Not on a portfolio, not on a deck, not on a year of LinkedIn activity. If you can hold a consumer P&L in one hand and an aesthetic argument in the other, there is probably a role here for you. We are, as of this week, actively hiring into seven.
Most people who apply to us apply because they saw the visual work. That is fair. The visual work is the part you are allowed to share. But the visual work is the surface of something slower and stranger — a firm that writes long documents, publishes a quarterly report, refuses to take influencer-led briefs, and sits in board meetings as the conscience of a brand.
If you want to make beautiful packaging — wonderful, there are better shops. If you want to sit next to a founder and help them decide whether to kill the second SKU, have the uncomfortable conversation with the investor, and then write the argument down in a document that goes to their board — this is the firm.
We are building Glow Group into a forty-to-sixty-person consumer consultancy that is the default phone call for a consumer founder who intends to compound, globally, over a decade. That is the job. All roles serve it.
We do not hire on discipline alone. Designers here write strategy. Strategists here scrutinise artwork. Account people here get pulled into diagnosis interviews. The overlap is the product.
A working point of view about what is good and why. An uncommon referrable library. The ability to critique a brand in a sentence without resorting to adjectives like 'fresh,' 'elevated,' or 'playful.'
A career pattern that shows the capacity to see work through past the interesting part. Consumer brand work is boring in the middle. We need people who stay in the boring middle.
The ability to write — or at minimum learn to write — a piece of prose that defends a strategic position. If you cannot commit your thinking to paper, you cannot commit it to a board.
First hour is reading, not email. We put physical periodicals on the studio table — Monocle, Apartamento, The Gentlewoman, Oi Vietnam, and a rolling stack of annual reports we ask each other to defend.
Weekly 90-minute review of an in-flight diagnosis. Everyone in the studio sits in, whether or not they are on the brief. The point is not feedback. The point is pressure-testing the argument before it leaves the room.
Thirty minutes around a long table. Nothing is on the agenda. We pay for it. We do not order in — people walk out and come back, on purpose.
A protected three-hour block where nobody on the team is permitted to schedule a meeting. It is the block where strategy memos, positioning arguments, and essays for The Glow Report get written. Partners included.
Calls, reviews, board prep, production checks, design crits. The usual day-job. We prefer to do it after writing, not before. Different kind of cognition.
Doors close at 19:00 in Melbourne and London, 19:30 in New York. We do not run a late-night culture. Consumer brand work does not reward the sleep-deprived. The good ideas arrive Sunday morning, not Friday 11pm.
Three unedited answers to the question we asked every Glow Group employee last September: what would you tell someone considering joining?
"You will write more than you think you will, in all directions. Slack messages here are three paragraphs and they still have footnotes. I have not in three years sent a meeting-follow-up with fewer than five sentences."
"What surprised me is how much the partners actually still do. At my last firm, the principals were brand names on a brief and nothing else. Here, Jackson writes the first draft of the diagnosis. Saoirse edits my copy by hand. It resets the standard."
"This is the first job I have had where a client expects me to push back in writing. There is no politeness tax. You are paid to have a view, and you are trusted to defend it. Which, it turns out, is very different from being paid to execute."
We publish everything except individual salaries. The framework is transparent — bands, equity, leave, studio spend — and non-negotiable across offices. What you see in Melbourne is what is offered in London.
Published internally. L1 to L5. Adjusted quarterly against market. Floor is always at the 70th percentile of comparable firms.
Every employee shares in a profit pool. Senior bands have a larger allocation. We do not do discretionary bonuses. Profit is profit.
Associate Director and above receive equity in Glow Pty Ltd, vesting over four years. Partner-track means we mean it.
Six weeks of annual leave, plus the studio closes between 22 December and 6 January every year. That is eight weeks, in practice.
$4,800 AUD per year for books, exhibitions, courses, memberships, and travel that is not billable client travel. No receipts required for purchases under $400.
A paid six-week sabbatical at the end of your fifth year. Paid again at ten. No questions asked about what you do with it.
Every published piece in The Glow Report is paid a $1,200 AUD editorial fee, on top of salary. The firm profits from the publication. So do the authors.
We do not track time. We do not bill hourly. We scope fixed fees. You are paid for the argument and the outcome, not the minutes between them.
We do not do mystery interviews. We publish the process. We tell you what each step tests for. And we tell you, in writing, at the end — regardless of the outcome — exactly why we made the decision we made.
No CV. A 500-word argument: pick a consumer brand. Tell us what you would change about it and why. One PDF, one page, plain prose.
45 minutes, with two of us. We walk through your argument. We ask you to defend the move you proposed. We do not ask you about yourself much.
A scoped, paid, three-to-five day exercise against a real (anonymised) client brief. You are paid at the day rate of the role you applied for. We do not run free tests.
You spend a full day in our studio (remote possible, in-person preferred). You meet the team. You present your trial work. They present theirs. References taken in the afternoon.
You receive a written offer or decision within 48 hours. If we say no, we write you a paragraph about what the decision was based on. Nobody has ever asked for more.
Charles Street, Fitzroy VIC 3065. A converted four-storey workshop. Twenty-two of us. The firm's founding studio and home of The Glow Report's editorial office.
Reade Street, Tribeca, NY 10007. A two-floor townhouse studio. Opened Q2 2025. Seven of us. The base for our US consumer work and Théo Marchetti's retail practice.
St John Street, Clerkenwell, EC1V. A three-floor space above a gallery. Opened Q4 2025. Six of us. The home of The Glow Report's London desk and our European consumer work.
Six questions we are asked most often by shortlisted candidates. Answered at roughly the length we would answer them in the conversation.
No. Every role we currently have open requires three to four days in one of the three studios. This is not dogma. It is a recognition that the work — diagnostic teardowns, design crits, writing blocks, presenting to founders — gets meaningfully worse when fragmented across video. Two days a week remote is fine. Five is not available.
Yes, at Associate Director and above, for the New York and London studios. We will sponsor under the skilled worker route in the UK and the H-1B lottery / O-1 in the US. We cannot guarantee timelines; we can guarantee we will cover the costs.
We do not currently run a graduate programme. The firm is at a stage where every role must deliver at senior speed. We will open a junior programme in 2027 and announce it in The Glow Report first. Until then, the smallest role we staff is Senior, with two to three years' experience minimum.
If you are applying to Strategy, Editorial, or Operations — yes. Writing samples, published work, or a long-form document you authored is sufficient. For Design roles, a portfolio is needed, but a short portfolio of your three strongest projects is preferred to a long one.
It means that every L3+ hire has a defined path to Principal over five to seven years, with intermediate gates at Director and Partner. It means equity. It means a board seat on the firm's operating committee, eventually. It means we are not hiring an employee; we are hiring a future co-owner.
Yes. Every employee referral that results in a hire is paid $4,000 AUD, in full. Referrals go through the same application process — there is no queue-jumping — but we pay attention to them first. Send them to careers@morice.co.
One PDF. Five hundred words. A consumer brand you would change — and why. No CV necessary on the first round. We read every single one.