| Issue | What it looks like |
|---|---|
| Competitive Poaching | “Our best people leave for employers seen as better launch pads to elite MBAs.” |
| Sponsorship Signal | “Our offers are declined because other firms subsidize MBA support.” |
| Split Attention | “Client work slows and quality wobbles because they’re stressing over MBA applications.” |
| Mid-tier Results | “We sponsor MBAs, but they’re not getting into HBS/GSB/Wharton—no prestige halo back to us.” |
You get: Apps move forward without client work slipping; managers see predictable timelines.
How it happens: We do the strategic heavy-lift asynchronously; talent reviews are focused 60–90 mins after hours using our playbooks. Recommender coaching keeps letters on track.
You get: More H/S/W outcomes, fewer “safe” admits—stronger alumni halo and recruiting pull over time.
How it happens: Targeted narrative work for the toughest pools; calibrated school lists; interview prep aligned to elite criteria.
You get: Models that flex year to year—referrals only one cycle, embedded support the next—without re-inventing process.
How it happens: Four simple options; sponsor or employee pay; start small and scale if useful. One discreet channel, light reporting.
Enable discounted access with no firm cost.
Preferred rates, zero admin lift. Employees opt in; no budget required.
Fund group education on the admissions process.
Webinars or lunch-and-learns to sharpen strategy and reduce distraction.
Sponsor 1:1 support for select employees.
Full-price consulting, case-by-case. No prepay, no volume minimums.
Pre-purchase seats. Unlock strategic perks.
Discounted bundles + cadence, office hours, white-glove support, and light reporting.
Situation
Strong analysts; sponsorship on the table, but prestige outcomes needed to justify ROI.
Approach
Flat-fee per supported employee. High-touch 1:1 applications consulting; four schools per candidate skewed to H/S/W; recommender alignment; light reporting.
Results
H/S/W admits year after year; clean reporting; zero disruption in Q3/Q4.
Why this works
Senior bench + targeted narratives in a tough applicant pool; <6% hiring rate for our consultants.
Situation
Up-or-out culture → MBA expected. Performance dips when candidates self-manage apps; firm wants outcomes, not overhead.
Approach
Referral program; 1:1 strategy, essays, interview playbooks; cadence check-ins to managers so timelines stay predictable.
Results
Productivity stays high; admit rates improve; stronger recruiting story.
Why this works
We remove guesswork and standardize timing; the firm gets outcomes without extra lift.
Situation
Non-U.S. bank needed elite admits to strengthen brand and retention. U.S. outcomes were rare, EU was ad-hoc; managers wanted a short, low-friction engagement.
Approach
Two-month embedded sprint: cross-border strategy (U.S. Top-20 + INSEAD/LBS), recommender calibration, weekend workshops + targeted 1:1s; discreet data handling.
Results
Cohorts into U.S. Top-20 and top-10 EU programs; repeatable playbook; stronger alumni halo.
Why this works
On-site alignment + cross-border expertise; de-risked letters/interviews; simple SOW minimized lift.
If a quick 15-minute scope call makes sense, please share some details around the outcome(s) you want. We’ll review and bring one or two right-sized options—no deck, no spam.