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Elitism. Plain and simple.
Chief
Then they’d have to admit that you could have great experience outside of MBB
Coming from a normal firm, I kind of find all this hard to believe. I mean - if a referral basically guaranteed a job at MBB, I’d understand being very hesitant to make a referral. The candidate’s future performance would absolutely reflect on you. But seeing as everyone still has to pass the (very) high bar of case interviews, fit interviews, etc., it kind of seems to me that the hesitation is mostly due to elitism.
Rising Star
No muggles are allowed in MBB.
There is downside:
1. Your reputation is tied to this person
2. BCG only allows for a limited number of referrals , so you’re wasting one
3. BCG will ask how you know this person- you literally need to write about why this person is a good hire
That being said, OP did nothing wrong. I’m just saying that there is a reason people don’t give out referrals Willy-billy
So then network with a recruiter. That’s your actual answer
I generally only refer people who I know personally or have heard great things about from someone I trust and feel like they would be a good candidate given what I know
All I’m taking away from this thread is that the OP wanted a referral from someone, didn’t get it, and now is quite salty about it and is trying to convince us all that we should consider referring random people we don’t know. And with that, I’m turning thread notifications off.
Link the thread please
Because my name is tied to a referral. By referring you, I am saying to the recruiter, who I have a good relationship that I have worked hard to build, I think person X would be a good fit for this job and would do well here. If I don’t believe that then I won’t refer person X. It’s not elitism, it’s that my name and my reputation are put behind every referral I make, so I want them to count. If I referred everyone who asked for it, my referrals would be meaningless. I look at this no differently than I would at any other company.
I think people might just want to really know their professional contacts very well before referring them. It’s putting our own reputation on the line as well and I’d personally have a high bar to ensure I’m passing along the best of talent to the referral engine. I’ve referred hi-po friends in the past as a favour and it doesn’t work out well so my bar is now higher. Don’t take it personally.
Also part of the strength of MBB is the top quality hiring at undergrad and postgrad levels and the aggressive up or out system. There’s a pipeline of highly talented consultants under the principal, they aren’t sitting around thinking “ooo if only I knew a few more smart people.”
No referral bonuses lol.
I don’t want to refer random people I don’t know. I’d only refer people I actually think would be good for the job
So would you be willing to look at someone’s resume to see if they’re a good fit? You can also get to know someone by talking to them.
MBB puts a lot of the responsibility for screening on its consultants and typically has a very small HR function. So, people don’t like to pollute the pipeline with randos.
Think about it this way: When you’re in the trenches, getting grinded by the partner or some an insane client do you want to be working with a muppet?
Chief
Randos don’t get into one of these firms. As the old saying goes - it’s not what you know; but WHO you know.
Because our referral culture or system is different?
Here a referral without a strong relationship isn’t worth much to the candidate. As a candidate, the referral you want is not the generic one where someone submits your resume to our application tool. Unless I’m a Partner, it’s not certain that you’ll get anywhere this way.
The referral you want to get a first round interview is one where I do that AND email your resume to a Recruiter I know. That’s the referral that gets you moving forward. And I won’t do that unless I have enough knowledge of your potential.
This. It’s not a “tick box here if candidate has a referral”. It’s a very analogue process where the recruiter actually reads your referral and adds that to the file. They’re tough to write if you don’t know the person.
(Unless you have a senior partner referral. That’s different)
Turning it around... why should MBBs refer random people?!
I mean there’s no real benefit to people working at MBB to refer random people 🤷🏾♂️
I’m happy to chat with anyone and provide a referral.
Rising Star
It's more to do with the fact that referring someone requires you to put your reputation on the line as well. I'm sure a lot of us are willing to help out, it's just that we wouldn't stick our necks out without a call or something 🤷♂️
No - a good resume doesn’t indicate they will be good at the job. A referral inherently implies you think that person is good for the job and you can’t say that just off of a resume.
I would only refer ppl I know personally and have worked together
I joined BCG as an experienced hire. No referral, no fancy school or company. And I knew quite a few ppl in that boat.
When I did work at BCG I had given 2 referrals to 2 ppl I knew very well. One didn't pass the first interview and the second didn't even get an interview.
I'm saying this to say this direct correlation between referral and job is not the case. It will give you a higher probability but nothing is guaranteed. The best you can do for yourself is work on your resume, build your skillset and network. No one owes you anything, so just focus on getting feedback that can help you and stop focusing on a referral that may or may not even get you an interview that you may or may not pass.
In what way is your reputation materially linked to the performance of people you refer? Do people at MBB or anywhere else show up to their annual review and hear "that candidate you referred messed up the math on a case, so we are counseling you to leave"? Is there some other formal repercussion mechanism in place?
It's consulting...as long as your friend has an iq of 100 and knows ppt and excel he/she is good enough
I'm not even clear who on the recruiting team I would contact for referrals unless the candidate was coming from one of our target schools. I think our system (in US at least) is so school-heavy that anyone outside of these schools have a recruiting funnel that I don't really understand or engage with.
When it comes to students from the school team I'm assigned to, I give out referrals like candy since there's a dedicated funnel and system in place.
There is no adverse consequence, actually Head of Talent Team sent me a thank you note for my referrals and NONE of my referees ever passed the interviews, but they were good profiles which I sourced for free (ie a potential referral bonus which did not materialize). I would refer anyone who I am able to write a paragraph about, which means that if I don’t know you but I think you have a shot I will take a call to understand who you are. If I think you don’t have the right experience will just advice you on what could help your profile improve.
When I was not in BCG I was super frustrated I could not get any referrals, and I did pedigree schools which made it easier for me to get connected with people. Still, even alumni or acquaintances from my school were not really open to refer me without even providing a rationale. This is because they don’t know the world and don’t understand the concept of investing in people.
Referring people requires us to fill out this long form with explanations for why the person is a good potential BCG employee.
I’m not going to fill this out with BS information for random internet strangers. Also, the more people I refer, the less valuable a referral is.
I would only refer people who I personally know and who I think will excel at BCG.