Our Hiring Approach

At PWL, we hire the best person for the role — not the person who performs best in interviews. For that reason, we make our recruitment process transparent and aim to have an inclusive process that evaluates real skills and abilities needed for the role, as well as team fit.

PWL uses a standardized interview process with a consistent set of questions to help ensure a fair, inclusive, and equitable hiring experience for all candidates. By asking the same core questions of every candidate, we reduce the potential for unconscious bias and ensure that candidates are assessed against consistent criteria.

We value open dialogue and encourage candidates to share questions, needs, or expectations at any point during the hiring process.

We are always interested in hearing from talented people who would like to join PWL’s team. Please send us your resume and portfolio in PDF format Files must be in PDF format and no larger than 20 MB. Email to: careers@pwlpartnership.com


Our Hiring Process

 
Job posting & outreach
  • PWL posts detailed job descriptions on industry job boards and platforms that reach equity-deserving and underrepresented groups, to encourage a diverse range of applicants.
  • Candidates are invited to apply by submitting a portfolio, resume, cover letter and references. Applications are also welcome when there is no active job posting, as we are always interested in connecting with talented individuals who may be a strong fit for our team.

Resume & portfolio review 
  • One of our experienced Associates reviews all resumes and portfolios, identifying a shortlist of candidates based on qualifications and fit. This shortlist is then shared with our Partners for further review.

Interview process 
  • Shortlisted candidates will receive an email with pre-interview questions and an invitation to share any accommodation or supports that would be helpful during the interview process. HR may reach out to schedule a short pre-interview.
  • A first interview is scheduled, and a set of core interview questions is provided to the candidate in advance. This helps to ensure we are evaluating skills and fit, instead of interview performance alone.  
  • Following the interview, candidates are evaluated. Where additional clarification, confirmation of fit, or further discussion is beneficial, selected candidates may be invited to a second interview. This step is used selectively and is not part of every candidate’s interview process.
  • After completion of the interview process, a decision is made about which candidate(s) will move forward to reference checks.

Reference checks 
  • References are contacted for the preferred candidate(s) to gather additional insights prior to extending an offer. 

Job offer & acceptance 
  • An offer is made to the chosen candidate(s). Once a candidate accepts, all other interviewed candidates receive a notification.