{ "media_type": "text", "post_content": "Diversity quota is real: both for B-School admissions/scholarships and MBB recruiting. \n\nReaders be warned. Your skills don’t matter as much as you think. \n\nThat is all.", "post_id": "61da277098d02e0039f3ee3a", "reply_count": 51, "vote_count": 6, "bowl_id": "5d7901c370a602001eff88c8", "bowl_name": "All Things MBB", "feed_type": "bowl" }

Diversity quota is real: both for B-School admissions/scholarships and MBB recruiting.

Readers be warned. Your skills don’t matter as much as you think.

That is all.

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How do you ever expect such a person to work with a team and not show bias against their URM or female colleagues, some how because they feel more worthy of the opportunity.

Here, I'm black and female.
Learnt about consulting and in 2 weeks cased better than most people that had been prepping for months, it came naturally. I even soon after made it to BCG final round interviews feeling so confident but then I got rejected because 1 partner out of 3 was not sure about my fit (I was the definition of borderline and I learnt about the existence of the firm from their diversity recruitment efforts). By your analysis, I should have gotten an offer. Multiple top university degrees, stellar work experience.

I learnt about consulting super late in my journey compared to a lot of my white colleagues. I now help out with diversity recruitment efforts, we just help people realise the firm exists and could be an attractive place to work. Increases the number of applications that come through the funnel but processes remain the same thereafter.


McK6 there are people that believe that increasing the top of the funnel is also unfair

But they fail to realize that due to socioeconomic and/or sociocultural differences some people are just not privileged to some information, opportunities or resources.

I google case interview, I’ll see close to zero content made by a black person.
I first found out about consulting during my MBA. Had zero friends that worked in consulting, didn’t really understand what it was, and still needed a partner referral just to even be seen due to my unconventional background.
Reached out to multiple people on LinkedIn and guess the race of the partner that accepted to give me a referral? The same as mine - black.
How is this an even playing field?


-17,500 first year students at the top 25 MBA programs. Source: US News
-1,725 (9.8%) of students at top 25 programs are URM source: school student profiles + business week
-30 pct of MBA students are interested in consulting Sources: school hiring reports, poets and quants, business week

So what does this mean?
5,250 MBA students at top schools are interested in consulting each year, of which ~500 are URM

Combined, MBB have 60ish offices in the United States.

So let’s just play along with OP logic that there are virtually no spots for males (assuming the poster means white males, apologize if i am assuming) as a result of women and minorities taking up all of the spots. You can do the math and realize that a recruiting pool the size of essentially 8 URM (and this is being generous considering all of the top 25 schools aren’t target schools, it’s more like 15 schools that are) per MBB office, is not a threat to the hiring of non-URM. It’s flawed logic at best.


Hmm... Your case math here was phenomenal but slightly less than perfect, so before I make a judgment on whether to believe you, I have to ask... Are you white?

(Kidding, obviously, to accentuate the ridiculousness of the the original post)

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SM and P - my statement is based on:
1. A complete data set of intern profiles over the past few years for my school, the sample size is definitely statistically significant - to say women and URM are statistically better at interviews than men and “over represented” ethnicities at M7 schools is just impossible;
2. The fact that diversity programs exist where people were given full time offers in August after 1 week of networking, and those people admitting they don’t really know how to case or interview the standard way that well;
3. Anecdotal evidence of women and URM occasionally bombing a case and still getting offers vs men and OR ethnicities rarely if ever happening (as M1 have alluded to here as well).

If it walks like a duck, quacks like a duck… just because you don’t admit it, doesn’t mean we are not all thinking it already.

I will be advising high caliber, male, over represented candidates in next year’s class to not over focus their efforts on consulting recruiting, and show them the stats. They can still do it at the end of the day, but at least they are aware going in. This is partially also why best caliber people are not applying to MBA programs anymore - why bother paying full price and take time off for this. But hey - companies want to hit that annual ESG report demographic goal. I get it.


