Holla!! I'm Fathu - recently left BCG after 4.5 years working across Africa, Europe and the Middle East (promoted 3 times at the earliest window).
I joined BCG with an atypical background (no business degree, consulting/finance/big tech internship, etc.), which means I had to make a way more compelling case than usual with my resume and cover letter before getting an interview invitation. Also, this meant I had a longer learning curve to learn how to think and speak like a consultant before attending and passing my 5 BCG interviews.
To be frank, going from a case interview newbie to mastering the process was a daunting challenge and I learnt the hard way so you don't have to ?. Over the past ~5 years since I got my BCG offer, I have leveraged and refined my case interview coaching approach to support 50+ candidates in obtaining offers from top consulting firms.
Feel free to reach out for a 15-min intro chat.
End-to-end support along your journey
Here's the deal - there's a barrage of resources on the internet regarding how to craft your resume / cover letter, prepare for initial tests, fit and case interviews, etc. I am not here to repeat the obvious. I will provide targeted and precise advice that will save you time and mental stress trying to figure out what works versus what doesn't, based on my experience and that of the 50+ candidates I have supported in landing consulting offers with top firms.
White glove handling depending on your skill and experience level
Generally speaking, the top consulting firms invite the crème de la crème to take their tests and interviews so the competition is stiff regardless of the firm or geography. Also, I recognize that every candidate is different so what works for Sandra the Finance major who interned with Goldman Sachs might probably not work for John, the experienced Solutions Architect who designs networking solutions for a living. This is why I deliberately curate my coaching plans tailored to the individual's background, experience, and specific interviewing strengths and weaknesses.
Drive towards independence and on-the-job success
Landing the offer is the rational end goal of recruiting, however, I also acknowledge that as high performers, we tend to think about "what's next?". Hence, I position my coaching relationships such that candidates can reach out for on-the-job guidance especially during the early days of their consulting careers and eventually gain adequate independence to pay it forward.
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