It’s something every candidate wonders about: the staffing process. How will I be paired with a team serving clients? How much say will I have in the process and outcome?
It can seem like a daunting, mysterious process until you go through it once or twice. Allow us to open the lid and explain how it really works by answering some of the most common questions we hear from applicants and new hires like you.
An overview
At McKinsey, we use an office-driven staffing model, focused on helping you build the skills, find the mentors, and strike the balance you need to succeed. Your preferences, goals, and values, and our clients’ needs will be considered every time.
Take a look at this video to learn more.
When you join our firm, you’ll be paired with a professional development manager (PDM) and a formal mentor, called a Development Group Leader (DGL). These two supporters will be based in your home office/practice. They’ll guide you through staffing each time you’re looking for a new opportunity. Before you start at the firm you’ll meet with them to discuss your goals and aspirations. What do you want to learn? What types of colleagues would you like to work with? Where would you like to spend your weeks? You’ll repeat this process each time you get ready to begin a new engagement.
Changes over time
Early in your tenure, your PDM and DGL will encourage you to explore: topics, problem types, engagement durations, team structures, people (with different leadership styles), etc. They’ll pair you with leaders from your office or practice who will help you connect locally and become your foundation. They’ll strive to staff you in your home city at least some of the time to reduce the nights you spend away from home and help you develop the expertise and network you’ll need to serve local clients throughout your career. They’ll absolutely expect you to give input on engagements so together you find opportunities that fit with your development goals and values. They’ll also take clients’ needs into consideration as they build engagement teams.
As you advance at the firm, you’ll take more and more ownership over your staffing, but you’ll never have to go it alone. Your PDM and DGL will always be there as sounding boards, launch pads, and advocates – no matter how your interests, development goals, and lifestyle needs evolve over time.
Myth busting
We hear several concerns from candidates during recruiting. Here are some of the most commonly raised myths, set straight by our colleagues around the world.
Concern #1: I’ll be sent half-way around the world at a moment’s notice
Richard, associate, Operations Excellence Program, Chicago: “My experience has been that it’s somewhat difficult to get staffed internationally. To join my current engagement team in Asia Pacific (led by partners from Asia and the US), I had to show I have critical functional expertise that was not available from a local colleague. It took lots of planning, so I had plenty of time to prepare. My PDM and mentors checked my willingness multiple times to make sure this was really what I wanted. The partner leading the work made sure I understood the pros and cons to this undertaking, so I could make an informed decision; then, he spent time helping me develop a travel plan that would work for my family. My wife and daughter accompanied me to Asia during the engagement, so we enjoyed wonderful weekends at the Singapore F1 Grand Prix, Singapore Universal Studio, and Shanghai Disney.”
Concern #2: I’ll need to serve clients 100% of the time
Swati, engagement manager, Mumbai: “During my second year as an engagement manager, I needed a break. I enrolled in ’Take Time’ to spend a month pursuing my personal passions and priorities. At the same time, a new engagement was starting at one of my clients. The project team wanted to staff me immediately. I decided to continue with my personal plans, but I worried I was disappointing my clients and colleagues. I was completely wrong. Not only did my mentors understand my need to focus on my family, friends, and health, they created opportunities for me once I was back, rejuvenated and ready to rock and roll.”
Aniket, associate, Operations Excellence Program, Chicago: “I joined McKinsey in July 2017. In early August, I suffered an acute stomach issue. After losing 30 lbs. in three weeks, and being put on a very restrictive diet, I knew I could not travel for a while. My PDM supported me by helping me find an internal knowledge development effort that allowed me to work from home. She checked in with me weekly to make sure I was recovering and still receiving enough intellectually stimulating work and coaching. Being staffed on this engagement ended up helping me develop a very strong foundation in digital operations and Industry 4.0, which I’m now using to help clients.”
Concern #3: I’ll have to staff myself and manage my utilization
Diego, business analyst, Lima: “When I joined the firm, I was worried I’d have to staff myself. It’s been completely different. I’ve worked closely with partners, senior consultants and the staffing team to find engagements that would help me develop. One of my goals was to work with a diverse set of colleagues; in my three years at McKinsey, I’ve teamed with people from all continents, with areas of specialization in six industries and in four functions.”
Concern #4: I’ll have to specialize right away
YuanYuan, associate, Shanghai: “I came to McKinsey to explore industries beyond my background in consumer goods and marketing. My first engagement, however, was very similar to what I’d done in my previous job. I was a bit worried that I’d be trapped in this area. I shared my concerns with my PDM and DGL who reassured me I wouldn’t be forced to specialize. It turned out that doing something I was familiar with at the beginning was very good for my development since I could hit the ground running and focus on building my consulting tool kit. Afterwards, I got the opportunities I wanted to explore consumer-facing industries, which were way more diverse than I even imagined. I optimized the customer’s experience at a major retail bank and re-designed a non-profit education organization based on consumer insights. If anything came along I didn’t want to do, I was always free to say no and choose other opportunities.”
Concern #6: I’ll have to travel all the time
Abby, associate, Singapore: “Before I went on maternity leave, I wasn’t sure whether I wanted to come back to consulting and travel leaving my little one at home. However, the transition back to work was much easier than I thought it would be. I started back in a role in the Client Development Hub, a non-client facing function, that allowed me to work from home. This helped me gain exposure to the leaders focused in consumer industries in Singapore, which led to an opportunity to join a local engagement team. With the support of my PDM and team, I was able to serve the same client for 12 months on different topics. I continued to hone my consulting toolkit and never felt like I wasn’t learning or growing. With the help of my PDM and DGL, I’ve achieved the best of both worlds: meaningful, challenging work and time at home with my son every day.”
Concern #7: I won’t have any say in my staffing
Mina, associate, Belgrade: “Before I joined, a lot of people asked me if I was afraid of where I might be staffed. I might have been anxious, but I’ve always had a big say in the opportunities I accept. The range of options McKinsey provides is extremely broad, which means each consultant can find whatever she or he prefers. Chances are, you’ll find several people here who share your passions and style. I sought out client work that would let me explore and found an engagement based in my home office that took me to three continents. That was perfect for me. Other colleagues have stayed closer to home or focused on varying the people with whom they work. There’s no right or wrong way to make your own path in McKinsey.”