@McK1 spot-on and that has to do with old school elitist approaches to consulting recruiting. The b-schools themselves (that MBB focuses on) struggle to improve diversity enrollment, and the amount of "hoops" that industries like consulting and finance make applicants jump through, makes those with lots of resources, networks, and money better able to get through the process successfully.

Color me a little disillusioned, once I really understood how things were done. And is why I find @OP's assertions so implausible.


As someone who runs MBA recruiting for my MBB and is a regular interviewer, I have to disagree. We are not working with different bars for different groups of applicants.

Yes, there’s a massive DEI push in recruiting. But that does not happen through skewing the middle and lower stages of the funnel. But by widening intake of specific groups in the first place.

Meaning we invest heavily in encouraging candidates to apply, focused marketing programs, mentorships, application trainings, etc. But once a candidate sits on the interview room, expectations and grading are exactly the same.


Hi @Senior Manager 1. If it isn't too much to ask I could use feedback on my resume for when I apply next. Thank you in advance.

I’m at an M7. Just finished most of the consulting summer intern recruiting process. I also just ran the stats for last year’s interns (because we have those profiles internally), and have a rough idea of which people got offers / how they did during interviews this year.

Without going into details, it’s basically like applying to b-school all over again. And everyone knows this even though we are not talking about it in the open.


Appreciate you two doing the work on this thread btw 😂


Currently at a Big4 which is a lower tier, but have been on MBA recruiting teams.

I have absolutely seen and heard diversity candidates get preferential treatment behind closed doors as we make decisions. It's not something the team explicitly looks for, but if someone is on the border, it could push them over


Sorry to be direct, but your data doesn’t prove anything. No firm hires more than 30-40ppl from any school in any year. So even if you had all relevant data from each of your class mates - which would include the actual interview performance - your data would be worthless. With the large number of variables you’ll need much more data to be statistically meaningful.


Don’t really care what you think ✨


Stay mad 💖


I've seen the same OP. I've actually been told by a senior person (at BCG) that they do have a URM focus for MBA hires. And say what you will, but while interviewers aren't necessarily explicitly being told to reduce standards for URMs, it is certainly what is implied. I'm being cautious about what I say, and I don't want to take away from some of these candidates who are amazing, but I've personally seen some people get offers who have had 0 experience in anything related to consulting, 0 interest in consulting before literally being offered an interview, bombing the case, not being at all prepared for behavioral, and still getting an offer. Reminds me of the person who got a Bain offer and didn't even know what BCG was.

And I know at least one top 10 firm that will first interview URMs, and once they're done with those will interview all other candidates for remaining slots.


And here we are again
Someone that doesn’t work at MBB telling the people that do, how we recruit.

D1 if you were at BCG you would actually be one of the interviewers and one of the final decision makers on hiring decisions if you wouldn’t hire a URM if they weren’t qualified why tf do you think anyone else would?

I absolutely love when people say “oh no one will say it but it’s implied”
Lmfao how is it implied? Because the company said they need to hire more minorities? At MCK for sure and from what I know at BCG and Bain the school of thought behind diversity efforts is that if we convince enough URM to apply and they have equal access to resources, we’ll hire more URM - so there’s no need to do anything else.
There is no incentive or the opposite for me to do any different. I will be required to put in my X hours of interviews every year, my bonus has nothing to do with recruitment, the only people that even know who interviewed who are the recruiters, why tf would I care about “implied” stuff?

Why would you even think that it doesn’t make sense that someone got a Bain offer without knowing what’s BCG? Is that what would make them a good candidate?
Consulting companies have hired people from diverse background for years now. I have colleagues that were teachers, musicians, historians etc (all white).


I agree with the OP. I’ve done recruiting and interviewing for two MBB firms. I remember one URM candidate totally bombing my interview but I was told we’re advancing them to the final round anyway. A white candidate who’d scored considerably higher would have been dinged


You’re a director and you’re an intern?


So you’re butthurt since you didn’t get in..


Begging for elaboration and otherwise being inflammatory - I like it hehehe


Lol OP a salty boi

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