Hi, I am trying to decide if I should request for accomodation, so weighing out the effort vs risk vs reward. Couple questions please:
1. Does BCG London accomodate adjustments for ADHDers doing case interviews? If so, what kind, e.g. extra x minutes?
2. What proof would be required?
3. Would my interviewer know and realistically how likely is it to impact my chances?
Thanks in advance!
Hi there,
Honest upfront caveat: exact policies, proof requirements and process differ by office and change over time, so treat the below as orientation and confirm specifics directly with your BCG London recruiter - that conversation is itself low-risk and the reliable source.
1. Does BCG accommodate? Yes, in principle. BCG, like the other large firms, has processes for reasonable adjustments and generally takes this seriously as an employer. For case interviews the most common adjustment is extra time (on any written/ online test elements and sometimes on the case itself); depending on need it can also include things like a separate/quiet room or breaks. I can't give you a guaranteed "+X minutes" figure because it's set case-by-case, which is exactly why the recruiter conversation matters.
2. What proof? Expect to need formal documentation, typically a diagnosis or assessment from a qualified clinician/ psychologist confirming the condition and, ideally, recommending the specific adjustment. The more your documentation names the concrete accommodation, the smoother it tends to go. Ask the recruiter what format they need before you invest effort gathering it.
3. Would the interviewer know, and does it hurt your chances? The request is normally handled through recruiting/ HR, not disclosed to your interviewer as "this candidate has ADHD." Interviewers are usually told only what they operationally need - e.g. that a session runs longer - not your medical details. On impact: a properly routed accommodation request should not count against you, and firms are legally and reputationally motivated to keep it separate from the hiring decision. Realistically no process is perfectly airtight, but the risk of an accommodation itself sinking you is low - far lower than the risk of underperforming without support you're entitled to. From my experience, ADHD is (un)surprisingly common in consulting firms.
On your effort/ risk/ reward framing: if the adjustment would meaningfully help you perform, the expected value is clearly positive. Start with a short, no-commitment message to the recruiter asking what's available and what documentation they need - that costs you almost nothing and answers most of this precisely for your case.
Best,
Leo
