I attended one of their newly introduced Super-Charged Selection Days in June 2018. I made it through the first two rounds of the day, consisting of a numerical reasoning test, data interpretation test, video interview, group activity, candidate introductions and individual exercise. The group activity consisted of a case study of a specific company, where we had to describe its operations and offer suggestions for how to solve the challenges it faced. Candidate introductions were done in pairs, where the candidates in each pair introduced each other to the Newton employees and other candidates. The individual exercise was quite odd - it consisted of watching a video and applying the concepts in the video to a case study in order to answer, in writing, numerical questions regarding the case study. Only our answers were assessed - any working was disregarded, and as the answers to later questions depended on the answers to previous questions it was easy to make errors that would carry through the entire question sheet. In general, I found that they had not quite figured out how to update their selection process to the new format - for example, the video interview on the day was included to make the process fair to the people that had applied before and had to complete it at home, but seemed a bit pointless given that there were people there who could have interviewed us in person instead. People were sent home throughout the day, and I was rejected before the third and final round.

Three questions in an automated video interview format. You were given 30 seconds to read and think about each question and then one minute to record your answer. After the rejection interview, there was no opportunity to request feedback.