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Top-Consultant.com’s Management Consultancy

Recruitment Channel Report 2017

Top-Consultant.com’s

Management Consultancy

Recruitment Channel Report

2017

Sponsored by:



2

• Introduction

• Part I - Recruitment trends

• Part II - Recruitment channel use

• Part III - Historical trends in recruitment

channel use and Recruiter & Media

Awards

• Newspapers

• Internet job sites

• Personal contacts and referrals

• Social media

• Corporate websites

• Recruitment agencies

• Individual recruiter awards

• Our Sponsor - Mindbench

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4

12

17

18

19

21

22

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26

27

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3

Now in its 16th year, this unique report has been published to help

those facing the challenges of the UK management consultancy

recruitment market in the coming year, both recruiters and candidates

alike.

Part One of the report is based on responses to a comprehensive survey

of consulting recruiter contacts and focuses on recruitment and

retention data and trends within management consultancy.

Parts Two and Three of the report focus on the ways that

candidates/consultancy jobseekers set about their job searches. Over

the last 16 years, our readers have predicted and charted their changing

use of the established recruitment channels as well as the new channels

that have become available to them. The fall in the use of newspapers

has been documented over this period for example, as well as the rise

in the use of other channels including social media.

INTRODUCTION

Findings include:

• Despite Brexit, 87% of consulting employers report that they are

looking to hire staff in 2017 at least as fast as they did last year, itself

a year of very strong growth

• IT & Technology have maintained their lead having usurped Financial

Services as the hottest sectors

• Digital, having overtaken Programme Management in 2016 to reach

the top of the rankings of sought-after skillsets, has strengthened its

position in 2017

• Recruitment agencies and personal referrals are still the application

channels used by most consultancy jobseekers

• Internet Jobsites generate the highest share of total applications with

LinkedIn and Top-Consultant ahead of the pack.

Our thanks go to those who responded to this year’s surveys, without

whose help this data could not have been collated. And, as ever, if the

team at Top-Consultant.com can help in any way as the year unfolds

please just let us know.

Jo Chantry – General Manager

Top-Consultant.com

http://www.top-consultant.com/



4

Part One

Trend data based on ~1000 recruiter responses

Recruitment trends





5

Expectations are undoubtedly positive for the coming year with a

majority of consulting employers reporting they are looking to hire staff

this year at least as fast as they did last year. However, there is also a

perception that employee retention will become increasingly difficult

with more firms anticipating that staff attrition rates will worsen

through 2017 than those believing that attrition will ease.

In the pages that follow, we look in greater detail at all this data,

alongside findings concerning the functional and industry sectors

within which it is expected most hiring will take place. We would like to

extend our thanks once more to those recruiters who participated in

this poll – the profile of those respondents follows indicating the

relevance of their views.

EXPECTATIONS

Figure 1

Our low priced advertising

packages allow you to see

for yourself the types of

results that recruiters are

experiencing by placing their

job listings on

Top-Consultant.com.

Click to find out more

Figure 1 – Recruiters’ Recruitment Focus

64.4%7.8%

27.8%

extensively in themanagement consultingspace

extensively in the ITconsulting space

both in managementconsulting and ITconsulting

http://recruiters.top-consultant.com/uk/clientcentre/choosepackage.aspx



6

Every year, the question that we are most eager to learn

the answer to is how recruiters feel their hiring volumes

in 2017 will compare with those in 2016 – and this year

87% of respondents indicate that they expect to make

at least as many hires this year as they made in 2016.

This response shows that Brexit hasn’t had the feared

impact on recruitment plans as expected. Clients still

need help to digitize and programme manage despite

the fact that we are exiting the EU. Despite Brexit, 2017

should be a busy year.

The trend over time shows the accuracy of our clients’

past predictions. The sharp deterioration in 2009 hiring

was accurately predicted, as was the 2011 hiring

rebound that we have enjoyed to the present day.

