I started reaching out to consulting since I was in first year and have been reaching out till now (In my third year). Often what happens id consultants do give advices they are ind and help you out, even compliment my resume but when I approach them for referral they start ghosting. Some even don't ever reply, some say I will and then ignore forever. I just don't understand the reasoning behind this if someone's resume is better than you have seen uptill now then why not refer them and let them show their capabilities. One consultant that referred me gave me this advice to never feel bad about asking for a referral because they get rewarded if you're hired but it doesn't seems like many consultants nowadays are willing to refer candidates.
How to get referrals for a graduate job at MBBs, coming from a non-target university?
Totally get the frustration — you’re putting in the work, getting good signals, and still hitting a wall when it comes to referrals. But here’s the reality: at MBB, referrals don’t carry the same weight they do in less structured industries.
MBB recruiting is highly process-driven. Your resume still goes through the same screening rubric, same Solve or test filters, same interviews. So unless the referrer is someone very senior, a referral doesn’t override the formal process.
That said, referrals can still be helpful — especially in getting your application noticed, or signaling that you’re plugged into the firm’s network. But the best way to get those is often not by cold asking — it’s by standing out at recruiting events, asking sharp questions, following up thoughtfully, and letting the referral come naturally after multiple touchpoints.
So instead of focusing on the one-shot referral ask, play the long game: build relationships, show you're serious, and give them a reason to remember you. That’s how referrals happen — not just from having a good CV, but from building trust over time.
Hope it helps!
Hello,
Agree that getting referrals is tough, especially from a non-target school. The ghosting isn’t personal though, and a strong resume alone isn’t always enough for them to judge fit. What usually works better is timing the ask after you’ve built more of a relationship. Instead of “can you refer me?”, try asking whether they think you’d be a good fit for a specific role or office. Ask them what would help the companies to notice you if you don't come from a target school. Try to problem solve with them. If they genuinely believe that you're a good fit, the referral comes more naturally.
My advice is to not be disheartened and keep reaching out, and focus on a few deeper conversations rather than one-off requests, and ask for their advice on how to get the interviews. It’s more about trust than credentials. Good luck!
What you are doing is already the right approach. I suggest trying to problem solve with them live, asking them for suggestions on how to ensure your resume gets higher chances of being reviewed without asking directly. Hopefully they'll offer.
Hi Divya,
I think what you are seeing is quite normal. Referrals carry a bit of personal accountability, so most consultants are selective and prefer to refer people they know beyond a few LinkedIn messages. Personally, I don’t refer candidates I haven’t interacted with directly, and I find it uncomfortable when people push for referrals right away without taking time to build a real connection.
A better approach is to start earlier and focus on building relationships first. As mentioned by other fellow coaches here, you have to play the long game and start months before your application deadline. Reach out for short, genuine conversations where you ask about their experience, projects, or advice. If you stay in touch and they get to know you a bit, asking for a referral later feels much more natural and often leads to better results.
Best of luck!
Hi there,
A referral is just a door opener such that the recruiting team will look through your application more thoroughly. However, you can't expect someone who doesn't know you to put their name and reputation on the line for a quick referral. It usually takes some time to cultivate this kind of professional relationship. You should have at least an informal "interview" with that person before you can expect something.
Depending on the seniority, tenure and advocacy of the person referring you, you have a better chance of getting a first round interview. The more senior the person referring you is, the better. The longer the tenure of that person with the firm is, the better.
The reason is that such voices carry more weight than referrals coming from super junior or brand new people. They typically know the HR folks better and have been involved in recruiting activities for a while so it is usually assumed that they have a good grasp of what types of candidates with which sets of qualifications the firm needs. However, any referral is ultimately better than no referral.
Ideally, you get a referral from someone from the same office (or same country) you are applying to. But again, a referral from someone within the same firm but different office or country organization is still better than no referral.
A direct rejection after the CV screening stage can still happen - even with a referral. In that case the recruiting team usually provides some feedback to the person having given the referral. So you should follow up with them to better understand the rationale in case that happens. On the flipside, you can still get an interview invite when you just apply online without a referral - the probability is just lower - particularly when your CV is not “stellar” on a standalone basis.
And as always, factors such as economic conditions and headcount/budget planning of the individual firm also matter significantly in these decisions - but they are not within your control.
Best
