Landing a role at an MBB firm requires navigating a highly competitive selection process designed to identify the top talent.
In our previous articles, we covered the early stages, the application journey and key preparation strategies.
In this final blog, we shift the focus to case and fit interviews, walking you through the entire selection process—from initial screening to the final round.
We’ll also break down how each MBB firm structures its interviews and evaluates candidates.
Interviewing flow
The evaluation process follows a structured, multi-stage approach to assess the candidate comprehensively, leading into the interview phase.
Let’s go through it step by step and explore each part together.
Screening HR
Typically conducted via phone or video interviews, the screening’s main goal is to confirm the candidate’s basic information, focusing on:
- academic background: ensuring it aligns with the required qualifications;
- motivation: understanding why the candidate is pursuing a consulting role and specifically applying to McKinsey, BCG, or Bain;
- understanding of the role: awareness of a consultant job;
- language skills, if required.
Screening typically lasts between 15 and 30 minutes. Depending on the firm, an online test may be included as an additional filter.
Understanding the interview process: key components and expectations
The interview process consists of two key components designed to assess both problem-solving skills and interpersonal competencies.
PEI (personal experience interview)
At PEI stage, the candidate is evaluated about their skills. The following areas are typically assessed:
- leadership: experiences where the candidate has led a team in an academic or professional setting;
- teamwork: examples of collaboration to achieve a shared goal;
- resilience and problem-solving: the ability to overcome challenges and find effective solutions.
Case interview
Case interview is focused on structured, real-world business problems. Candidates are expected to analyze and solve a business case, stepping into the consultant role.
There are two formats possible: interviewer-led or candidate-led.
- In the first the interviewer takes the lead, setting the case, posing questions and guiding the discussion.
- In the latter, the candidate takes the initiative, structuring and leading the problem-solving process.
Common topics include profitability analysis, market strategy, new product launches, and cost reduction. Questions are clearly defined, and interviewers expect a structured approach, logical reasoning, and strong analytical thinking.
These are standard cases, so solid preparation allows candidates to approach them with greater confidence.
First round interviews
The first round builds on these components, serving as the first major evaluation stage. At this point, interviewers assess not only a candidate’s ability to perform well in PEI and case interviews but also their overall fit for the firm. Successfully navigating this stage is essential to advancing in the selection process.
This critical initial step typically includes 2–3 interviews testing both problem-solving abilities and interpersonal competencies.
Those who pass this stage move on to the second round, where the selection process becomes even more rigorous.
Second round (or final round): evaluating strategic thinking, leadership, and fit
Also known as the final round, this is the decisive stage that determines whether the candidate receives an offer. It typically consists of 2–3 interviews led by senior professionals, including at least one partner.
When compared to the first round, these interviews are more flexible , with more strategic discussions and open-ended questions. Partners want to see how candidates tackle unfamiliar problems without predefined frameworks. Additionally, a deeper assessment of soft skills helps determine leadership potential, while persuasion and the ability to handle pressure are evaluated closely.
At this stage, the partner has decision-making authority, so the interview also evaluates the candidate’s overall characteristics, including:
- persuasiveness;
- a strong strategic mindset;
- the ability to think quickly through unstructured problems;
- reliability in client-facing situations;
- alignment with the company’s values.
How is someone evaluated?
Decisions are not subjective, and each applicant is assessed using standardized evaluation grids. These tools assign objective scores based on the competencies displayed during interviews, ensuring consistency and fairness in the selection process.
Passing the final round means securing a job offer!
Navigating the differences in MBB interviews
Each MBB firm has its own unique characteristics, even though the selection process is largely similar.
The main differences lie in:
- number and format of interviews: some firms have more structured screening processes, including online tests or preliminary assessments.
- weight of fit/PEI interviews vs. case interviews: for example, McKinsey places significant emphasis on the PEI, while BCG and Bain may vary depending on the office.
- level of standardization in business cases: McKinsey follows a more structured approach, whereas BCG and Bain partners may present more open-ended and creative cases.
Let’s now analyze the selection process of each company.
McKinsey
McKinsey follows a highly structured selection process with multiple stages focusing on Personal Experience Interviews.
- screening is optional, and sometimes McKinsey conducts an initial filter through an HR interview or an online test to assess the candidate's background.
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first round: consists of 2–3 interviews, each including:
- PEI: strong focus on leadership, problem-solving, and the ability to handle challenging situations.
- case interview: structured and led by the interviewer (interviewer-led case).
- second round: follows the same format as the first round but is conducted by partners and senior professionals. Questions become more in-depth, and cases are more challenging while maintaining a more structured approach.
BCG
Similar to McKinsey's approach, but with key differences:
- screening before the online test, which helps to filter candidates at an early stage;
- greater flexibility in case interviews, offering more freedom in solving problems.
BCG seeks applicants with a creative and strategic mindset, able to quickly adapt to new and complex situations.
Bain
Bain's selection process aligns with McKinsey and BCG, though there may be differences depending on the office and region. After the second round, job offers are extended only to those who pass this stage.
Bain seeks candidates who combine creativity with analytical skills and can quickly adapt to various challenges and company cultures.
Every stage of the MBB process: a crucial step towards your success
To wrap up this series on the MBB consulting firms’ selection process, we’ve covered the key stages—from initial screening interviews to the second round, with a focus on fit interviews and case interviews, the main challenges candidates face.
As we’ve mentioned in previous articles, each firm and office have its own approach to behavioral interviews and case studies, so it’s essential to adapt to each specific situation.
The selection process can also vary depending on the region, office, role, and even the lead recruiter. In some cases, you may encounter fast-track processes or preliminary interviews, such as video interviews.
In any case, be ready to showcase not only your analytical abilities but also your leadership, creativity, and your capacity to tackle challenges with a structured and targeted approach. Successfully navigating these interviews will open doors to a rewarding career full of opportunities in strategic consulting.
Every challenge in the selection process is a step towards a career that will shape your future.
