Hiring & EEO

PMG Consulting is committed to recruiting and selecting candidates who best meet the requirements of available positions and contribute to the success of our organization. This policy outlines PMG's approach to fair, transparent, and merit-based hiring, in accordance with industry standards and legal requirements, and applies to all recruitment and selection activity across the firm.

2. Equal Employment Opportunity

PMG provides equal employment opportunity to all employees and applicants. Employment decisions, including recruitment, hiring, training, promotion, transfer, compensation, benefits, and termination, are based on merit, qualifications, and abilities. PMG does not discriminate on the basis of race, colour, religion, creed, sex, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, veteran status, genetic information, or any other characteristic protected by law, and prohibits harassment on these same grounds against employees, applicants, or anyone else associated with PMG.

Employees and applicants are encouraged to raise concerns regarding discrimination or harassment with their supervisor, manager, or Human Resources. PMG will promptly and thoroughly investigate all complaints, take appropriate action based on findings, and prohibits retaliation against anyone who files a complaint or participates in an investigation.

This commitment sits alongside PMG's broader standards for who we work with and how. Just as our Modern Slavery & Human Rights Policy sets a firm floor for how we vet clients and subcontractors, it applies with equal force internally: PMG will not employ, and will terminate, any relationship connected to forced labour, human trafficking, or related violations, in our own hiring as much as anywhere else in the business.

3. Recruitment Process

3.1 Job Posting and Advertisement

PMG defines the requirements, qualifications, and responsibilities of each role clearly before posting, and advertises through a mix of internal channels, external job boards, recruitment agencies, and professional networks to attract a broad, qualified candidate pool. This is consistent with PMG's "No Blind Spots" approach described on our careers site: global postings and bias-elimination safeguards designed to ensure strong candidates are considered regardless of geography.

PMG reserves the discretion not to publicly post a role where a known candidate has already been approved by the relevant manager and endorsed by the responsible executive, allowing us to fill positions efficiently through internal knowledge while still applying the same evaluation standards.

3.2 Application and Screening

Every application is reviewed against the specific criteria for the role, and applicants are notified promptly of their status at each stage. Hiring managers hold final decision-making authority, based solely on merit, qualifications, and fit with PMG's values and needs. No external or internal pressure, unsolicited input, financial incentive, or other factor unrelated to a candidate's suitability may influence a hiring decision, whether from outside PMG or from internal stakeholders not directly involved in the process. Human Resources oversees this policy, ensures hiring managers are trained on it, and monitors compliance on an ongoing basis.

Evaluation is designed to be objective: assessments are scored independently across multiple reviewers where applicable, and, in keeping with PMG's published hiring standards, applicants should not include information that could introduce bias, such as age, marital status, gender, or photos. Applications containing this information will be invalidated.

3.3 Interview and Selection

Candidates who clear initial screening proceed through PMG's interview process, which typically includes a first interview with a hiring manager or senior consultant, followed by a final executive interview to confirm cultural and strategic alignment. Candidates are evaluated on demonstrated skills, relevant experience, cultural fit, and potential contribution, with a consistent commitment to objectivity and fairness at every stage.

3.4 Preemployment Work, Tests, or Assignments

PMG respects candidates' time and prohibits unpaid work, tests, or assignments exceeding a total of two hours across the entire hiring process. For questions about our hiring process, or to report a potential violation of this policy, candidates can contact us at careers@askpmg.com.

4. Offer and Onboarding

4.1 Offer of Employment

Upon completion of the interview process, PMG extends formal offers detailing compensation, benefits, and other terms of employment, such as work hours, probationary periods, and performance expectations. Candidates may be required to complete background checks or provide documentation, such as proof of work eligibility or professional certifications, as a condition of employment.

4.2 Onboarding

New hires go through a digital-first onboarding process, consistent with PMG's remote-first, asynchronous operating model outlined in the Remote Work Policy, designed to orient them to PMG's mission, values, and operating procedures. For client-facing roles, an experienced consultant is assigned as a point of contact to provide project-specific context and support, since detailed client information is not always available before an engagement begins. PMG expects all personnel to proactively seek out the knowledge they need to succeed, in line with our values of innovation, excellence, continuous improvement, and customer-centricity.

5. Compliance and Review

PMG maintains recruitment and hiring records securely, in accordance with applicable data protection and confidentiality requirements, and reviews this policy regularly to ensure it stays aligned with evolving legal requirements and best practices. Feedback from hiring managers, candidates, and other stakeholders informs these updates.

PMG's hiring philosophy reflects the same standard we apply to client relationships: a genuine, demonstrated willingness to grow. We look for candidates who will push the firm and our clients forward, and we hold ourselves to the same standard of fairness and merit internally that we expect our clients to bring to their own people.