Who are your consultants and what qualifications do they have?

The best people we can find, full stop. We run cohort-based screening — meaning we evaluate candidates in batches rather than rolling hires — and only ever take the cream of that crop. The process includes blind reviews where multiple seasoned experts on our team assess a candidate’s actual work product with no résumé attached. No name, no alma mater, no professional background visible. We want to know: can this person diagnose a profile, identify the real strategic opportunity, and coach a student toward it? If the work doesn’t speak for itself in a vacuum, the résumé is irrelevant.

We hear from prospective consultants all the time — people who are shopping firms the same way our clients are — that what we put them through is unlike anything else in this industry. Nobody else does anything even close before extending an offer. We like high standards. About 5-6% of applicants make it through, and the ones who do tend to share a specific quality: they can’t help but coach. It’s how they’re wired. They’re not here for the paycheck — they’re here because mentorship is the thing they’re genuinely best at and most energized by.