How to Find a Strategy Consultant in 4 Steps

Recruiting the right people is a complex, inherently human endeavor. And at welovehumans, well, we love humans. That’s why we’re committed to simplifying the routine, repetitive tasks involved in searching for candidates, freeing up your time and attention to engage solely with qualified, engaged human beings.

In this blog, welovehumans helps you define your Strategy Consultant role. In four simple steps – and about four minutes – you’ll have built a concise pipeline of great candidates. Because welovehumans.

Step 1: Describe your ideal Strategy Consultant

Before starting your search for a Strategy Consultant, clearly outline what you expect from the role. First, determine the specific skills, experiences, and qualifications necessary for someone to succeed in this position. Next, consider the responsibilities they'll have as a Strategy Consultant, such as market analysis, business model evaluation, strategic planning, and performance optimization. Moreover, think about the team they'll be joining and whether complementary skills are needed. Given the cross-functional nature of most consulting roles, consider whether they have experience working collaboratively with different teams and how well they can communicate strategic insights to varied stakeholders. By defining these elements, you’ll create a targeted candidate brief and set the criteria for assessing candidates. We recommend the following:

  1. Bachelor’s degree in business, economics, or a related field.
  2. Proficiency with data analysis and strategic planning tools.
  3. Experience with market research and business model evaluation.
  4. Strong communication and presentation skills.
  5. Proven track record of strategic decision-making and problem-solving.

Read some important insights people tend to overlook when describing the ideal candidate here:

When you’re ready, smash the "next" button.

Step 2 - Find Matches

You’re in great hands; welovehumans transforms your candidate dream into a simple, holistic summary of your ideal target candidate. Once you’re satisfied, hit “find matches"!

Step 3: Evaluate Matches

When evaluating candidates for a Strategy Consultant role, it's crucial to delve beyond basic qualifications. Focus on interpreting the real-world impact of their previous roles and experiences.

Here are the key aspects to consider:

Analyze Professional Experience

  • Comprehensive Role and Industry Analysis: Examine the scope and complexity of the candidate’s past roles in strategic consulting. Look for growth in responsibilities, such as transitioning from junior to senior consultant roles, and industry-specific experience in sectors like finance, healthcare, or technology. Additionally, assess their ability to handle various consulting projects and business challenges.
  • Impact and Achievements: Assess quantifiable achievements such as successful strategic initiatives, improvements in business performance, cost reductions, or innovative business strategies. Understanding the scale of previous employers can also provide insight into the candidate's ability to manage projects in similar environments.
  • Longevity and Stability: Evaluate the duration of tenure at each organization to gauge job stability and commitment. Frequent short stints may require context, such as project-based work or industry norms.

Deep-Dive into Skills Assessment

  • Technical Skills and Certifications: Verify technical skills and certifications relevant to strategic consulting. Look for proficiency with analytics tools, market research methodologies, and strategic planning frameworks. It is crucial to understand your candidate’s ability to analyze complex business problems and generate actionable insights.
  • Soft Skills and Interpersonal Abilities: Evaluate communication skills and leadership abilities, particularly through descriptions of leading consulting projects and managing client relationships. Also, evaluate your candidate’s ability to work on cross-functional teams and effectively communicate strategic insights to non-technical stakeholders.
  • Adaptability and Learning Curve: Gauge your candidate's ability to learn and adapt to new business environments and market conditions, such as changes in industry trends or advancements in consulting methodologies.

Assess Company Fit and Career Goals

  • Cultural Fit and Personal Values: Analyze how well your candidate’s values align with your company’s mission and culture. This ensures they integrate well into your team and contribute positively to your work environment. For example, if your company values innovation and strategic thinking, you should evaluate their past projects for alignment with these principles.
  • Aspirations and Future Goals: Understand your candidate’s career objectives to ensure they align with the growth opportunities at your company. This is particularly important for roles expected to evolve or expand, such as transitioning from consultant-focused tasks to strategic leadership roles.

Common Mistakes to Avoid:

  • Ignoring early career roles that may provide insights into the candidate’s foundational skills and work ethic.
  • Not considering the context of the candidate’s job changes, such as industry downturns or company closures, which may explain shorter tenures.
  • Overlooking the importance of ongoing education and professional development in rapidly evolving fields.
  • Assuming proficiency in one area translates into another without evidence, particularly in complex customer service roles or multidisciplinary positions.
  • Focusing too much on the quantity of connections rather than their quality or relevance to the current role.
  • Ignoring non-industry-specific connections that might provide unique perspectives or skills beneficial to the role.
  • Misaligning a candidate’s expectations with the realities of the role or potential for advancement within the company.
  • Underestimating the importance of a candidate’s personal life goals, which can impact their satisfaction and longevity in the role.