HIRING VOLUMES

Figure 3Figure 3 – Recruitment targets 2009 - 2017

Figure 2 – 2017 Recruitment targets vs 2016

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

Makeconsiderablymore hires

than last year

Make slightlymore hires

than last year

Make asmany hires as

last year

Make slightlyfewer hires

than last year

Makeconsiderablyfewer hires

than last year

2009

2010

2011

2012

2014

2015

2016

2017

30.0%

46.7%

10.0%

10.0%

3.3%

Make considerably more hires thanlast year

Make slightly more hires than lastyear

Make as many hires as last year

Make slightly fewer hires than lastyear

Make considerably fewer hires thanlast year



7

Staff attrition – rather than industry growth – is the

primary driver of hiring demand in the UK and this

year’s data shows that the UK consulting market as a

whole is experiencing a median rate of staff loss at over

11%, up a little on last year’s 10%.

Looking at expected attrition rates for the coming year,

more recruiters anticipate that this attrition rate will

worsen (33%) than improve (24%). This means that

recruiters will have to undertake a substantial level of

recruitment in 2017 just to be able to stand still in

terms of headcount.

ATTRITION

Figure 4

Figure 5

Figure 4 – What staff attrition rate has your

consulting business experienced in the last

year?

Figure 5 – What do you believe will happen to

staff attrition rates during 2017?

17.8%

27.8%

24.4%

17.8%

7.8%4.4%

0-5% of consulting staff left





25%+ of consulting staff left

3.3%

30.0%

42.2%

17.8%

6.7%

Staff attrition rates will worsenconsiderablyStaff attrition rates will worsen alittleNo change in staff attrition ratesexpectedStaff attrition rates will improve alittleStaff attrition rates will improveconsiderably



8

Each year we ask recruiters to record the areas in which

they expect to be undertaking the most hiring and in

the chart that follows, a score close to 1 indicates firms

expect to undertake little or no hiring in that practice

area, while the greater the number the more hiring is

expected compared with the previous year.

Amongst recruiters the expectation is that the

strongest hiring will be in IT, followed closely by

Technology. Last year these two areas both leapfrogged

Financial Services which had been at the top of these

rankings for the last 3 years. Since then Technology has

taken the lead (fuelled no doubt by the growth in

Digitisation work).

The big falls in demand have been in Energy & Utilities

and in Financial Services. This is of course echoed in

other surveys which show the internet eclipsing

traditional industries in our economy.

LIKELY HIRING

BY PRACTICE AREA

Figure 6 Recruitment activity by practice areaFigure 6 – Recruitment activity by practice area

0.0 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0

Automotive / Aerospace

Chemicals

Distribution / Logistics

Education

Energy & Utilities

Engineering & Manufacturing

Facilities Management

Financial Services

General Management

Healthcare & Pharma

Information Technology

Leisure / Lifestyle

Public Sector

Purchasing & Supply Chain

Retail / Consumer Goods

Science / Research

Technology

Telecoms, Media & Entertainment

Transportation

2010

2012

2014

2016

2017



9

We also ask recruiters to provide the same steer on the

types of consulting expected to be contributing to

hiring demand. This year those consultants with

experience in Digitisation will be the most in demand

as they were last year, followed by Project/Programme

Management and Technology. Strategy which was

ranked as the most sought after type of consulting hire

just 2 years ago now ranks in 5th place. CRM dives this

year to 11th from 2nd in 2015.

LIKELY HIRING

BY TYPE OF CONSULTING

Figure 7Figure 7 – Recruitment activity by type of

consulting

0.0 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0 4.5

Economics & Environmental Consulting

CRM

Finance / Accounting

HR Consulting

Marketing & Sales

Outsourcing

IT / Software Development

Strategy

Project / Programme Management

Business Process Improvement

Technology

Digital

2010

2012

2014

2016

2017



10

We now look at who employers are aiming to recruit

over the course of the coming year. Those candidates

most in demand will be candidates who bring prior

consulting experience to the firm, followed, as has

always been the case while we have been gathering this

data, by those who bring experience from industry.

Conversely, those from government or public sector

bodies remain the least sought-after candidates, and

for the 6th year in a row.

Graduate hiring intentions have improved dramatically

since the 2010 downturn but now appear to be

levelling off in third place.

