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Mentoree profile page of Francois Fletcher
🏆 Main achievements
• Upgraded Deloitte’s global pricing solution
• Managed the $600M budget of 41 projects
• Created a microsite used by 500+ clients per year improving Sales productivity by 10%
• Developed a platform that made benefits and interested LinkedIn Social Impact EMEA
• Designed a $15k 3D infographic in 2 days
• Quebec regional champion in triathlon with a 1h10 semi-marathon and 14min45s 5km
❄️ Icebreaker questions
When are you happiest at your current job?
Being creative is what makes me the happiest and most productive at work.
I therefore love to work on technical challenges that require an innovative solution.
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What activities do you do to recharge after a day of work?
Sport is a massive part of my work-life balance as it helps me relax and reclaim some emotional availability.
I was a triathlon athlete in the past, and I currently train around 15h per week in rowing.
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What’s your favorite quote and why?
“Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light not our darkness that most frightens us” - M. Williamson.
Why this quote? I’m deeply convinced we can achieve anything in life as long as we give ourselves the means to succeed. Therefore, IF we figure out what drives us and why; then we can unlock great productivity and our own optimal critical path to fulfillment.
The challenge then becomes to remain self-aware through pro-active introspection and mentoring which are two passions of mine.
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If you no longer needed money, what professional activity would you still be doing?
I would work full time on my entrepreneurship project “Mentoree”, a mentoring platform listing testimonials providing insights and resources as to how people shaped their careers.
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What’s your WHY? Or what would you like to give to others across the span of your career?
Empower people to live their definitions of a meaningful career by documenting how others succeeded and enabling more self-awareness.
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💼 Interview questions
Two words your colleagues would use to describe you?
Organized and passionate.
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What is the achievement you are the proudest of and why?
Developing a mentoring platform on my own as it is the product the most aligned to my values and interests.
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Why did you choose your current career path?
My priority has always been to learn new skills to make myself useful, gain in job security, but also to understand more about who I was as a person. I chose roles combining sales skills (consulting, customer relations, communication…) with product creation skills (engineering, BI, finance, planning…) because I believe those are the two main skill-sets needed to create value for others.
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A weakness you worked on?
One thing I worked on is gaining stakeholder alignment faster.
Early in my career, I would stick to the scope of my team’s assignment without always taking the time to understand how it was impacting various stakeholders. Across my roles in consulting, entrepreneurship, and sales; I then learned that a good solution becomes the “right” solution only when it is understood and used by its intended users.
To build such valuable solutions, I believe one must constantly run "discovery" discussions internally (colleagues, managers, sponsors…) and externally (clients, partners, users…) to maximize stakeholder alignment and the understanding of what "success" looks like.
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What is your definition of a good manager?
I believe a manager should be an enabler of professional performance and fulfillment.
In other words, the manager should enable his team to perform at their best level while enjoying their time at work.
To reach this goal, I would recommend a manager to follow three steps
• Clarify each role’s expectations through team level discussions
• Understand who each team member is as a person with regular individual touch-points
• Centralize all the resources and insights the team needs
Finally, I have three questions I hope my manager can always answer positively,
• Can you teach me?
• Can you inspire me?
• Can you promote me?
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ℹ️ Profile
Languages spoken fluently:
🇬🇧
🇫🇷
🇪🇸
🇩🇪
🇵🇹
🇮🇹
and others!
Intermediate to advanced skills in:
Art
Business
Engineering
Laws
Science
and others!
Why did Francois become a mentor?
To give back to the community by detailing insights and guidelines on HOW I did what I did.
I am constantly working towards loving and adjusting where I am going.
It would be my honor to help you do the same!
Understanding who you are, and what you want from your career is, I believe, the first step in searching for a new job.
You can do this through proactive introspection or leveraging external sources of inspiration like the book “Find Your Why” from Simon Sinek.
How did Francois build a relevant profile and find the right opportunity ?
🔑 How to get a similar job
“Have strong notions in BI tools, SQL coding, data model design, and consultative selling.
