Do MBB & tier-2 firms (EY-P, Kearney, Oliver Wymann) differ a lot country to country in terms of hiring standards?

Hey,

Generally speaking, they are pretty similar (e.g., in terms of resume screening processes, interview style, number of rounds). I can see a few smaller differences:

1. Coffee chat culture: much stronger in the US and Northern Europe than in Southern Europe, MENA, and Asia. This clearly impacts the way you obtain a referral
2. Local vs. International profile preferences: a few markets have a strong preference for locals (e.g., countries where projects are rarely in English like Italy, Spain, Germany, much of Asia), while others are more open to internationals (e.g., UK, Netherlands, Middle East -- although MENA offices are now moving closer to the first group)
3. Preference for more diverse backgrounds: in some offices, the profiles MBB/T2 hire are very standard (i.e., business or engineering graduates), in larger markets like the US or Germany they hire more PhDs, experienced hires, etc. Same goes with the industry focus

Imho, the big difference is the internal culture once you get in: some offices will be very hierarchical and others much flatter, some offices will require longer hours, etc. Working for the same firm in Seoul or in Copenhagen is very different in this regard :)

Hope this helps!

Tom

PS: if you are interested in a specific country, let us know!

Hi, generally there are some differences, but there is still a clear common path across countries.

All MBB and Tier-2 firms have a global standard for what they’re looking for:

• strong academics
• structured problem solving
• good communication
• solid performance in case + fit interviews

This doesn’t change whether you apply in Germany, Italy, the UK, or the Middle East.

Where differences come in:

1. Selectivity / volume
Some offices are more competitive simply because:

• more candidates apply (e.g., London)
• fewer spots available

So the bar can feel higher, but the criteria are the same.

2. Target schools / recruiting channels
Some countries rely more on specific universities, others are more open.
But again, a strong profile can work across offices.

3. Local market needs
Language, visa, or industry focus can play a role:

• some offices require local language
• some are more flexible
• some prioritize certain backgrounds

4. Interview style (slight differences)
You might see small variations:

• more quantitative vs more conversational
• more structured vs more open

But the core evaluation is the same.

The key point

There is a common “consulting bar” globally.

If you are strong enough for one office, you are generally strong enough for others. The differences are more about:

• competition
• logistics
• local constraints

not about fundamentally different standards.

So don’t overthink country differences too much.
Focus on building a strong profile and performing well in interviews — that’s what really matters.

If helpful, happy to share more details on specific countries or firms.

If you mean the process — they can differ in the details but not in the overall process. You'll always need to do cases and some personal fit interview, but they can differ for example in the number of interviews or whether they add an upfront online test or not.

If you mean the quality of profiles they are hiring — officially they do not differ. They look for the same profile, toolset and qualities - the job is very similar across countries. However, there can be differences due to:

1. Country-specific requirements — the main ones being language and visa, but there might also be preferences for certain educational or work paths. Example: In France, they seem to prefer profiles from the Grande École education system, while in Germany grades take higher importance than specific universities.

2. Demand-supply balance — countries might have an imbalance in supply and demand of applicants, making it at least statistically (and potentially perceptionally) harder or easier to land a job. Example: Switzerland is notoriously hard as a German or French speaker despite both speaking a local language, but the country is small and supply of applications is high; Middle East and Africa have had more demand for people than locally available in recent years, so a lot of foreigners landed jobs there (whether that lowered the barrier would be a heated discussion😉).

3. Different positions — there are roles and programs specific to a country. In some countries you can more easily find a job in consulting after just a bachelor's degree, while in others they require a master's — the difference is they offer entry roles at the respective level.

I would say in most cases you have the best odds in your home country as that's what most prefer, but there are exceptions in certain situations or countries where you might have a good chance.

Hence, for a more nuanced answer, we would have to look at your specific situation and the countries you consider.

I wouldn’t say standards fundamentally change, but competitiveness does vary quite a bit by location.

The biggest driver is the talent pool. Offices in global hubs like New York or London attract candidates worldwide, so you’re competing against a much broader and often stronger pool. In contrast, offices requiring a local language naturally narrow the field, which can make entry slightly easier.

Another difference I’ve seen is in profile diversity. North American offices tend to be more open to non-traditional backgrounds (e.g., military, medicine), while Europe and parts of Asia still lean more toward “classic” profiles.

That said, the bar itself is consistent: same interview format, same evaluation criteria, same expectations on problem solving and fit. It’s more about who you’re competing against than a different definition of “good enough.”

Hope this helps

Regards,
Franco

No. Or at least, not significantly. 

Most of the large, top firms claim their standards are the same everywhere. 

In practice, it might be a bit more complicated. Some offices are swamped with applications, which means that they can have their pick at the best candidates, and since they can't hire an unlimited number of people, they'll need to decide between really great options. Other offices are less competitive, so even if the 'standard' or the 'bar' is the same, you're at least not pitted against that many others. 

Best,
Cristian

Even though all countries hire by high standards, there are actually some interesting differences. 

Just as an example

Academic Backgrounds: E.g., in London the majority of hires in MBB usually graduates from Oxford and Cambridge whilst in DACH the academic background can be much more diverse.

Demand based: Dubai used to have a lot of demand in the past, hence some people who were not successful in the European System applied to the ME and got in.

Network: Whilst in the US there is a choreography of Coffee Chats, the European market is very much focused on standardized assessment center days