Thanks @Jessica Booker ! This is incredibly insightful!It’s very rarely individual interviewers or partners - this may happen if the firm is very small and the firm as a whole has decided to leave the hiring decisions to one partner. But in those instances, the partner would have to be heavily involved in all the interviews. It can’t be multiple partners making the decision (eg each partner who interviews each candidate) as this could lead to over or under offering. Therefore typically graduate recruitment are the ones reviewing the feedback and making a decision and informing the interviewers what the decision will be. But they are informed by the feedback and scores given by the lawyers (and other people) who have assessed the candidate - they are not making these decisions without insight from others. They are often just calibrating that feedback and checking people are not making decisions (either way) lightly.
9 times out of 10 it’s a very straight forward decision for the graduate recruitment team to make, especially if someone is not successful. Often the evidence from the assessments is compelling one way or another and the Grad Rec team just inform all the assessors of their view of the outcome.
In some instances, graduate recruitment will speak with all the assessors a candidates has been assessed by and there is a discussion about the candidate with everyone involved. This typically happens if there is a strong performance but maybe a potential red flag (or two).
In some instances, typically when there is a small trainee intake, you get all the assessors together to discuss all the candidates and make a decision with everyone involved in the conversation to try and find the very best candidates.
In light of this, if a firm recruits on a rolling basis, do the stronger candidate tend to receive offers early on the assessment centre process i.e. the first week of assessment centres being held - or is it based on multiple factors i.e. how well a candidate performs across all aspects of the A/C?