EXPERIENCED HIRES STILL

THE MOST ATTRACTIVE

Figure 8Figure 8 – Desired hiring profile 2010 - 2017

0.0

1.0

2.0

3.0

4.0

5.0

6.0

Experiencedhires from

otherconsulting firms

Experiencedhires fromindustry

Universityleavers /Finalists

Experiencedhires from the

City

MBA finalists Experiencedhires from

Government orPublic Sector

bodies

2010

2011

2012

2014

2015

2016

2017



11

The following data is gathered in the candidate survey

but is presented here with the recruiters’ data as it

shows the other side of the coin to clients’ desired

candidate hiring profiles; namely, the career intentions

of the candidates themselves in 2017. Recruiters may

be relieved to see those not planning to change jobs in

the next 12 months has grown slightly from last year

suggesting that staff attrition may not worsen over the

next 12 months to the extent that recruiters feared.

What’s more, those most likely to accept a job with

another consultancy firm remains the most likely

option by some margin.

CONSULTANTS’ CAREER

INTENTIONS

Figure 9Figure 9 – Candidates’ career intentions 2010 - 2017

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

Most likely toaccept a job

with aconsultingemployer

Not looking tochange jobs in

the next 12months

Most likely toaccept a jobwith a clientorganisation

Most likely tosecure someother kind ofrole outsideconsulting

Most likely toaccept a job in

the City

Most likely toaccept public

sector/ charityjob

2010

2011

2012

2013

2014

2015

2016

2017



12

Part Two

Trend data based on ~14,000 candidate responses

Recruitment channel use





13

Trends are based on data collected from almost 14,000 management consultancy

candidates over the last 16 years. Candidates from all the major consulting firms have

participated, together with consultants currently working at niche consulting firms and

potential industry hires looking to move into consulting for the first time.

Most respondents this year were Business Transformation / Change Management

consultants (30%). After this we had IT/ Technology/Digital consultants (21%), Strategy

consultants (19%), Project / Programme Management consultants (14%), Business Process

Improvement (10%), HR consultants (4%) and Outsourcing (2%).

The sectors that candidates had most experience of working in this year were Financial

Services (Retail Financial Services focus) (27%), Energy / Utilities (25%), Retail / Consumer

Goods (23%), Telecoms, Media & Entertainment (23%), Healthcare & Pharma (23%),

Financial Services (Investment Banking / Capital Markets focus) (22%), Automotive /

Aerospace (19%), Transportation (14%) and Distribution / Logistics (13%).

39% of respondents had spent more than 3 years with their current firm, 14% between 2 and

3 years, 17% between 1 and 2 years, 13% between 6 months and 1 year and those who had

joined their current firm within the last 6 months accounted for 17% of the responses.

Survey responses were generated via direct mailshots to the Top-Consultant.com readership;

an invitation sent to all screened consulting candidates on the Get-Headhunted CV

database; promotions via Social Media, Google News and Yahoo News, and by invitations

sent to candidates by recruitment agencies.

CANDIDATE POOL

http://recruiters.top-consultant.com/uk/clientcentre/choosepackage.aspx



Our candidate respondents confirmed that there are huge variations in the

saturation enjoyed by the six different application channels that we

investigate.

Recruitment agencies and personal contacts/referrals were used by a

greater number of candidates than any of the other channels (67%), with

Internet job boards coming in third place (55%). Social media generated

applications from 48% of candidates this year (slightly down from 49% last

year), Corporate websites (33%) with Newspapers coming in a poor 6th with

just 6% of candidates having used them the last time they applied for a job.

What’s apparent from these channel penetration figures is that no single

channel alone will reach all candidates and that a multi-channel approach

is essential to saturate the market.

14

Let us now look back at candidate activity over the last 12 months and

specifically the channels used by job seekers to apply for new career

opportunities. Every year we ask candidates to record the channels

they used and the number of applications that they made through

each.

