Referrals Help

Hey! Great that you're being proactive about networking! 😊 Here's a quick breakdown:

1. Referral Influence Varies by Firm:
   • Generally, partners and senior managers have the strongest referral weight, but lower-level consultants (analysts, associates) can still refer you and help get your resume noticed.
   • Some firms have official referral portals where any employee can refer, while others (like Strategy&) may require a manager-level or above.
2. Lower-Level Referrals Still Matter:
   • Analysts and associates may not have direct hiring influence but can vouch for you internally, share insights, and guide you through the process.
   • A strong relationship with a junior consultant can often lead to introductions to more senior people.
3. Your Networking Plan:
   • Prioritize senior-level connections where possible, but don’t ignore junior employees—they’re often more accessible and willing to help.
   • Focus on building genuine relationships rather than just asking for referrals.
   • Keep track of conversations and follow up with meaningful touchpoints.

Overall, aim to have a mix of junior and senior connections across firms to maximize your chances. Good luck, and feel free to reach out if you need more advice! 😊

Alessa

Hi there,

Referrals are an important part of the consulting application process, and your networking strategy can significantly impact their effectiveness. While the exact referral process varies by firm, most consulting firms allow employees at all levels to submit referrals. 

At MBB and other top firms, referrals from managers and above may carry more influence, as they often have greater visibility within the recruiting process. That said, referrals from analysts or associates are still valuable—especially if they’re in the office you’re targeting—because they demonstrate that someone vouches for you and can help get your application noticed.

For your networking strategy over the next six months, aim to build genuine relationships with people at multiple levels. Start with lower-level employees, as they’re often more accessible and can give you practical insights about the role and office culture. Gradually expand to more senior contacts, who may have more influence in the referral process. Be sure to tailor your outreach to focus on meaningful conversations rather than solely asking for referrals.

Finally, remember that while referrals are helpful, a strong application and interview preparation are equally critical. Use your networking conversations to learn about the firm, refine your story, and build connections that go beyond a single referral. 

DM me if you'd like a referral for EY-Parthenon.

Good luck!

Best,
Evelina

Hi there,

Based on my recent experience with campus recruiting, the referral channel is not typically available for summer internship applications. Instead, your focus should be on impressing the recruiting specialist assigned to your school. This specialist will take into account feedback from all the individuals you interact with during the recruiting season.

Hopefully this helps! 

Hi, 

Here is another post that covered the same question.

I cannot speak for other firms, but for McKinsey, the seniority level of referral does not impact the consequence. Saying this because I was in a similar situation when I was an EM at Mckinsey, a previous co-worker asked me this question, and I consulted a partner that I worked with as well as the HR team, and the response was that the firm policy specified that seniority does not matter. 

The only thing that a referral would be helpful is to have a confirmed path that HR will review your resume. Otherwise, it may end up in a forgotten corner. A referral is also not helpful in interview rounds either. Once you enter the interview process, the only thing that matters is your performance. This is universal across all firms. 

If you need suggestions on how to best prepare for interviews, here is a post that can be helpful to you

Hi there,

You’re already doing great by having conversations with people at multiple firms, so kudos on taking the initiative! Let’s break this down and craft a game plan for you:

1. Can lower-level employees refer you? Yes, they absolutely can at most firms, though the weight of the referral depends on seniority. A partner’s referral is golden, but analysts and associates can still refer you and get your name on the radar. Many firms even encourage junior staff to refer candidates, so don’t hesitate to ask them.
2. Does it matter who refers you? It does to an extent. A manager or partner's referral carries more sway because they’re closer to decision-making, but any referral is better than none. A strong relationship with an analyst who genuinely believes in you can also work in your favor—they might even advocate for you to someone more senior.
3. Your networking strategy for the next 6 months:
   • Prioritize relationships over titles: Don’t just chase managers or partners. Analysts and associates often have more time to chat and provide insights that’ll help you tailor your applications. Build genuine connections, and the referrals will follow.
   • Follow up with people you’ve already spoken to: Send a quick update email to keep the conversation going. Show that you’ve been reflecting on their advice or learning more about the firm.
   • Ask strategically: When the time feels right (after 1-2 interactions), don’t be afraid to ask: “Would you feel comfortable supporting my application with a referral?” Be polite and professional, and most people will be happy to help.
   • Keep track: Use a simple spreadsheet to track who you’ve spoken to, when, and what your next step is (e.g., follow-up or ask for a referral).
4. Balance quality and quantity: You don’t need to network with 50 people at each firm. Focus on 3-5 meaningful conversations at each of your top firms and prioritize offices you’re targeting.

Final thought: Referrals are great, but they’re just one piece of the puzzle. Make sure you’re also investing time in crafting a killer resume and preparing for the case interviews. Referrals open doors, but you’ve got to walk through them.

Good luck—you’ve got this!

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Hi there,

Sounds like an exciting time and amazing to hear that you've been so proactive reaching out to all these folks! 

1. Can lower level employees still refer me?
   1. Yes- it might differ by firm, but at my former firm employees at all levels were eligible to make a referral
       
2. Does it matter who refers me?
   1. Yes- as you said the seniority of the person referring you makes a difference
   2. However, what matters even more than seniority is what the person referring you says about why you are a good fit. It is not as straightforward as a more senior referrer "good", more junior referrer "less good"
   3. E.g., when making a referral I was asked to fill out a form rating the person I was referring to on a number of dimensions including my assessment of their capabilities, if I would want to staff/work together with them etc.

In terms of advice on your networking strategy, it sounds like you are targeting a lot of different firms. Networking and getting a referral at each one while also keeping up in school sounds like a huge lift. 

Advice as you proceed

• It might be better to narrow down on a few firms where you definitely want to get a referral (you can still apply regularly to the rest)
• I would focus on building a few high quality relationships with people who can speak to why you would be a good fit at the firm, regardless of seniority
• If it were me, I would much rather a credible junior person pound the table for me in recruiting conversations as opposed to a more senior but also more disengaged person

Hope this helps, all the best and feel free to reach out!

Hi there,

Q: Can lower level employees still refer me and does it matter? 

In general, yes, you can be referred by any consultant in the firm. However, the higher the seniority, the stronger the referral.

You can find some tips on referrals below:

▶ How to Get an MBB Invitation

▶ The 3 Steps to Get a Referral

Good luck!

Francesco

Hey,

Yes, in most firms junior employees can refer you, though, ideally, the referral should be from a senior employee (project leader and above). In order to get one, network extensively through LinkedIn and your personal network. 

Also make sure to NEVER apply without a referral. A referral from an intern is better than no referral at all.

P.S. Although referrals are very important, even getting one does not guarantee an interview invite nowadays. Also make sure you have a stellar CV and a LinkedIn profile at the ready.

Good luck!
Nick

Hi there,

Eric is on point. While networking is never a bad idea for making connections, getting recruiting updates and potentially scoring a referral, for campus recruiting in the US its use case for simply getting a referral is a bit more nuanced.

Cheers,

Florian