How are interviews assessed / graded in the manager and partner rounds? Does each section have a fail / hire / strong hire or a 1-5 score? Does each interviewer come up with their final score holistically? Do all interviewers have to agree on the decision? What % of interviewers need a hire or strong hire to pass?
Any insight would be appreciated.
We get this type of question frequently here, and some people seem to believe that the case interview is graded like a test. It is not. It's not an average, it's not the 1-5, it's not a % of interviewers pass you. It doesn't work that way.
Yes, all of that is in the interview. Yes, there is an effort to standardize criteria, ratings, classifications, and how people reach a decision.
But… there's the human factor. That's why you do multiple interviews. It's about being consistent over time and across many different interviewers. Because they will have different sensitivity to the criteria.
This is the most important rule: being consistently good. And not being consistent in the mistakes (i.e., one time is an accident, multiple times is a proven weakness).
If you fail an interview, you are very unlikely to pass the round. It would have to be an “average” performance and a great performance on the other one AND be perceived by both as a potential good fit.
If you fail two interviews, you won't get the job. If you pass two interviews but show the same weakness… you are unlikely to pass to the next round. If you pass the two cases but cast doubts on fit… you may not pass to the next round. (but ultimately you may pass to the next round, but that topic will be flagged to the next interviewer).
I could go on and give more examples, but on the one hand I think this should already elucidate you… on the other hand, you must understand that this is actually irrelevant. You have to show a CONSISTENT HIGH PERFORMANCE. It's hard to get this job. Very hard. So you cannot afford to aim for the bare minimum to pass and be lucky / hope for the best. That won't work.
Instead, focus your energy on becoming great at cases and fit interviews.
Agree with Pedro and Ian - don't spend too much time trying to dissect, there's not point.
Yes, there is a detailed evaluation grid being used, for McK as well as the other MBB but at the end of the day, an interviewer's decision boils down to simple factors along the lines of…
Many interviewers will use their experience to answer above and form an opinion on Yes or No very quickly. What ends up in the detailed eval grid then supports that top-down view. In other words, the decision is not as mathematical / bottom-up as many candidates would think.
What you can control is to become a consistently strong case performer - focus on that and you'll be fine.
I'd like to stress that key point here is consistency - it's not enough to shine in one or two interviews, as every interviewer has veto power. That's why developing a consistent, repeatable approach to solving cases is so critical!
Feel reach out to me or the other coaches to learn more how to best get there. That's what we are here for.
Regards, Andi
Hi there,
Let's focus on what really matters.
You need to be a strong caser. You need to communicate and think in a clear and structured manner. You need to not let math or exhibits slip you up and you need to drive the case forward effectively.
If I tell you they rate you out of 5 or 50 or 1,000, does it change anything? Or if they all get together for a 3 day summit to make a decision? Nope!
Focus on what matters! I.e., get as good as you can at math, chart/exhibit reading, structured thinking/frameworking, business acumen, clear communication, case leadership.
Just like in a case, you need to focus on what matters here!
Good luck!
Hi there,
It's a bit of everything. Yes, there are clear guidelines of what interviewers look for in a candidate, but at the end of the day they just get on a call and share their thoughts on whether you'd make the cut. Here's where the human factor plays in as well.
Hello!
It´s a great question for sure, knowing the rubric would help us focus even better.
However, the truth is that the real rubric, you will never get. Only speculations (good, and not so good). For this is can be great to work with a coach who can guide you and give you feedback arround the key aspects.
To your question tough, the decision is not arithmetic somehow but more a “holistic” yes/no, deep diving in some areas
Hope it helps!
Cheers,
Clara
Firstly, why you ask? Is knowing this something that is going to change your performance or training approach? I doubt.
Secondly, there is a quite high level of “secrecy” over the grading process, so, it would be better to keep it.
Your goal should be to prove you have business acumen, great communication, an “answer first” approach, that you are organized, analytical, and precise. Everything else is redundant.
Hi there,
Every firm has their process. Knowing it doesn't change the outcome or allow you to beat the system any better than not knowing it. This line of questioning isn't going to lead anywhere…
What matters is a strong performance, which is where you should focus all your energy! Dazzle the interviewers by being great and you don't have to worry about any of what's happening in the background.
Best of luck!
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