u/NetNo6832

32M non-technical founder.

We recruited a Waterloo intern to work for us over the summer. The school said great things about him (Olympiad participant, hackathon winner, etc.).

He was in charge of programming 4-5 new features for our main app, as well as integrating them into our codebase using documentation and already existing functions in the program. The whole program was designed to last 3 months, but he was done in two weeks.

Basically, I spent the whole summer giving him tasks he would finish in a couple of days, and he ended up doing 3-4x more than any other new grad technical member of the company. I do know he works a lot with AI (Claude Code, Folk, etc.), but I'm still not sure how I should feel about it.

Is this kid extremely talented, or are my two new grad SWE engineers just bad? Is this normal?

Juul has been my biggest payout till date. I received a total of 1,411.63.

I got paid $480 in the first round & the rest in the second round. the second round was only for people whose original check was at least $183.27 grateful.

this is going to be the biggest this year. looking forward to getting more such settlements.

J.P. Morgan was the only process I ran where the technicals showed up before the Superday, not at it. That changes how you prep.

HireVue (4 questions, 2 min each) All behavioral, 30 seconds of prep per question. Why banking, why J.P. Morgan, working under pressure, disagreeing with a teammate. No technicals, though a few people in my class got one.

First round (30 min, associate): Eight minutes on the resume, the rest technical. Walk me through a DCF, three statement link if depreciation rises by 10, EV versus equity value, and an accretion dilution rule of thumb. That last one was the actual filter. She asked it fast and moved on the second I got it.

Superday: associate rounds (2 x 30 min) :The technical block. Paper LBO with an exit multiple assumption, how you value a company with negative EBITDA, and why a deal on my resume made strategic sense for the acquirer. Superday: VP rounds (2 x 30 min): Almost entirely fit. Resume walk again, why M&A rather than a coverage group, and what you would do if two staffings collided. Superday: MD round (30 min): Pure conviction test. He pushed hard on why M&A specifically and shut down my first generic answer. What worked was naming a specific deal team structure I had heard about from a former analyst.

Variance Some people in my group had four rounds instead of five, and a few skipped the first round entirely because they had interned there. Offer came four days after the Superday. Happy to answer anything below.