Prove your technical skills or interests with a portfolio or free Google Cloud certifications. Learn to simplify any concepts within less than 5 minutes, while keeping your audience engaged and entertained.”
✔️ Top Do's and Don'ts to succeed or struggle during the interview
Ask clarifying questions
CFAS or STAR framework
Consulting or Sale work XP
Apply without a recommendation
Limiting beliefs
No proof of technical acumen
🎓 Education and work experience (the day of the interview)
The CV Francois used to get the interview
9 yrs of total Work XP
The highest education Francois had at the time of the interview
McGill University
Bachelor 2 (4yr)
Engineering
•
•
The work experience Francois had at the time of the interview
4 yr in Management Consulting
3 yr in Computer Software
2 yr in Mining & Metals
Your Experience
🏆 Interview questions and coaching
Challenging questions asked during the interview
What are the pros and cons of Looker compared to a BI competitor of your choice? (RRK question)
I chose Tableau as it was the BI tool I used the most besides Looker (for 2024, comparing Looker to PowerBI could be more appreciated).
I structured my answer the following way at the time of the interview so it may not be 100% accurate.
Both tools have their strengths. Tableau is known for its flexibility and robust reporting, while Looker shines in modeling and maintaining data consistency. The choice depends on specific business needs and data governance priorities.
SUMMARY VALUE PROPOSITION
• Tableau: Pixel perfect reporting leveraging world class visualization dashboards on top of data extracts
• Looker: Data exploration tool (rather than simply a BI tool) not extracting data but directly connected in near real time to database = Google for your business data to easily search and centralize data definitions for easier maintenance, data consistency, security and governance.
***************** DETAILED COMPARISON ***************** (to use if interviewer wants more insights)
DATA STORAGE (Looker wins for enterprise use case, Tableau wins for ad hoc use case):
• Tableau: Offers flexibility with data import or direct connections to various sources, including databases and cloud storage.
• Looker: Focuses on working directly with data in the data warehouse, minimizing data duplication and ensuring data consistency.
SHARED SEMANTIC MODEL (Looker wins):
• Tableau: Provides shared semantic models but may require more effort to establish and maintain.
• Looker: Excels in creating consistent semantic models, centralizing data definitions for easier maintenance and data consistency = GIT Integrated IDE which is a massive strength
SELF-SERVICE REPORTING (Tableau wins):
• Tableau: Strong self-service reporting capabilities empower users to create their own reports and dashboards.
• Looker: Offers self-service reporting with a focus on controlled data exploration and modeling.
SELF-SERVICE MODELING (Looker wins):
• Tableau: Offers limited self-service modeling; data preparation may require more IT involvement.
• Looker: Excels in self-service modeling, allowing users to build and customize data models, explore data relationships, and maintain control.
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If you were leading a Google department, how would you implement more diversity into our school hiring process? (GCA question)
I remember having used a CFAS approach which template I attached below.
I forgot what I covered in the Clarify and Framework portion (so I attached a template), but I believe the Solution section is close to what I actually covered during the interview 🙂
CLARIFY
= 1 question, pause. If no answer, then group all your questions. Stop after 2-4 questions are answered.
• New versus existing = Did I already do X
• Who has the need = Stakeholders = Business, Technical, Governance
• Internal versus external
• Client or process related ?
• Can it be physical or online ?
FRAMEWORK
= some of the top items or concepts I would want to know more about (list some of those) … then ask if HR wants us to focus on 1 or 2 specific topics?
• Goals & objectives
• Historical data
• Budget
• Timeline
• Resources
• Risk
• Scope/ Scale
• Stakeholders
• Shared Vision
• Logistics
• Marketing
• Success Measurements
SOLUTION, 4 step approach (trying to fit in deliverables of a customer engineer)
1. Identify all the relevant stakeholders from budget decision makers to the impacted team leaders
2. Run discovery meetings so I can have an exhaustive understanding of their desired short and long term outcomes to shortlist a list of priorities to focus on
3. Create a shared vision and plan to keep each other accountable by documenting agreed upon,
-Timeline
-Budgets
-Resources
-Risks
4. Launch the project starting with the quick wins first that may not need technical customization and create a plan for any other technical integration. Set weekly meeting at first and then space it out to recurring bi-weekly or based on customer need.
