How can a person with limited connections secure MBB referral(s)?

Question

I am doing a PhD in the arts & humanities from a non-target but Russel Group school in the UK. I am hoping to join MBB through an advanced degree route after I graduate. Given my background, I understand that getting a place on one of these programmes will be exceptionally hard. But referrals offer an additional problem - given my background I have no connections with anyone in consulting, and my institution only has a handful of alumni currently working at MBB on Linkedin and their names and details are not visible (just says 'linkedin member') so I cannot contact them to initiate any conversations.

I have also considered messaging MBB employees who have my disciplinary background via Linkedin, to ask about their entry experience and how they use their skills developed in our discipline as a consultant. Ultimately hoping this leads to an eventual referral. But would cold messaging an employee like this be appropriate? I have seen comments on reddit of MBB employees stating they would only give a referral to a friend or fellow classmates and it is very disheartening but partly explains why MBB is dominated by Oxbridge and LSE alumni in the UK.

Answer 1

Hi!

Thanks for the question. It is super interesting to see a PhD in Arts & Humanities aiming for MBB. I actually have a bit of a "soft spot" for this because many of my family members have Masters/PhDs in the humanities.

First of all: I have worked on several projects with McKinsey in the UK and with colleagues there, I can tell you the reality is very different from what it used to be -- it is absolutely not just an Oxbridge or LSE club anymore. Many MBB offices are running specific programs to diversify their pipeline. They recognize the "legacy" issue of hiring from the same few schools and are working hard to fix it, so your background is actually seen as a valuable asset rather than an isolated case.

Here is how I would pragmatically approach this:

Look for existing "Pipelines": Check for specific events or info sessions for so-called "non-target universities". These are very common entry points. Recruiters are often very interested in "non-traditional" profiles. If you can't find a direct contact with a consultant, reach out during online or in-person events and say: "I am currently finishing a PhD in XYZ; I’d love to be put in touch with a consultant who comes from a similar academic background." They can often facilitate these introductions.
Use every networking "angle": LinkedIn is definitely a good first step. Have you tried to broaden your audience? Keep in mind that every point of commonality is a valid reason to reach out. E.g.,
1. Someone who studied your exact subject (e.g., Literature), even if they went to a different university. You can ask: "As someone who studied Literature, how did you find the transition to consulting?"
2. An alumnus from your university who studied a different subject
3. An alumnus from a non-Oxbridge/LSE uni to ask how they got in and whether they feel the MBB environment is more diverse than it used to be
4. A PhD who has already transitioned into MBB to understand their specific entry experience. Just any PhD!
  
  --> My 2 cents: don’t be discouraged by a low response rate -- the standard is typically a 10-15% success rate.

Of course, a referral isn't automatic; it depends on personal fit and the consultant’s willingness to vouch for you. However, it is much more common than people think. It’s essentially a numbers game: the more people you speak with, the more likely you are to find someone who will give you a referral or share specific tricks to help you succeed.

It might feel strange to cold-message people, but many consultants enjoy sharing their path. Just keep sending those messages!

Best,

Tom

Answer 2

Absolutely. No matter who you are you can network.

a) Reach out to people in your network

b) Reach out to people once removed from your network

c) Reach out to people with a similar background to you (i.e. same alma mater, same historically underrepresented demographic i.e. gender, orientation, ethnicity, etc., same career switch, etc.)

d) Tailor a message to them specifically both showing interest in them and their journey and demonstrating that you have done your research and could be a valuable hire

e) Play "tag" across calls you get so that you can work your way towards the company/office/role you want

f) Never directly ask for a referral, but "hint" at needing one (this is nuanced and important... happy to talk through wording)

For a full guide on applications, networking, and referrals: Applications Course

Answer 3

In my opinion, be explicit and ask!

Personally, I've referred 100+ candidates who have reached out to me via LinkedIn / cold reach-outs / Prep Lounge etc. during my 7 years at McKinsey. I would absolutely not play gatekeeper to decide who should and who should not get a chance to interview at their dream employer. If they are deserving, the recruiting process will anyway reward (or reject) them. MBB recruiting process is tough but fair, and so I've personally had no reservations about referring anyone who has reached out to me.

Additionally, at McKinsey we always had to select whether we know the candidate personally, we are familiar with their past work or whether the person is just an acquaintance.

Lastly, I've been a student myself and I know the journey can be tough. So if there's any little help I can do (referring someone is literally three clicks), I would happily do it!

Some people may prefer a more subtle approach. You can always test the waters and make a judgement call. Either way, don't hesitate to ask for a referral!

Cheers
Jimmy Joy

Answer 4

Hey, we have a similar background. My first degree was also humanities from a Russel group uni and I had no prior contact.

There's a material I wrote on how to 'get referrals' if you have no network. You can read it here:

• • Expert Guide: How To Get Referrals Via LinkedIn?

Then reach out if you have questions and I'm happy to help out.

Best,
C

Answer 5

Hi,
I understand the concern — but I think you’re overestimating how much “connections” matter and underestimating how much the process has evolved.

I spent several years at Bain & Company, and one thing I’ve clearly seen over time is that the share of people coming from “non-traditional” backgrounds and universities has increased significantly. Firms are actively trying to diversify their intake, and there are also dedicated programs for advanced degree candidates exactly like you.

On referrals specifically:

They can help, but they are not a prerequisite
Many candidates get interviews without any referral
A strong CV + clear positioning matters much more

On your situation, a few practical thoughts:

1. Cold outreach is absolutely fine
Messaging consultants with a similar background is actually a very good idea. Keep it simple and genuine:

briefly introduce yourself
explain why you’re reaching out
ask for 15–20 minutes to hear about their experience

Don’t make it about the referral. Focus on the conversation. If the interaction goes well, the referral can come naturally.

2. Don’t assume people won’t help
It’s true that not everyone will respond, and not everyone will refer. But many people are open to helping — especially when they see someone thoughtful and motivated.

3. Use programs as an entry point
MBB firms have specific initiatives for PhDs and advanced degrees (e.g., workshops, insight programs). These are often a much more effective way to get visibility than relying on referrals alone.

4. Focus on what you can control
Your biggest leverage is:

how well you translate your PhD into a “consulting story”
how strong your CV is
how you perform in interviews

So overall: yes, networking helps, but it’s not the gatekeeper.
And your background is not a blocker — if anything, it can be a differentiator if positioned well.

Cold outreach is a good step — just approach it in a natural way and don’t overthink it.