Our client is a growing 100 person UK management consulting firm, operating in the UK, Europe and US. It is part of a large, innovative global digital, technology and customer experience group.
The business offers a broad range of consulting services to its clients. These include operational strategy, target operating model design and review, operations improvement, business transformation and organisational change, often with a focus on complex customer challenges.
While there is a strength in Financial Services and Insurance, they work across a broad range of sectors and with major high-profile clients.
The firm had grown at a good pace, reliant upon an established tradition of MBA hires via business school campus visits, with the recruitment process managed in-house.
However, this model became increasingly under strain, leading to a significant increase in the (expensive) Associate consultant base. Consequently, a decision was taken to actively seek experienced consulting hires.
As these would complement the MBA intake, the focus was “manager” level, Principal Consultant grade in their terminology, typically management consultants with 6-12 years’ experience.
It had become clear to the leadership team that the firm lacked the “brand name” profile and internal recruitment capacity to source enough candidates directly. So, a decision was taken to work with an external recruitment partner.
Prism was selected, based on our proven capability in the management consultancy recruitment field and our ability to pre-screen and shortlist high-quality candidates. This saved the time of the already stretched leadership team.
Because our role was to be continuing over several months and complementing their existing process, we agreed a broad hunt for relevant management consulting candidates. This made use of our existing network and database of candidates, our significant internet and LinkedIn presence, as well as a targeted advertising campaign.
This sourcing effort continued over an extended period and we submitted screened and interviewed candidates on a “drip feed” basis for their weekly review. Selected candidates were then scheduled for an initial 30-minute Teams meeting with the Operations Director and MD.
Successful candidates then began a thorough and in-depth process including online tests, an assessment centre, the in-house occupational psychologist and a dinner with selected members of the consulting team.View advertisment
Over a period of four months, we identified a number of candidates for the Principal Consultant roles, which resulted in six offers and four acceptances.