Interviewing Top Talent for Management Consultancy Roles

Attracting top-tier talent in the consultancy space requires more than just a job spec and a CV review. A well-planned interview process not only helps you assess candidates effectively but also sells your firm to the very individuals you want to bring in. In a competitive market, where candidates often have multiple offers, your interview structure can be the deciding factor. This article explores the types of management consultancy interview questions you should ask, the structure that delivers results, and how to avoid the pitfalls that put candidates off.

For more on candidate experience, read Why candidates pull out of the recruitment process.

Why Interview Strategy Matters in Consulting Recruitment

Management consulting attracts some of the most analytical, ambitious, and discerning professionals in the market. These individuals evaluate potential employers as closely as you evaluate them. A structured, intentional interview process reflects the quality of your business and can:

• Increase offer acceptance rates
• Reduce dropouts during the hiring process
• Improve long-term team and cultural fit

It also allows you to benchmark candidates consistently and gather meaningful insights into their communication skills, analytical thinking, and professional strengths.

The Main Types of Consulting Interview Questions

Understanding the range of question types used in management consultancy interviews allows you to build a process that assesses both technical ability and culture fit.

If you're building out your own interview toolkit, you may also find value in our article on 10 key interview tips for consultants.

Case Interview Questions

These test a candidate's ability to solve business problems. You might present a real or hypothetical client scenario and ask the candidate to walk through how they would approach it. Strong candidates will demonstrate:

• A logical framework
• Comfort with ambiguity
• Market sizing and data analysis skills

Fit Questions (PEI Questions)

Sometimes referred to as PEI (personal experience interview) questions, these explore a candidate's motivations, values, and cultural alignment. Common fit questions include:

• Tell me about a time you failed.
• Why consulting?
• Describe a time when you led a team.

Our piece on management consulting interview question advice shares more examples of questions that work.

Behavioural Interview Questions

These questions assess past experiences and how candidates operate under pressure. Examples include:

• Tell me about a time you managed multiple priorities.
• Describe a difficult client interaction and how you handled it.

Designing an Interview Process That Reflects Your Firm’s Strengths

A multi-stage process allows for a more holistic assessment. Each stage should serve a unique purpose in evaluating different qualities.

Round 1: Informal cultural fit

Led by a senior team member or HR - 20-30 minutes to understand motivations and experience.

Round 2: Technical case interview

Based on a recent client engagement - includes market sizing or data analysis.

Round 3: Leadership/Partner Interview

Covers vision, career goals, communication skills, and consulting offer.

Round 4: Peer interview or team chat

Adds insight into team dynamics and day-to-day experience - informal setting (e.g. coffee chat or team lunch).

This format is particularly useful for graduates entering the industry. Top tips for management consulting graduate jobs breaks this down in more detail.

What to Do and What to Avoid

Recruiters and hiring managers can strengthen the candidate experience by following a few key best practices - and avoiding some common pitfalls.

DO:

Prepare your interviewers on what to assess and how

Choose interviewers that represent your firm's values

Make it personal - add a team chat or informal peer round

Provide clear timelines and feedback expectations

DON'T:

Use the same interview process for all seniority levels

Over-rely on quantitative assessments

Take longer than 3 working days to give feedback

Ask generic questions across every round

You might also find this useful: Tips for improving video interview skills for management consultants.

Common Interview Mistakes That Turn Candidates Away

Even well-intentioned interview processes can miss the mark. Watch out for these common missteps:

• Repeating questions: Each round should assess something new
• Rushing the process: Candidates notice when you're not prepared
• No insight into the firm: You should sell the opportunity, not just assess the candidate

Tips to Improve Your Consulting Interview Process

Creating a consistent and engaging process can significantly improve outcomes and brand perception. Consider the following:

• Use a scorecard to assess fit questions, communication, and analytical skills
• Train your interviewers to give consistent feedback
• Encourage interviewees to ask questions - this reflects your culture of openness

Creating a Competitive Advantage in Recruitment

Designing a thoughtful management consultancy interview process helps you:

• Hire more strategically
• Improve your brand in the market
• Deliver better long-term value for both clients and candidates

If you're looking to build a standout consulting interview experience or want help structuring your next round of hires in the UK market, get in touch. You can also explore our latest management consulting roles or submit your CV directly to us.