Tom Spencer
AUGUST 31, 2019
One of the more memorable parts of the consulting recruiting process was witnessing people attempting to network with consulting firms. What can inspire a more productive conversation with a consultant or recruiter is helping them understand how you might be an asset to the firm. Referral to a recruiter. Conclusion.
Management Consulted
AUGUST 27, 2012
Paper airplanes are fun, but you don’t want your resume to become the vehicle for a recruiter’s mid-afternoon horseplay because you’ve bored them to death. That’s why we’re giving you some guidelines on key resume errors to avoid and things you can do to make it past the first round of reviews.
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CaseInterview.com
OCTOBER 31, 2019
Using your frameworks and guidelines, I was able to recently secure offers from Oliver Wyman and McKinsey (I accepted the McKinsey offer). I hadn't applied during the regular recruiting season as I was planning on going directly to an MBA program and trying to get into consulting afterwards.
CaseInterview.com
OCTOBER 30, 2019
I wasn't ready to give up, so I decided to reach out to some recruiters that were listed on the firm's websites (mistake). I got in touch with her, she had me add my GMAT (770; I should have had it on all along) to my resume , and got me in touch with the recruiter. I really didn't even understand what interviewer-led was.
Management Consulted
FEBRUARY 5, 2009
Learn more about the interview preparation course and guide that helped land offers at BCG, Accenture, and McKinsey. Master fit questions, conquer case studies, and become the smartest interviewer in the room. Over 50 fit questions that you’re guaranteed to hear in consulting interviews.
Tom Spencer
DECEMBER 15, 2018
When it comes to recruiting the three big criteria are: networking, application package (cover letter, resume, and transcript), and interview. These are mere guidelines that you can adapt to your own personality and field. Also – keep in mind that management usually has a much stronger influence on interviewing decisions.
Harvard Business
NOVEMBER 2, 2018
I interviewed more than 50 people from underrepresented groups who have made it in the tech industry, asking them to help me understand why they weren’t applying for my open tech jobs. They recruited a group of 30 individuals, ages 18-20, who expressed interest in the program. Native American, 18.1%
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