Hiring in Consulting

• Management consulting

  Generalist management-consulting profiles.

  Analysts and associates · Engagement managers · Principals · Partners

• Strategy

  Strategy specialists and heads of strategy.

  Strategy consultants · Corporate strategists · Strategy directors · Heads of strategy

• Transformation

  Business, digital and operating-model transformation.

  Transformation managers · Change management leads · Programme directors · Operating-model specialists

• Implementation

  Systems, process and technology implementation.

  ERP implementation consultants · CRM implementation consultants · Data and analytics implementation leads · Cloud transformation leads

• Domain expertise

  Industry-specialist consultants.

  FS domain specialists · Healthcare consultants · Public-sector consultants · Retail and CPG specialists

• Project-based delivery

  Independent consultants and interim experts.

  Independent consultants · Interim experts · Fractional advisors

• Every engagement type wants a different profile

  Strategy, operations, technology and change work each favour different backgrounds. Rubrics are calibrated per practice so the shortlist matches the engagement, not just the title.

• Consulting CVs read alike

  Case-count and firm names look similar on paper. Our scoring extracts specific evidence: the industries served, the problems owned, the outcomes delivered.

• Leverage without losing quality

  The whole point is more capacity at your standard. Every candidate we surface is reviewed against your rubric before publication — no unranked pipes.

• Project-based delivery vs long tenure

  Independent consultants, alumni networks and traditional firm tracks are captured separately so shortlists match the delivery model.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For consulting, these are the signals that carry weight:

• Rubric per practice and level
• Outcome evidence from the CV
• Human review before publication

• MBA (top-tier where relevant)
• PMP
• PRINCE2
• Scaled Agile (SAFe)
• Six Sigma Green / Black Belt

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.