CLOSE WITH QUESTIONS FOR INTERVIEWER asking if they want to dive deeper into what the solution may look like or another element of my suggested approach. I think we dived deeper into specific KPIs we could track for the school and actions the plan could have (ex: share testimonials of under represented minorities, have meet and greet in specific schools...).
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Why Google Cloud, why this role, and what would you bring to the team? (HR questions)
WHY GOOGLE:
• Cultural Synergy: Google's mission of "organizing information to make it accessible and useful to everyone" resonates deeply with my ambition to empower young professionals to unlock their most meaningful career paths by organizing career testimonials to crack the “How” behind professional fulfillment
• Career Ambitions: I am convinced that Business Intelligence (BI) can make the strength of AI more accessible for everyone by transforming data into actionable and synthesized insights.
• Drive for Innovation: I need to be creative at work to feel fulfilled. Google, in my view, stands as the pinnacle of digital product management which I view as the embodiment of purposeful innovation – understanding the "why," "how," and "what" behind creating valuable, and user-centric products. I therefore anticipate that your team's appreciation for goal-driven creativity aligns with my need for fulfillment through innovation.
WHY THIS ROLE:
• I want to enable automated predictive and prescriptive Analytics ("what and how should I respond") by making smarter BI solutions more accessible.
• To me the Customer Engineer position sounded like a mix of BI SME and BI Product Management (as each new client trial will be a new PoC to scope and use case to prove...) which is why I think it would be a dream fit with my career ambitions.
WHAT WOULD YOU BRING TO THE TEAM:
Beyond my passion and teamwork skills, I think of three main values I could unlock within a European team,
• Diversity: Since “we don’t know what we don’t know”, building a team with a diverse background may expand its collective experience and minimize the risk of missed opportunities. You may find more technical engineers, but you may struggle to find bilingual engineer who worked across 5 industries in 5 countries.
• Innovation: I believe the ultimate test of innovation is entrepreneurship or intrapreneurship. As you may have seen in the portfolio I attached in my application (https://www.linkedin.com/smart-links/AQEuzXzuj99LJw), I innovated across all my work experiences unlocking value through many forms of valuable deliverables for this role such as:
-Prototypes of BI by using data modeling software like Tableau, or data analysis languages like VBA and SQL
-Sales Enablement tool and resource including value promotion
-Customized client presentations or visuals
• Communication skills: Whatever you create won’t unlock value for others if it is not used and a product won’t be used if it is not understood. Having more than 5 years in consultative selling and storytelling, but also good notions of UI and UX skills, I could bring more clarity in how product information is communicated making external or internal Go to market more efficient.
Websites that helped to prepare for the interview
Overall coaching tips or context on how to prepare for the recruitment process
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1. GET RECOMMENDED BY A GOOGLER to make sure your CV will be thoroughly considered.
In fact, Google receives around 3M+ applications per year, so HR does not have much time for each CV and only accepts around 0.2% of them.
You want me to recommend you?
With pleasure IF you send me a LinkedIn message with a targeted job offer, relevant CV or sharp portfolio (if technical role, ex - https://www.linkedin.com/smart-links/AQEuzXzuj99LJw), and answer the first interview question I was asked - why Google Cloud, why this role, and what would you bring to the team?
2. UNDERSTAND THE RECRUITMENT PROCESS:
One HR screening followed by minimum four interviews - 45min of General Cognitive Ability (GCA), and 60min of Role Related Knowledge (RRK), 45min Leadership and Googleyness, and 45min Sales presentation. Sometimes the RRK and Sales presentation can be combined.
Approach each of those pro-actively yet one step at a time.
For example, there is no need to overthink the RRK if you did not pass the HR screening just yet.
