Top tier 2 firm

Question

Hello,

I have a 15-minute HR screening call with a top Tier-2 strategy consulting firm. I come from a Big 4 non-strategy consulting background and recently left my firm for personal reasons. However, my CV still indicates that I am employed there, which makes me somewhat concerned about how to handle the topic if it comes up during the discussion. For context, I already passed the HR screening with this firm about three years ago as a fresh graduate, although I did not ultimately interview with them due to lack of readiness.

The recruiter mentioned that we would discuss my “motivation for consulting” and "motivation about the firm“ and align on my positioning within the teams.” Given the short format of the call, what should I expect HR to focus on? How should I position myself coming from a non-strategy background, explain my motivation to move into strategy consulting, and address my employment status if asked?

Part of my dilemma is that I do not want to lie, as it is not aligned with my values. At the same time, I already submitted my CV showing that I am still employed. Several people in France have told me that background checks are often limited, and I recently spoke with an HR expert from a government-backed employment organization who told me that, on paper, a company would not necessarily know unless they specifically contacted my former employer. Knowing that there is a realistic chance I could be invited into the interview process if this call goes well, I feel somewhat lost about the best way to handle the situation. Would you recommend proactively clarifying it, waiting until asked, or taking another approach?

Thank you !

Answer 1

hey!

Short answer: don’t proactively bring up the employment status, but be ready to state it simply if asked. HR will focus on motivation for consulting, motivation for the firm, and where you fit.

Keep it clean: you left for personal reasons, took time to reset, and are now fully focused on moving into strategy work because you want more analytical, high‑impact projects. That’s enough. They won’t dig deeply in a 15‑minute screen.

If they ask about your current role, just say you recently left and your CV reflects the period you worked there; you can update it later in the process. No drama, no long story.

Your positioning is straightforward: you built strong delivery skills in non‑strategy consulting and now want to move into strategy work where you can work on bigger, more conceptual problems. That’s exactly what they want to hear.

Alessa

Answer 2

For a 15-minute HR screening, I wouldn't expect anything particularly technical. The recruiter is usually trying to understand three things: why strategy consulting, why this firm, and whether your profile makes sense for the role.
Coming from a Big 4 non-strategy background, I wouldn't position the move as an escape from your current field. Rather, I'd explain that your experience gave you exposure to transformation and implementation work, but that you realized you're most interested in the strategic questions behind those projects: growth, market positioning, performance improvement, investment decisions, etc.
Regarding the employment status, my recommendation is simple: don't volunteer information that wasn't asked, but don't lie if it comes up.
The issue is not whether a background check will find out. The issue is credibility. If they ask whether you're currently employed or about your availability, I'd answer honestly and explain that you left for personal reasons. Most recruiters won't care nearly as much about the fact that the CV wasn't updated as they will about how you explain the transition.
If I were preparing for the call, I'd spend my time refining:
- a strong answer to "Why strategy consulting?"
- a strong answer to "Why our firm?"
- a concise and confident explanation of why you left your previous employer
Those three topics are much more likely to determine the outcome of the conversation than the employment-status question itself.

Answer 3

What to expect in 15 minutes. This is a fit and filter call, not a case. HR wants three things: a clean reason for consulting, a specific reason for this firm, and a sense you'll fit the team. Keep each answer to 30-45 seconds.

Positioning the non-strategy background. Don't apologize for it. Frame it as foundation. You've seen how organizations run, worked with clients, understand delivery. Now you want to move upstream, from execution to shaping the decision itself. Tie "why this firm" to something real, not generic praise.

The employment status. I'll be direct, because this can quietly sink you. The advice that checks are limited and they won't know is true technically and wrong strategically. You don't enter a firm that runs on trust by hoping nobody checks. If it surfaces later, it reads as misrepresentation, not an outdated CV. In consulting, that's fatal. And you already gave the answer: it's against your values. Trust that. It's also the smarter play.

What I'd do:

Don't make a dramatic confession on a 15-minute call.
But don't hide it. Drop a light line early: "Quick update before we start, my CV shows me at [firm], but I've moved on for personal reasons, so I'm available immediately."
"Available immediately" is a feature. Most experienced hires have notice periods. You don't. Use it.
If they ask why, you don't owe details. "A personal situation I've resolved, and I'm fully focused on this move" is enough.

You left a job. That's normal. It only becomes a problem if it looks hidden. Get ahead of it cleanly and it's a non-issue.

Answer 4

Hi there,

If they ask about your current status, I would clarify this. You can also resubmit an updated CV that accurately shows when you left the firm.

Best,
Cristian