Meaningful work, allegedly.
Our colleagues regularly describe their work as meaningful in 360-degree feedback that is, we should note, semi-anonymous and reviewed by their manager.
Why Copmany
Five reasons to consider us, and one reason we ask you to consider quietly.
Copmany invests in its people. Our people, in turn, invest in Copmany — primarily through retention. We compound talent the way we compound returns: gradually, dependably, and with limited transparency around methodology.
Smart colleagues, on average.
You will be surrounded by smart, ambitious, broadly-presentable people who, on Wednesdays, will join you for a 45-minute lunch from a tray.
Global mobility, on a case-by-case basis.
Move between offices subject to availability of headcount, immigration considerations, and the partner you most recently worked for not vetoing the request.
Continuous learning, continuously.
Access to our internal learning platform, which contains 11,000 modules, of which roughly four are required and the rest are aspirational.
Total rewards, totally.
Competitive total rewards including base, bonus, equity, retirement contribution, and a branded notebook upon successful onboarding.
The Copmany alumni network.
You will, eventually, leave. When you do, you will join an alumni network of approximately 22,000 people who once worked here. The network has its own LinkedIn group, which is moderated by an alumnus.
Open Roles
We are hiring across most levels, in most regions, for most things.
Open roles are reviewed and reposted continuously. Listings below were accurate as of the most recent talent-acquisition stand-up. If a role appears to have been open for longer than usual, this is intentional and reflects the calibre of the standard.
Senior Junior Vice President of Things
Vice President of Vertical Verticalisation
Director of Cross-Functional Cross-Functionality
Principal Strategic Initiatives Strategist
Manager, Synergy Realisation Realisation
Senior Manager, Insights into Insights
Associate Principal, AI (Vague Stage)
Associate Principal, AI (Less Vague Stage)
Lead Specialist, Roadmap Adjacent Adjacency
Senior Coordinator, Steerco Steering
Junior Senior Strategist (New Graduate)
Intern, The Future
All roles report into a partner. Most partners report into another partner. The reporting line above the most senior partner is described in the company’s organisational chart, which is available to internal staff with the appropriate clearance.
Life at Copmany
What it is like to work here, in approximately the right amount of detail.
A typical day at Copmany begins between 7:30 and 9:30, depending on time zone, partner preference, and proximity to a Steerco. The hours after that are dedicated to the work, the work-about-the-work, and the conversations that surround both.
The morning stand-up
Fifteen minutes, virtual, usually held over coffee. Each colleague shares an update, a blocker, and a fact about themselves not previously disclosed. The fact is optional but encouraged.
The team lunch
Held on Thursdays. Attendance is voluntary, encouraged, and tracked. Cuisine rotates between the same three options.
The all-hands
The Chair gives a brief update on Copmany’s strategic direction, which is, broadly, forward. Q&A is collected anonymously and answered selectively.
The off-site
Two days, in a city. Day one: workshops. Day two: workshops about the workshops. Evening one: dinner. Evening two: dinner, again.
The performance review
A 360-degree process. Feedback is solicited from peers, partners, sub-peers, and the colleague who sat next to you in February. Outcomes are calibrated, then re-calibrated.
Learning & development
Access to the learning platform, the leadership academy, and the pre-leadership pre-academy. Completion of any module entitles you to a digital badge, suitable for use on internal profiles.
Benefits
Total rewards, totally.
Our benefits programme is reviewed annually against the market, then adjusted in the direction the market is moving, then adjusted slightly back.
| Benefit | Description | Eligibility |
|---|---|---|
| Base Salary | Competitive within the relevant percentile. | All employees |
| Annual Bonus | Discretionary, tied to firm performance, individual performance, and the partner you currently report to. | All employees, theoretically |
| Long-Term Incentive | Equity grants, vesting over four to forty years, depending on tier and tenure. | Tier 03 and above |
| Health & Wellness | Medical, dental, vision, mental, and adjacent. Stipend for wellness apps you will not use. | All employees |
| Retirement | Employer-matched retirement contributions, where applicable. | All employees, eventually |
| Parental Leave | Generous parental leave for primary, secondary, and tertiary caregivers. | All employees, with documentation |
| Flexible Working | Hybrid by default. In-office on Tuesdays and the second Wednesday of every quarter. | Most employees |
| Global Mobility | Move between offices, subject to immigration, headcount, and the prevailing mood. | Tier 02 and above, with sponsorship |
| Branded Notebook | One (1) branded notebook upon successful onboarding. Replacement notebooks issued on request, where supply allows. | All employees |
The Interview Process
Our 14-stage process, designed to ensure mutual fit.
Our interview process is intentionally thorough. Candidates who complete the process consistently report that they completed the process. Stages may be reordered, repeated, or, in some cases, retroactively added.
- Application Submission. Submit your CV, cover letter, and a statement of interest. Statements should be one page; one and a half is acceptable.
- Recruiter Screen. A 30-minute conversation about your background, motivation, and salary expectations, in that order.
- Hiring Manager Screen. A 45-minute conversation about your background, motivation, and the role, in approximately equal measure.
- Case Study (Take-Home). A 4–6 hour case study which we recommend completing in 4–6 hours.
- Case Study Debrief. A 60-minute discussion of your case study with two colleagues who have not read it.
- Behavioural Round (Panel A). Three colleagues, four behavioural questions, one of which has no correct answer.
- Behavioural Round (Panel B). Three further colleagues, four further behavioural questions, the same one with no correct answer.
- Technical Round. Subject to role. May be replaced by an additional behavioural round at the panel’s discretion.
- Live Case Study. A 90-minute live case in which you present a strategy to a partner who has, just before the meeting, decided they prefer a different strategy.
- Cultural Fit Conversation. A 45-minute conversation with a Senior Partner, focused on your alignment with our values.
- Cultural Fit Re-Confirmation. A 30-minute conversation with a different Senior Partner, focused on the same values, in case anyone has changed their mind.
- Reference Checks. We will speak to three references, of whom you will name two. The third we will source ourselves.
- Final Round with the Office of People & Person. A discussion of compensation, benefits, and start date, with appropriate caveats.
- Offer (Verbal). A verbal offer, followed in 7–14 business days by a written offer, followed in 14–28 business days by the start date you discussed.
Candidates who decline the offer at stage 14 are eligible to re-apply after a six-month cooling-off period and a re-introduction by a current employee.
Apply
Take the first step. Take the next thirteen.
All applications are reviewed by a panel of recruiters, then by a panel of recruiters who review panels. Decisions are communicated promptly, where promptly is interpreted broadly.