Stanford GSB | Mr. Co-Founder & Analytics Manager
GMAT 750, GPA 7.4 out of 10.0 - 4th in Class
Cornell Johnson | Ms. Environmental Sustainability
GMAT N/A, GPA 7.08
Columbia | Mr. Old Indian Engineer
GRE 333, GPA 67%
Chicago Booth | Ms. CS Engineer To Consultant
GMAT 720, GPA 3.31
Chicago Booth | Mr. Private Equity To Ed-Tech
GRE 326, GPA 3.4
Cornell Johnson | Mr. Trucking
GMAT 640, GPA 3.82
Harvard | Mr. Athlete Turned MBB Consultant
GMAT 720, GPA 3.4
Ross | Mr. Low GRE Not-For-Profit
GRE 316, GPA 74.04% First Division (No GPA)
Harvard | Mr. Marine Pilot
GMAT 750, GPA 3.98
Ross | Mr. Civil Rights Lawyer
GMAT 710, GPA 3.62
Harvard | Mr. Climate
GMAT 720, GPA 3.4
Stanford GSB | Mr. Seeking Fellow Program
GMAT 760, GPA 3
Harvard | Mr. Army Intelligence Officer
GRE 334, GPA 3.97
Harvard | Ms. Data Analyst In Logistics
GRE 325, GPA 4
McCombs School of Business | Mr. Comeback Story
GRE 313, GPA 2.9
Cornell Johnson | Ms. Green Financing
GRE 325, GPA 3.82
Harvard | Mr. Gay Singaporean Strategy Consultant
GMAT 730, GPA 3.3
Berkeley Haas | Mr. Bangladeshi Data Scientist
GMAT 760, GPA 3.33
Ross | Ms. Packaging Manager
GMAT 730, GPA 3.47
Columbia | Mr. MD/MBA
GMAT 670, GPA 3.77
MIT Sloan | Mr. Marine Combat Arms Officer
GMAT 710, GPA 3.3
Ross | Mr. Automotive Compliance Professional
GMAT 710, GPA 3.7
Darden | Mr. MBB Aspirant/Tech
GMAT 700, GPA 3.16
Kellogg | Mr. PM To Tech Co.
GMAT 720, GPA 3.2
Duke Fuqua | Mr. Chess Professional
GRE 317, GPA 8.7
Stanford GSB | Mr. Deferred Asian Entrepreneur
GMAT 720, GPA 3.4
Yale | Mr. IB To Strategy
GRE 321, GPA 3.6

What MBB Interviewers Look For In MBA Hires

Between them, Eugene Goh and Olivier Muehlstein estimate they have interviewed close to 1,000 candidates for the Boston Consulting Group. That’s thousands of hours in the interviewer’s chair, assessing some of the best and brightest MBAs who aspire to a career at one of the big three consulting firms in the MBB acronym: McKinsey, BCG and Bain. 

Much of that time, they say, was wasted.

“We do a lot of consulting interviews and the number of people who pass is extremely low,” Muehlstein tells Poets&Quants. “While it’s clear that most candidates have clearly prepared something, they aren’t prepared for what the interviewer is looking for. 

“It’s a waste of our time as interviewers and it’s a waste of their time and effort.

“We are trying to break that cycle.”

From the Interviewers Seat

‘From the Interviewer’s Seat’ is available online at Casey Interview.

WHAT CASE INTERVIEWERS ARE LOOKING FOR

Breaking the cycle of wasted time and energy is the impetus behind Muehlstein and Goh’s new e-book, From the Interviewer’s Seat: The Insider’s Guide For Aspiring Consultants, published this month by TalentKraft, a strategy consulting firm that focuses on helping SMEs and startups address their HR challenges. 

Goh, co-founder of TalentKraft, is a former principal at BCG where he worked for more than eight years. He was an active member of its recruiting team and conducted more than 300 case interviews for the firm. Muehlstein, ex-BCG managing director and partner, led the firm’s recruiting efforts in Southeast Asia and conducted hundreds of interviews.

When it comes to job interviews, the case interview is a beast all its own. It assesses a candidate’s ability to solve a realistic business problem presented by the interviewer. They require hours of preparation, the ability to synthesize complex problems, analyze data and situations, and organize solutions in a compelling but understandable way. And it’s all done in a high-pressure interview room with a consulting professional who may have already completed half a dozen interviews that day alone. What is unique about this book is that it breaks down the process from the interviewer’s perspective.

A lot of books are really focused on the interview from the candidate perspective. We thought, why not write a book from the other side of the table?” Goh said. “Really understanding that perspective, I think, helps candidates better hit the marks of what the interviewer is looking for.”

Goh and Muehlstein sat down with P&Q to offer practical advice to MBA candidates aspiring for a career in consulting. More information about where you can get the book is available at the end of this story.

BUILDING A CV WITH IMPACT

From the Interviewer’s Seat is divided into four sections: Securing a Consulting Interview, Tackling the Fit Interview, Tackling the Case Interview, and Putting it Altogether. To nail the case interview, you first have to be invited to try.

Landing an MBB consulting interview requires a standout CV. That means a high GPA, ideally from a good school, and strong relevant work experience. But that just secures you a place in a heaping pile of excellent CVs from the top students at the best business schools submitted to the MBBs every year. You need a bit of personality to rise to the top. 

Extra curricular activities are where your personality can shine. You’re not going to differentiate from someone else with a 3.9 GPA versus a 3.94. You’re going to differentiate by impressing us with who you are. I want to see someone that I would enjoy having in front of me in the interview. Avoid the platitudes, that’s what will make me a great CV, on top of the other elements. And, for the work experience, don’t tell me what you’ve done, show me the impact that you’ve had,” Muehlstein said. 

Eugene Goh

Eugene Goh (Courtesy photo)

Goh agreed, but cautioned to not underestimate the importance of your personal interest. “Make sure that they are actually interesting. Reading, swimming, travelling — it’s very hard to impress a consultant with an interest in traveling. Be a bit specific. I’ve actually had good conversations with candidates whose interests were reading political philosophy. That’s part of my degree, so we had a discussion around what books they were reading. When you have 50 CVs with perfect GPAs, and they all work for blue chip companies, interviewers are also looking for someone interesting,” he said. 

NAILING THE FIT INTERVIEW

The fit interview occurs within the first 5- to 10-minutes, and while not as grueling as the case interview, aspiring consultants ignore it at their peril.

In fact, trained interviewers often eliminate candidates in the first few minutes, or notice candidates who are going to stand out. “The first few sentences are actually the most important,” Muehlstein said. “How you carry yourself when you walk in the room. Are you arrogant? Do you let me talk? Are you yourself? Are you comfortable? I can tell then if the day will go well or not go well.”

Other candidates disqualify themselves even before the interview starts. Being rude to the recruiting coordinator, others in the waiting room or anyone in the process from the moment the firm reaches out will eventually get back to the interviewer.  

“I know of one case where the building security called up to complain that the person coming through had been rude to them,” Goh said. “There are many ways to disqualify yourself in an interview, especially in a firm like BCG which prides itself on being the nice guys. We work in teams all the time, and we want people who we are going to want to spend many hours with. The percentage of people who actually get eliminated, even before they start the case, is actually higher than expected.”

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