Collating the data allows us to analyse the penetration performance of

the channels (how many candidates used each channel to make at

least one application) and the share of applications achieved from

each of the six major recruitment channels:

CANDIDATE ACTIVITY

OVER LAST YEAR

Figure 10Application channels used last time to apply for a

job

Newspapers

Recruitment agencies

Internet job sites

Social media

Personal contacts / referrals

Corporate websites

Figure 10 – Applications channels used last

time to apply for a job

0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%

2017

2016



15

Our respondents were also asked to record how many applications

they made through the six major channels. This produces another

measure of importance of each recruitment channel within a

recruitment strategy – the share of CVs produced per channel.

What is immediately apparent is that internet job boards and

recruitment agencies are critical in generating candidate applications –

together they account for 52% of applications made which is similar,

once again, to the preceding year’s combined share.

Applications made via social media fell slightly to 15.7% share of

applications made. Personal referrals rose slightly to 14.9% share.

Corporate sites accounted for 14.8% of all applications made and

newspapers brought up the rear with just 2.4% of applications made.

CANDIDATE ACTIVITY

OVER LAST YEAR

Figure 11Figure 11 – Share of applications generated in

last job search

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

Internet jobsites

Recruitmentagencies

Social mediasites

Personalcontacts /referrals

Corporatesites

Newspaperads

2012

2013

2014

2015

2016

2017



16

Candidates were asked to score the channels they would likely use

when next hunting for a new job, both to allow them to change their

bias to allow for dissatisfactions with their most recent job hunt and

also to factor in developments that they have seen affecting the

market such as Social Media.

Personal contacts/referrals surpass Recruitment Agencies this year as

they did last year. There is little volatility in these numbers suggesting

that each channel’s share will stay much the same as it was in 2016.

CANDIDATE ACTIVITY

OVER LAST YEAR

Channels most likely to use if currently looking

for new job

Figure 12 – Channels most likely to use if

currently looking for new job

0.0

1.0

2.0

3.0

4.0

5.0

6.0

2016

2017



17

Part Three

in recruitment channel use and

Recruiter & Media awards

Historical trends





18

In the main the historic newspaper advertisers (direct

employers and recruitment agencies) have continued to

switch spend to other channels. Newspapers have suffered

most in the last 15 years with candidate penetration having

fallen very considerably indeed from a figure close to 50% to

just 6% of candidates making an application via this channel.

Share of applications continues to fall in a similar way with just

2.4% of applications being made last year in this way,

compared with 19% when we first conducted the survey.

NEWSPAPERS

Penetration - Newspapers

Figure 5Figure 13

Figure 13 – Newspapers and publications

consultants read regularly

Figure 14 – Penetration - Newspapers

Figure 15 – Share of applications - Newspapers

0.0%

5.0%

10.0%

15.0%

20.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0%

Independent / i

Metro

Evening Standard

Telegraph

Other

Guardian

The Economist

Times

FT



19

Internet job sites continue to enjoy a high share of candidate

usage with 55% of all candidates making approaches to new

employers via this channel. This is marginally down on last year

and just behind referrals and recruitment consultancies. Over a

quarter of all applications to management consultancy

employers are generated through advertising on job sites.

It is also worth noting here, and as will be seen later, that 21%

of applications made directly to corporate websites came as a

result of candidates identifying the openings first on an

internet job site.

INTERNET JOB SITES

Figure 16 Penetration - Internet job sites

Figure

Figure 16 – Penetration – Internet job sites

Figure 17 – Share of applications – Internet job

sites

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017



20

Candidates were asked to reveal the job sites that they

regularly review and those that they rate best for finding a

consulting job. Top-Consultant and LinkedIn are the only two

sites for recruiters to turn to if they want to have significant

coverage of the market.

INTERNET JOB SITES

Figure 18

LinkedIn's rise seems to have been at the expense of the other

major job board brands, all of whom only attract a fraction of

the interest and favourable response of the two market

leaders.

