Trying to enter consulting from a completely non-traditional arts background

Hello there!

You have the right idea that networking is a great tool. But i think considering your background there are other things that you can do to ensure you are "speaking" the consulting language when you do connect.

A few things you can start with:
-Read Case in Point which is a great starter book to understand the industry and start case prep.
-Watch tutorial videos on "what is management consulting" and "how to case"
-When you're networking, reach out to people that you have something in common with or are already connected to.
-Rip off the band aide and start casing :)

Of course working with a coach can be a game changer for application strategy, networking strategy, casing insights and building a roadmap of how to achieve your objectives to get into consulting.

Happy to talk more if helpful :)
 

Hi there, 

Annika has shared a few good points of where you can start. 

What I would add on is that given your unique background, you'd need to demonstrate and tell good stories of what are the transferable skills you can bring from your past experience to consulting. E.g., business management, project management, owning P&L, working with partners / clients / vendors, etc. 

Best,

Emily

Hi,

I entered consulting from a non-traditional arts background as well. I studied History in college and had zero internships (as I thought I was going to do a PhD or work for the government initially).

I also helped a friend who used to work in a top talent agency in LA prep for MBB interviews - they eventually joined MBB on the west coast.

Happy to have a chat - just drop me a dm.

I think you will also find this article helpful for you:

Breaking into Consulting from a Non-Traditional Arts Background

All the best!

Hey there :)

Coming from a non-traditional background is totally fine, you just need to translate your film and production experience into skills consulting cares about, like project management, problem solving, budgeting, leadership, and handling stakeholders. Your production company is actually a strong asset if you frame it well. I would focus on a sharp CV, a clear story of why consulting now, and targeted networking with alumni or people in media or HR-related practices. Cold applications without that warm connection often stay unanswered.

If you want, I can help you shape your narrative so it lands better with recruiters.

best, Alessa :)

This is a tough spot, and I completely empathize with the frustration of putting in the networking effort only to hit a wall of silence. The reality of the recruiting machine is that it is fundamentally designed to screen out, and your resume, despite its clear business management strengths, is likely being filtered before anyone actually reads the story.

Here is the mechanics of why you're getting zero replies right now: Recruiters doing the first-pass lateral screen are looking for clean, predictable career narratives (e.g., PE, F500 strategy, Big 4 audit). If the primary keywords are "film," "arts," and "HR operations," the system—or the junior staff reviewing hundreds of applications—will instantly bucket you as non-traditional and non-target, assuming a lack of core analytical skills.

Your pivot strategy must be two-fold: Reframing and Relational Targeting.

First, stop leaning on "unorthodox" as your primary selling point in the résumé; focus on the transferable skills of running your production company. Production management is P&L management, vendor negotiation, tight deadline adherence, budget forecasting, and complex project delivery. That is strategy and operations work. You need to strip "film" from the bullet points and replace it with consulting lexicon: Managed end-to-end delivery of complex cross-functional projects; Led financial forecasting and risk mitigation for a $X portfolio; Responsible for P&L ownership...

Second, you cannot rely on the cold application stream. You need to shift to focused, persistent networking. Target individuals in the specific consulting practices where your media background is actually an asset (Media & Entertainment, Technology Strategy, or perhaps Operational Excellence). Your goal isn't just to talk to a consultant; it is to find a champion—someone who knows the partner group and can internally vouch for your business acumen, getting you past the initial HR screen. Lateral hiring from non-traditional backgrounds is almost always facilitated by an internal referral.

Hope this helps you focus your efforts. All the best.