Counsel out at BCG - how to negotiate transition period

Question

Hi all, I got red-flagged in my last review cycle at BCG. As the next review cycle is coming soon, I have a high chance of being counselled out. To prepare for the worst, I would appreciate your experience sharing on:

1. How long is the transition period (I'm at consultant level, joined the firm for 1.5 years) at BCG?

2. What happens during the transition period (e.g., do you still get staffed, or there is no need to come to office anymore)? And do people know who is placed on transition period?

3. Is the transition period negotiable, and are their any practical tactics? I am thinking ways to extend my tenure, as it would be easier to find my next role. Is it possible to apply for LOA (leave of absence)?

Thank you so much!

Answer 1

I'm sorry to hear. This must be tough.

The process differs a bit from office to office.

Some are more generous than others.

I would recommend you ask around in your office among the consultants. Or reach out to people whom you know might've been counselled out previously.

Typically, it's quite negotiable and they try to make it as soon as possible.

Re staffing, no, in most cases they don't staff you, but they might ask you for help with internal work.

Best,
Cristian

Answer 2

This is a really tough spot to be in, and it's smart you're thinking proactively about it. It’s never easy, but there's a clear path forward.

For a Consultant with 1.5 years of tenure, the typical transition period at BCG is usually around 2 to 3 months. During this time, you'll generally be either off-project or placed on internal initiatives, specifically to give you dedicated time for your job search. You'll still be expected to come to the office, maintain professional conduct, and the firm usually provides outplacement services. While it's not explicitly announced who is on transition, people usually figure it out when someone isn't staffed on client work for an extended period and is visibly focused on external opportunities.

Regarding negotiation, extending the period significantly beyond the standard 2-3 months is generally challenging. The firm has a strong incentive to manage headcount efficiently. A Leave of Absence (LOA) is typically for personal or medical reasons, and usually isn't a mechanism to extend a counsel-out transition period. Your best tactic now is to leverage your networks aggressively, refine your story, and prioritize finding the right next role. Focus on what you can control in this immediate period.

Wishing you all the best as you navigate this.