Fire 19 Websites preferred for finding a

consulting job

Figure 18 – Websites most regularly reviewed

for consulting opportunities

Figure 19 – Websites preferred for finding a

consulting job

0.0% 20.0% 40.0% 60.0% 80.0% 100.0%

MCA

Twitter jobsearch

Accountancy Age / Management…

Consultantsboard

TopITConsultant

Consultancy.uk

FT

Executivesontheweb

Jobserve

eFinancialCareers

Totaljobs

Jobsite

Monster

Exec-Appointments

Top-Consultant

LinkedIn

0.0% 10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%

Twitter jobsearch

Accountancy Age / Management…

Consultantsboard

MCA

TopITConsultant

FT

Consultancy.uk

Executivesontheweb

eFinancialCareers

Monster

Totaljobs

Jobserve

Jobsite

Exec-Appointments

Top-Consultant

LinkedIn



21

Bounty schemes historically achieve high market penetration,

and this year is no different with personal referrals having

generated applications from 67% of candidates, up 1% from

last year.

Share of applications generated by personal referrals grew to

15%.

PERSONAL

REFERRALS

Figure 2

Figure 21

Figure 20 – Penetration – Personal referrals

Figure 21 – Share of applications – Personal referrals

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

16.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017



22

While we have 15 years of data on the other major recruitment

channels, we have only been gathering data on consultancy candidates

’use of social media for making job applications for the past seven years.

Nevertheless, trends have emerged.

The percentage of candidates that make any application via social

media has fallen slightly (from 49% to 48%) and the share of total

applications has also fallen slightly - from 15.9% last year to 15.7% this

year. This suggests that social media’s share growth has levelled out.

The vast majority of consultants have an active profile (defined as being

accessed at least once a week) on a social media platform and LinkedIn

is still the clear leader with 90% of respondents using the platform.

Facebook appears to have about half of LinkedIn’s usage and is not

growing its share.

SOCIAL MEDIA

Figure 22 Social media on which consultants are active users

Figure 22 Penetration – Social Media Figure 24 Share of applications – Social Media

Figure 23 – Penetration – Social media

Figure 22 – Social media on which consultants

are active users

Figure 24 – Share of applications – Social media

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

16.0%

18.0%

2011 2012 2013 2014 2015 2016 2017

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

2011 2012 2013 2014 2015 2016 2017

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

LinkedIn Facebook Twitter Other Google+ Xing Viadeo

2011

2012

2013

2014

2015

2016

2017



23

Given the high take-up of social media platforms compared to the comparatively low total share of applications generated by the channel (15.7%),

we are driven to ask respondents what they use social media for.

Expanding professional networks remains, unsurprisingly, the most common driver of social media’s use. Applying for advertised job positions

remains unchanged in 5th place this year.

SOCIAL MEDIA

Figure 25 Main uses of social media by consulting candidatesFigure 25 – Main uses of social media by consulting

candidates

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

Expanding myprofessional

network

Maintainingcontact withcolleagues

Staying in contactwith friends and

family

Raising my profileas an expert

Applying foradvertised job

openings

Businessdevelopment /

client leadgeneration

Sharing ideas andresources with my

network

Directlyapproaching

recruiters in mynetwork for a job

Participating ingroup discussions



24

Corporate sites are stuck in a rut of being able to generate

only 14-17% of application volumes. This year applications

through corporate sites accounted for 14.8% of all applications

made to management consultancy employers down from 15%

last year.

The percentage of candidates making any applications via this

channel has plateaued and currently stands at 33%.

CORPORATE SITES

Figure 26

Figure 27 Share of applications - Corporate sites

Figure 26 – Penetration – Corporate sites

Figure 27 – Share of applications – Corporate sites

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

16.0%

18.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017



25

But how do candidates find themselves making applications

direct via corporate websites? They do not all navigate directly

to company websites to make their applications, by any means.

While 33% of candidates making applications to corporate

sites do just that, the remaining 67% of candidates are

prompted to visit the employer’s site having seen the

opportunity advertised elsewhere.

Internet job sites lead the pack, prompting 21% of applications

made via corporate sites. Social media and search engine

listings account for 16% and 14.8% respectively. Personal

contacts account for 13.9%, recruitment agencies 9.4% and

newspaper adverts just 1.6%.

