A career for people who take the work seriously.
We hire chartered accountants who want to build a career in the profession — not use it as a stepping stone. In return we offer partner mentorship, real client responsibility, and a firm that respects its people.
Four commitments we make to the team.
Partner mentorship
Every article and junior is mapped to a specific partner. Weekly one-on-ones, quarterly reviews, and real accountability for growth.
Real work, early
You will sign working papers, argue positions with clients, and appear before tax authorities within your first two years. No pool floors.
Technical depth
In-house CPE across Ind-AS, GST, TP and litigation, funded ICAI post-qualification courses, and external certifications.
Sustainable pace
Season pressure is real. Off-season is protected. We track hours, and we mean it when we send people home.
A path with real milestones.
Careers at GSSK are structured, not improvised. Every professional joins with a clear view of what the next three years look like — the responsibilities, the training, and the checkpoints along the way.
Foundations
Rotation across audit, tax and advisory in three-month blocks. Structured technical curriculum on Ind-AS, GST, income tax and audit standards. Paired with a signing partner as your career mentor from Day 1.
Responsibility
Lead sections of audit and tax engagements. Draft working papers a partner can sign. Represent the firm before junior tax officers. Contribute to client memos and technical positions under senior review.
Ownership
Run entire smaller engagements end-to-end. Manage juniors and articles. Present findings to client CFOs and controllers. Prepare for finals with protected study leave, funded coaching and mock-exam support.
Trajectory
Direct entry into the Senior Associate cadre with a personalised three-year growth plan. Sponsored international certifications (CFA, DipIFR, IFRS Certified) and secondment opportunities with alliance firms overseas.
Open positions.
We hire on merit, year-round. If you don't see a matching role, write to us anyway.
Audit Manager
5–7 years post-qualification
Senior Manager — Direct Tax
7–10 years post-qualification
Manager — Transaction Advisory
4–6 years, prior TS or Big 4 M&A experience
Ind-AS Reporting Specialist
4–7 years, listed-company Ind-AS exposure
GST Manager
4–6 years, litigation experience preferred
Article Trainee (CA Intermediate)
Cleared IPCC / Intermediate — Both Groups
How professionals grow here.
In-House CPE
80+ hours of internal technical training a year — Ind-AS updates, GST case-law review, TP developments, audit-standard revisions and forensic-technique workshops.
External Certifications
Firm-funded post-qualification courses — DISA, DipIFR, IFRS Certified, IBBI Registered Valuer, Certified Forensic Accountant — with study leave and exam-fee coverage.
Litigation Boot Camp
Structured exposure to appellate hearings, tribunal drafting and cross-examination technique for professionals in the tax and litigation groups.
Secondments
Client secondments (six to nine months) with select multinational clients, and reciprocal secondments with alliance firms in Singapore, London and Dubai for eligible seniors.
Reading & Reflection
Protected two-hour weekly technical reading slot for every professional — no client work, no meetings — with a partner-led discussion group each fortnight.
Formal Feedback
Written 360-degree feedback twice a year, plus post-engagement debriefs on every mandate longer than a month. No annual-review theatrics.
The full deal.
Compensation, cover and time — designed to match the responsibility of the role and the ambition of the professional. Written, disclosed and honoured.
Compensation
Above-median cash compensation for our peer group, transparent grade-linked bands, and an annual profit-linked bonus structure disclosed to every professional at joining.
Health & Wellbeing
Comprehensive family health cover, mental-health support (external counsellor tie-up, confidential), annual health check-up and gym allowance.
Parental & Life Leave
Extended maternity leave beyond statutory minimums, meaningful paternity leave, adoption leave, and structured re-entry support for parents returning to full-time work.
Learning Wallet
Annual professional development budget every team member can spend on courses, conferences, professional memberships and technical books — no approval theatre.
Sustainable Season
Compensatory time off after peak-season, no email expectations on weekends off-season, and a hard cap on consecutive weeks of billable travel.
Long-Service Recognition
Sabbaticals at seven, fifteen and twenty-five years of continuous service. Meaningful equity-track conversations for high-performing seniors from Year 5 post-qualification.
Five clear steps to an offer.
Application
Send your CV, a short cover letter and (for laterals) a redacted work sample to the practice-specific email address. Every application is read by a partner or senior manager within five working days.
Technical Case
A ninety-minute written technical case relevant to the role — audit judgement, tax position, valuation logic, or accounting policy — designed to test reasoning, not recall.
Practice Interview
A ninety-minute interview with two practice partners walking through your case, your prior work and your view on where the profession is going.
Partner Conversation
A final unstructured conversation with the Managing Partner covering culture fit, professional values and personal ambition. Two-way — we are being interviewed too.
Offer & Onboarding
Offer within one week of the final round, transparent compensation grid, and a structured four-week onboarding programme with a named mentor from Day 1.
Questions we get asked often.
Do you take laterals from Big 4 firms?
Yes — a meaningful share of our senior team joined from Big 4 firms. We look for professionals who want ownership of their mandates rather than a rung on a very tall ladder.
Do you support CA finals during articleship?
Yes. Every article receives ICAI-mandated study leave in full, coaching subsidy for a coaching institute of their choice, and mock-exam support from post-qualification seniors in the firm.
Is there a formal progression path to partnership?
Yes. From Year 5 post-qualification, high-performing seniors have annual equity-track conversations with the Managing Committee, with objective progression criteria across technical, business-development and leadership dimensions.
Do you hire non-CA professionals?
Yes — for specialist roles across data analytics, technology, forensic investigations, tax law and human resources. We look for people who elevate the team, whatever the qualification path.
How do you protect against burnout?
Season pressure is real and we do not pretend otherwise. Off-season is protected: weekends off, encouraged use of leave balances, and compensatory time-off after peak periods. Partners lead by example on this.
Where the next generation is trained.
Article training is not administrative work at GSSK. Our articles rotate across audit, tax and advisory in three-month blocks, are paired with a signing partner, and are expected to lead sections of work by their second year.
We take a small article batch each year — twelve to fifteen — because we believe scale hurts quality of training. Our qualification rates and post-qualification retention are the highest in our peer group, and we intend to keep them that way.
Applications open in February and August. We conduct three interview rounds — a technical case, a written analysis, and a partner conversation.
Apply for Articleship →