Hi,

Do interviewers make notes with just recommendations, and then pass to HR?

They use scorecards to assess your performance using multiple criteria which they then pass to an HR. 

Who makes the final decisions, and what is the bar for an acceptance? (say, 2 yes's from 3 interviews?)

The final decision is made collectively by all interviewers, not the HR. Usually you need 3/3 to get the offer, but, say, if one of the interviewers is on the fence, you may get an additional round. And the final decision, in this case, is made depending on the last interviewer's feedback.

Would firms interview say 20 candidates, and when they're all done, compare notes to select the best 10? 

It really depend on their hiring quotas. If it's an MBB company, for example, they need to advance a certain number of people to the second round and then they need to extend a certain number of offers. So they'll choose the best of the pack, yes. But if nobody meets the hiring criteria, no offers will be extended, even if there's an opening at the firm.

If it's a small boutique consulting company with, say, just a single opening, they will look for a candidate whose interview performance is decent, but also the one whose profile matches their hiring criteria the most (like experience in a certain industry / function).

Hope this helps,
Nick

(edited)

After a final round interview, the interviewers typically provide their feedback and recommendations to the recruiting team or hiring committee. This feedback is usually based on the candidate's performance in the interviews, including their problem-solving skills, communication abilities, and fit with the firm's values and culture.

The final decision-making process can vary by firm, but it generally involves a discussion among the interviewers, recruiting team, and potentially senior leaders within the firm. They review the feedback from each interviewer and consider the overall performance of the candidate.

The acceptance bar for an offer can also vary, but typically it requires a positive consensus among the interviewers and a strong performance across multiple dimensions. It's not solely based on a specific number of "yes" votes, but rather a holistic assessment of the candidate's potential to succeed as a strategy consultant.

Regarding the comparison of candidates, firms typically evaluate candidates individually rather than directly comparing them to one another. Each candidate is assessed based on their own merits and fit with the firm's requirements and expectations.

It's important to note that the process can be dynamic and may involve additional steps, such as approval from a recruiting committee or the recruiting director, before a final offer is extended.

Hi,

At McKinsey what happens is that during the lunch time of a super day, interviewers and HR meet, review the rating of each candidates and decide who goes to the next round. Usually in the afternoon it's interviews with partners then HR has to organize a call with the 2 partners to decide for an offer or not, this last call can be done on a different day.

Cheers,

Alexandre

Hi!

There's usually ‘hiring Partner’ per office. They are the ones who make the final decision. 

On superdays the feedback is put together by the more junior colleagues together with HR, they form an opinion and then this is discussed with the hiring Partner. 

Hiring decisions tend to be done unanimously. If one interviewer disagrees, then they tend to organise another round or turn down the candidate.

Good luck!
Cristian

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Hi there,

You can check how the recruiting process works from an internal MBB perspective here: https://www.preplounge.com/en/articles/mbb-hiring-hacks-behind-the-curtain-secrets

Best,

Alberto

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