Recruiting outside the US

Outside the United States the structure of recruiting varies by market, but the core evaluation is the same: can you do the work, will you stay, and will the team enjoy working with you. What changes is timing, the role of internships, and the weight placed on language and local knowledge.

In London and much of continental Europe, summer internships and off-cycle placements feed full-time offers, and applications often open a year or more before the start date. In Asia, hiring is concentrated in Hong Kong and Singapore, with strong demand for language skills that match the coverage region.

International offices hire for the clients they serve. A Hong Kong team covering mainland China will value Mandarin; a Frankfurt team covering German mid-caps will value German. Being fluent but unfamiliar with local business culture is a weaker pitch than being fluent and able to discuss local deals.

Many non-US banks use online numerical and verbal reasoning tests, video interviews and assessment centres with group exercises. Practice timed tests; they are filters, and a strong resume does not survive a failed test.

In group exercises, the assessors watch how you contribute, not whether you dominate. Summarising the group's position, keeping time and bringing a quiet member in all score well.

Visa sponsorship is often the hidden constraint. Some offices sponsor routinely; others rarely do for junior roles. Ask recruiters early and plainly. If sponsorship is unlikely, consider starting in a home office and transferring after two or three years, which is a common route.

The resume format may change — a CV in some countries can run to two pages and may include different details. Follow local norms, but keep the banking basics: quantified bullets, clean formatting and no filler.

Network in the time zone you are targeting. A call with a London analyst at their lunchtime is worth more than ten emails to New York.