Role hiring guides

A role guide is useful when it describes the job rather than the title. These do that: what the work actually involves day to day, which backgrounds produce strong candidates, what a good interview process tests, where the people are, and what the role costs to fill.

They exist because the most expensive mistake in quantitative hiring is a brief that describes a person who does not exist. That usually happens when a specification is assembled from job titles rather than from the stage of the pipeline the role sits in. A quant researcher, a quant developer and a quant trader are three different jobs with three different candidate pools, and a brief that blends them produces a shortlist nobody wants to interview.

Each guide covers the same ground so you can compare across them: the scope of the role, the skills that genuinely predict performance against the ones that merely appear on CVs, how firms assess at each interview stage, the adjacent backgrounds that transfer well, and the compensation structure to expect. The technology roles also cover the latency regime, because a brief that does not state it will attract candidates from the wrong half of the market.

If you are building a desk rather than filling a seat, the sequencing matters more than any individual guide. How we search sets out how we approach a build, and the economics of HFT hiring covers what vacancy and mis-hire actually cost.