Overview
Introduction
Company Stats
Employer Type
Private
Size
1,001-5,000 Employees
Major Departments/Practice Areas
Growth strategy
Major Office Locations
New York, NY (HQ)
Employment Contact
Elizabeth Czechanski - Global Human Resources Director
Firsthand Findings
About the Company
Employee Reviews
- “We are a down to earth group of intelligent, high performing team members who are friends at work and outside of work.”
- “Colleagues I value as friends, unique learning experiences specific to energy, learning core consulting skills to high standards.”
- “Bespoke or tailored recommendations that take our client's capabilities into account. Also, we are better able to work with our clients and deliver something they can and will execute instead of a deck that sits on a desk.”
- “Strategy& has provided me ample opportunities to work with C-Suite clients right out of the MBA program. The wonderful firm culture provides a high level of support where needed, and selecting this firm has been the best choice of my career thus far.”
- “Strategy& invests in me and fosters my love of infinite learning; I learn something new every day whether that's from my peers, partners or clients.”
- “Unique opportunity to understand the full breadth of consulting, from strategy through execution. While you sit at the tip of the spear, you often get to drive practical strategies that your clients can effectively implement.”
Getting Hired Here
- “For campus hiring, it’s typically a two-round interview process with behavioral and case questions in each round of interviews (typically two per round). Experienced hiring varies a lot. There's a lot of freedom given to interviewers in the type of case they give an interviewee. The ideal candidate would be someone who is quick on their feet, able to ask well thought-out questions, is a critical thinker, and brings a positive attitude.”
- “The interview process does a good job discerning the candidate's ability to think quickly, break a problem down into its core components and problem solve. Combined with behavioral questions, informal discussion (including opportunities before the interview) and Q&A provide a good amount of data to determine candidate fit. The ideal candidate has demonstrated leadership experience and career progression (where appropriate). The candidate is confident but humble, has strong analytical capabilities and wants to earn something rather than be given something.”
- “The interview process is effective—we try to make decision on the same day of final interviews. The ideal candidate is a structured (but creative) thinker with strong analytical capability—a person who can articulate their ideas clearly and confidently.”
- “We are looking for candidates who are inquisitive, self-aware, able to adapt to changing conditions and has a solid analytical mind. We value those who have worked in or led diverse teams and are able to function effectively in a team environment.”
- “The ideal candidate is motivated, very smart, accomplished, thoroughly understands business, collaborative and has the desire to win and outperform other MBB competitors.”
- “This past year, my group accepted [a very small percentage] of applicants…Although a strong resume is important to get your foot in the door, strong interviewing skills and a passion for the work that we do is very important in getting an offer. Culture is a priority at my workplace, and we strive to have driven employees who enjoy the work that they are doing, and who are kind, helpful, and humble. Even a single bad apple can ruin a workplace, so my firm is very vigilant to have none.”