Follow these steps to thoroughly understand each candidate’s potential and make informed decisions that align with your company’s goals and values. Accurate evaluation not only ensures finding the right fit but also reflects our core beliefs at welovehumans – that every hiring process should be carried out with curiosity, consideration, and care.

Read some important insights people tend to overlook when evaluating candidate matches:

Step 4 - Reach out to candidates

With your shortlist of exciting prospects in hand, 1-click outreach is the final step in the process. Save time drafting outreach messages; welovehumans crafts personal comms to each candidate, ensuring the highest chance of engagement.

Here are some often overlooked insights and nice-to-know tips for effective candidate outreach specifically for a Strategy Consultant role:

  • Update Your LinkedIn Profile: Ensure your profile is complete and professional, including a good workplace-friendly photo, a clear headline, and detailed work history. This builds credibility and trust with candidates.
  • Personalize Your Messages: Address Strategy Consultant candidates by name and reference specific achievements or projects they’ve worked on, such as successful business strategies or significant performance improvements. This shows genuine interest and helps build rapport by acknowledging their expertise and contributions.
  • Highlight Role Benefits: Emphasize the unique challenges and opportunities associated with the Strategy Consultant role. Discuss the potential for career growth, involvement in strategic decision-making, and the impact their work will have on the company’s success. Highlight any innovative projects or cutting-edge tools they will be using.
  • Include a Call to Action: Provide a simple and clear next step for the candidate, whether it’s replying to your message, scheduling a call, or reviewing additional information about the role. A direct call to action increases the likelihood of engagement.
  • Express Gratitude: Thank candidates for their time and consideration. Expressing appreciation for their expertise and interest makes a positive impression and encourages further engagement.

Do you want to know more about how to write a converting LinkedIn InMail message?

Say goodbye to the 10% LinkedIn response rate and hello to welovehumans. welovehumans finds great candidates really quickly and connects them to you with tailored outreach messaging. Watch your conversion to screen calls rate go through the roof.

With welovehumans, your candidate communication gets eyeballs, not eye rolls.

Read more

Your questions answered

How to Find a Strategy Consultant FAQ

Start by logging into HighFive and selecting “new search”. Define the skills, experiences, and qualifications needed for the Strategy Consultant role. Consider their responsibilities like market analysis, strategic planning, and performance optimization. Evaluate their ability to collaborate with various teams and communicate strategic insights effectively.

Key qualifications for a Strategy Consultant include:

  • Bachelor’s degree in Business, Economics, or related field.
  • Proficiency with data analysis and strategic planning tools.
  • Experience with market research and business model evaluation.
  • Strong communication and presentation skills.
  • Proven track record of strategic decision-making and problem-solving.

Find more insights on describing the ideal candidate here.

Using welovehumans, generate a comprehensive summary of the ideal candidate. Once satisfied, click “find matches” to begin your search for potential Strategy Consultant candidates.

When evaluating candidates, focus on their real-world impact and experiences. Key factors include:

Professional Experience

  • Examine the scope and complexity of their previous roles.
  • Check for quantifiable achievements in strategic initiatives and business performance.
  • Evaluate their job stability based on tenure at previous companies.

Skills Assessment

  • Verify their technical skills and certifications relevant to strategic consulting.
  • Assess their communication and leadership abilities.
  • Determine their adaptability to new business environments and market conditions.

Company Fit and Career Goals

  • Ensure their values align with your company culture.
  • Understand their career aspirations to see if they match the growth opportunities at your company.

Read more about evaluating candidate matches here.

Avoid these common mistakes:

  • Overlooking early career roles that provide insights into foundational skills.
  • Not considering the context of job changes.
  • Overlooking the importance of continuous education and professional development.
  • Assuming skills in one area directly translate to another without evidence.
  • Focusing on the quantity of connections instead of their quality.
  • Ignoring non-industry-specific connections that might offer valuable perspectives.
  • Misaligning candidate expectations with the role’s realities.
  • Underestimating the impact of a candidate’s personal life goals on their job satisfaction.

Once you have a shortlist, use 1-click outreach to contact candidates. Welovehumans creates personalized messages for each candidate, enhancing engagement and increasing the chances of a positive response. This method improves candidate conversion rates and nurtures professional relationships.

Do you want to know more about writing effective LinkedIn InMail messages? Read our guide here.

Do more of what counts..

... and let welovehumans do the rest

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