FAQs

• How we hire?

  If your application's been successful, our selection process has 2-3 stages for most roles:

  1. An initial chat with our Talent team (~30min). This is an opportunity for us to introduce Gramont, the role and to understand if it meets your expectations and motivations. 
  2. An interview with your future manager and another of our experience leaders to discuss the role in more depth, the work we do, your background and experience relevant to the role, and more importantly give you a chance to interview us! (~60min)
  3. Meet HR - this is an opportunity for us to provide valuable insights into our local culture, work environment, and local policies.
  4. We sometimes reserve a follow-up chat with one of our founders (~45min) depending on your selection process so far.

  We tend to follow the the above process for all roles but there are times when we tailor the interview process depending on the department or seniority of the role.

  The Talent team will explain to you what the process looks like for your role during your initial chat, and guide you with all the info and resources you will need throughout to be set up for success. Each interview is a two-way conversation so you'll have ample chance to ask us questions as much as we ask you.

• What documents shall I submit with my application?

  We believe that applications should be simple when it comes to documents so we're only asking for a CV in most cases. 

  If you do want to submit additional documents, feel free to do so. (Don't worry, it's not a trap – if we need more than your CV, we'll have a separate field on the application page that asks for it!)

  You may find that we ask specific questions for some applications. We do this because we value potential more than background, so we want to give you the chance to stand out with your answer when you apply.

• How do I prepare for interviews?

  The Talent team will provide you with all the info and resources you need to prepare ahead of time. All stages of the selection processes dig progressively deeper into your experience, your mindset and approach to working and your practical skillset. Some general pointers to help you stand out:

  • Do your research on us! Even during an initial chat, we want to see that you've had a look into who we are, what we do and how we do it – this could be browsing our website, resources and blog, googling press releases or articles about us in the news etc. A lot of questions you typically might have you'll find answered by doing basic due diligence, and asking informed (and tough) questions from stage one will set you apart.
  • Know what you want. We assess your motivation and ambition just as much as your experience and skills, so be prepared to answer not just what makes you a fit but also why you're interested in joining us and what you want to learn in the role that you don't know now. We're a tight knit, fast-growing team and work together closely so if you demonstrate clearly that you know what you want then you will give us the confidence that you're motivated. If your answer is "I apply for this job because I want a job", then Gramont is probably not for you.
  • Read the job description. We write job descriptions to do two things: One, to give you a positive and realistic preview of what the role will look like, and two, tell you exactly what requirements we will be looking for. We do not needlessly bloat them with nice-to-haves or empty bullet points like "be a team player" (who doesn't think that of themselves?). The best preparation you can do is to:
    • Before applying: reflect on whether the day-to-day of the role will be for you 3, 6, 12 months down the line and which of these requirements you do vs don't meet;
    • Before interviewing: think of 1-2 behavioural questions — "Tell me about a time when", "How have you done X in your previous role" etc. — that we might ask for each bullet point, see if you can answer them for yourself and where your gaps are.
  • Read our values.  Our values are not just writing on a wall. They define how we make decisions, how we collaborate with each other and how we conduct ourselves with customers and other stakeholders. When you familiarize yourself with our values, reflect on which ones you identify with more vs struggle with. None of us will ever perfectly live all our values but they're our north star in terms of conduct, and part of how we evaluate our performance.

• Will you adjust the interview process if I have a disability?

  Yes. Please let us know if you require any adjustments to succeed at the interview e.g. due to a visible or non-visible disability. We also ask this ahead of the first chat.
  

• What questions can I expect in the interview?

  The format of our questions is mostly behavioural, and we look for STAR answers.

  We will ask questions about your background and experience, your knowledge and motivation for joining us and logistical questions. We'll explain what to expect before each interview stage. A good way for you to prepare is to have a look through the job description and think of questions we might ask for each of the desired skills we're listing.

  Note that we will never ask "brainteaser" questions, in line with our values, we want to give you every chance to succeed during an interview 😊

• How long until I get a response after I have applied/interviewed?

  After you've applied, our aim is to get back to you with feedback within 5 working days unless otherwise specified (e.g. during times when we have really high volumes of applications).

  Following your initial call with the Talent team and for every stage of the selection process after that, we'll come back to you with feedback via email within 3 working days unless otherwise specified.

  If we don't get back to you within these time, then either something dramatic happened (gasp!) or we're not living up to our mark. Call us out on it by emailing us (but please #BeHuman – we all miss a deadline sometimes)!

• What happens if I need to travel for an on-site interview?

  You probably won't have to.

  If we do ask you to come down to one of our offices as part of the interview process, we will cover your travel expenses (within reason). Our Talent team will explain to you what this looks like in detail at the appropriate time.

• If I have been unsuccessful with my application, can I reapply for another role?

  Absolutely! Usually we ask candidates to wait six months before applying for another role at GRAMONT. This gives you time to develop new skills and gain experience so that you can be successful in the interview process in the future. That being said, our Talent team will be aware of new openings and will contact you should we have a role that is better suited to your skillset and experience.