets. Partners have a good command of innovation, tech industry and digital topics and Emerton conducts numerous projects in these areas.

We enable the most entrepreneurial among us to participate in the international development of a world-class, modern and fast growing consulting firm focused on the future.

Each individual’s personal development is very important to Emerton Partners. Each new recruit benefits from a personalized on-boarding program. A mentor is assigned upon arrival. Consultants are in daily contact with the firms’ senior members; skills acquired on the job are complemented by more formal internal trainings.

What does a career progression look like at Emerton?

Levels are very similar to that of other firms: Associate Consultant, Senior Associate Consultant, Consultant, Senior Consultant, Manager, Principal and finally Partner.

However, each consultant’s track and progress with Emerton can vary according to the development speed of each one. They are promoted as fast as they can demonstrate the command of a more demanding role. Given the possibilities of a secondment in Industry or entrepreneurship, there is no ‘typical’ career track at Emerton.

What is the international exposure of consultants?

The vast majority of our projects have an international component. Partners’ global profiles mean that assignments can take consultants to multiple geographies. They can travel from our hub offices more easily than with other firms who have local offices. Emerton’s fast international expansion is generating additional opportunities.

With offices in Boston and New York, European consultants can be assigned to projects in North America. International exposure can vary based on consultants’ personal wishes and life stages.

They joined EMERTON

Examples of profiles

Emilie Both

Senior Consultant

Ephraïm Cuoq

Consultant

François De Leo

Consultant

Grigore Djamo-Mitchell

Consultant

Samara Gordon

Consultant

Khadija Lahlou

Senior Associate Consultant

Blandine Puibaraud

Senior Consultant

Thomas Samson

Senior Associate Consultant

Yohann Rocher

Associate Consultant