CORPORATE

SITES

Figure 28Figure 28 – Corporate site applications are

driven by other channels

0.0% 5.0%10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%

Discovered they were advertisingopportunities via newspaper adverts

Discovered they were advertisingopportunities via recruitment agencies

Prompted to visit their website by apersonal contact

Search engine listing

Discovered they were advertisingopportunities via social media sites

Discovered they were advertisingopportunities via internet job sites

Existing knowledge of firm and surfeddirectly to their website

2016

2017



26

Recruitment agency candidate penetration continues to

hold up well and is plateauing between 65 - 70% penetration

(67% this year). Together with personal referrals, recruitment

agencies are used by the highest percentage of all consultancy

jobseekers. Share of total applications made has risen slightly

for recruitment agencies from 24% to 26% this year.

Every year we ask candidates to tell us about the different

recruitment firms that they’ve used. A ranking of firms that

received the most praise and the least complaints is then

produced. Congratulations to all the following 10 recruitment

firms who stood out in the eyes of candidates.

RECRUITMENT

AGENCIES

Figure 2 Penetration - Recruitment agencies

Figure 31

Figure 30 Share of applications - Recruitment agencies

• Consulting Point

• Michael Warwick

Nicholls

• Mindbench

• Odgers

• Penna

• Prism

• Selecture

• SK Consultancy Solutions

• The Barton Partnership

• Whitehall

Figure 31 – 2017 top recruitment firms by

praise (alphabetical order)

Figure 29 – Penetration – Recruitment agencies

Figure 30 – Share of applications – Recruitment

agencies

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017



27

Alongside the rankings of recruitment firms, we asked

candidates to help us identify the best individual recruiters

they had worked with. We asked them:

“If you have been particularly impressed with an individual

recruitment consultant you have worked with in the past,

please provide their name and company so that we can give

them special recognition”.

Nine individuals stood out as receiving the most praise and we

warmly congratulate them all for their success.

RECRUITMENT

AGENCIES

Figure 32

• Caroline Boston - Prism

• Chris Sale - Prism

• Darren Head - Selecture

• Gaurav Sardana - Selecture

• Genene Cooper - Michael Warwick Nicholls

• Peter Nicholls - Michael Warwick Nicholls

• Rakesh Pabbi - Consulting Point

• Sally Wilson - Penna

• Sasha Kemp - SK Consulting Solutions

Figure 32 – Best individual recruitment

consultants 2017 (alphabetical order)



28

Whether you are a Manager considering your options, a graduate

who is new to the industry, or a Partner considering how to grow

your team, Mindbench could help you realise your objectives.

• Mindbench is the leading specialist recruitment firm for the

management consultancy sector

• We partner over the long term with our consulting clients which

include the top strategy consulting firms, the “Big 4”, and

boutique specialist firms

• We support FTSE 100, private equity, government departments

and charities and companies in hiring consulting talent on a

permanent or project basis

• We cover all consulting functions and sectors, from Consultant

to Partner grades

• Mindbench works internationally and we support recruitment

initiatives through the UK, Europe, Middle East, Americas and

Asia

If you are a candidate interested in discussing your options

please upload your CV at www.mindbench.com

If you are a client and potentially interested in

hiring for your team please contact our

Managing Director,

Richard Stewart

on [email protected]

We are proud to be associated with this Recruitment Channel

report and hope that its findings are useful for you.

OUR SPONSOR

MINDBENCH

http://www.mindbench.com/

mailto:[email protected]

http://www.mindbench.com/



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• advertising on our websites

• advertising in our consultancy-focused publications

• accessing our CV database

• running bespoke careers events

CALL TO SPEAK WITH ONE OF OUR TEAMFor more information on Top-Consultant.com’s services or if you have any

questions about the data in this report please contact Jo Chantry on 0207 667

6880 or email her on [email protected].

REQUEST A BROCHUREAlternatively, please feel free to request a PDF brochure detailing our services.

You may do so by clicking here.

EMAIL USFeel free to email our Customer Services team with any questions

you may have, using the address [email protected].

Find out how your firm could attract consulting hires by:


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