Lincoln International Interview Questions
& Process

The interview experience was structured in three main parts. It kicked off with an online application that included a sort of IQ test. After that, I had a 30-minute video call with the Head of Recruitment, which was all about behavioural questions. The last part was the Assessment Centre. This started with quick chats with the founder and other senior staff. Then, there was a group case study lasting an hour (I was in a group of four). Our task was to give a stock pitch to a private equity firm. Following the group presentation, I had a 45-minute one-on-one with a Managing Director. This part was mostly technical questions, related to the case study and what I did. There were also 2-3 technical questions about the three financial statements. All in all, the process was pretty good and everyone I met was really nice and polite.

The interview process started with an HR call, covering standard questions like 'Why Lincoln?' and 'Why Portfolio Valuations?'. Next, there was an online cognitive test focusing on numerical, verbal, spatial, and logical reasoning. The third stage involved a case study that I had 24 hours to complete, a valuation exercise. This was followed by a presentation of the case study to two associates via Teams. After the case study, I was completely ghosted, which was strange. I thought I did well, but the interviewers seemed unfamiliar with the case study, not even recalling the instructions. They also didn't seem to have reviewed my completed case before my presentation. I wouldn't recommend applying or interviewing here again; it felt like a waste of time.

The interview process had three levels. First, a recruiter chat and then a cognitive assessment. After that, a technical interview where I had to build a COMP model from a given dataset within 24 hours and present it to associates from other U.S. offices. The final round was a Super Day with four rapid-fire 30-minute interviews over two hours with different team members. Observations: Senior team seemed checked out and burned out. The Dallas VOG MD showed up 13 minutes late. Junior staff seemed inexperienced—one asked for a dad joke. It took a full week to inform me of their final decision. They seemed to favor target school pedigrees over scrappy, hard-working, and competent candidates—felt more like a club than a meritocracy.

The whole process was really fast. Everyone I talked to was super nice and easy to get along with. They asked more behavioral questions than technical ones. First, there was a 30-minute call with a recruiter who told me more about the job and asked about my background and why I wanted the position. Then, a 30-minute video chat with the hiring manager, who went over job expectations and why I was interested. Finally, I had two 30-minute interviews back-to-back with other IT team members. These were behavioral, focusing on how I'd fit in and if I was open to learning on the job, and it was fine if I didn't have prior technical experience. It was a really pleasant interview experience, and it seems like a great place for someone early in their career to start in IT.