After a recruiter-style HR conversation, I moved into interviews focused on performance as well as conversation. The HR portion lasted about half an hour and covered my background, fit for consulting, why I wanted the role, and working hours. Then I had a manager interview that combined a case drill with behavioral assessment.
The case involved analyzing a profit decline and building an improvement strategy. It required clear thinking and a structured explanation rather than guessing. The behavioral portion used situational questions and showed that fit and case performance received the same attention.
The process was difficult. I felt I needed real familiarity with consulting-case framing and might be interviewed more than the minimum number of times. The interviewers were friendly, but the pressure came from needing to stay sharp. I did not get an offer. Afterwards, I realized I needed to prepare for both case structure and open situational prompts, not only frameworks.
Location: Shanghai, Shanghai. Overall feedback: positive. Offer status: no offer.
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