Also, if you can choose the sequencing, I would first start with what you think may be the easiest interview format for you to warm up as you go.
3. GIVE YOURSELF THE MEANS TO SUCCEED.
So many people have limiting beliefs that they either do not apply at all or apply without doing their best effort.
One core belief of mine is that anyone can do anything with enough self awareness, planning, and effort.
For example, your best effort could be to watch at X1.5 speed most of Jeff H Sipe's YouTube channel (https://www.youtube.com/channel/UCs-7SAP1mhEQF1NlubjSzqQ) and prep one file for each interview in which you will centralize all your tips and thoughts that you can leverage (on multiple screens and printing it) during the recruitment process the same way you would do it during a client call.
Those PREP FILES could have the following content (beyond prepping tailored questions and follow ups for each recruitment stakeholder),
• HR interview:
Start from the JOB OFFER as the recruiter will simply try to identify if you can answer its requirements. Highlight or bold its key words and requirements to make a summary of it. Then, leveraging your job offer summary and self-awareness, write about why Google Cloud, why this role, what would you bring to the team, why do you want to leave your current job. To go one step further (especially for a senior position), write info on the company's product and priorities.
• GCA:
Here you will mostly be asked open-ended questions such as "how will you open a bakery shop", or "how would you explain the Google Cloud Platform (GCP) to someone who never worked with the Cloud", or "how would you convince a GCP customer to expand their cloud services"...
The idea is to NOT answer directly but rather always ask clarifying questions and follow a specific framework to answer.
For example, you could use a CFAS approach - Clarify, Framework, Assumptions, Solution.
Another key aspect is to make sure you keep the interviewer engaged by creating a connection and having an interactive flow.
If you are stressed or need more time to think about your approach, don't forget you can have pauses, paraphrase questions, or even ask the interviewer what type of frameworks they may prefer to focus.
Prep wise, review most of Jeff H Sipe's YouTube channel and actually fill CFAS templates as notes or training or... blank template to be used during the interview itself when you take notes.
Two other key aspects are to truly PERSONALIZE your framework to the question being asked and the solution to the skills your job offer require (ex: use BI in your solution if you interview for a BI role).
• RRK:
You will get a business case or learning material from HR you should absolutely read through and take notes on.
Leverage Chat GPT or Bard to double check your answers as you will most likely not find public sources.
For the BI customer engineer role, the RRK business case was about:
-the pros and cons of Looker versus other BI tools,
-SQL coding,
-data model design,
All those topics were covered verbally, no screen sharing or white-boarding involved.
For SQL coding, you can create a free GCP account for three months and use BigQuery or you have an SQL Runner in Looker.
Finally, absolutely use Cloudskillsboost to pass 1-3 free Google Cloud courses on the most relevant topics (see resources shared above).
If you have time and want to go above and beyond, the learning path of "data analyst" (https://www.cloudskillsboost.google/paths/18) and "data engineer" (https://www.cloudskillsboost.google/paths/16) would be the most relevant,
• Googleyness & Leadership:
Here you will be mostly asked behavioral questions such as "tell me about a time when xyz". You may also get some open-ended questions.
Prep 3-8 stories about your past experiences with the STAR FORMAT preferably focusing on aspect of the job offer's required skills (ex: BI tools, SQL coding, data model design, consultative selling...) while factoring universal work skills (ex: conflict management, teamwork, adaptability, growth mindset, communication, leadership (even unofficial one...).
You may soon get lost in the amount of your notes, so prep a summary page with just the title of your stories and the skills they refer to so you can quickly screen through it during the interview and decide on the fly what story to focus on.
• Sales presentation:
Here "you’ll be evaluated on your relationship management skills and understanding of the sales discovery process".
Relationship management is something you practice every day, but remember the basics - be friendly/ authentic/ memorable., look and feel positive by projecting yourself having the best day with the best people, make sure all the stakeholders on the call are feeling heard and valued by addressing their different concerns in language they can understand...
Running a discovery conversation is the first step in a selling process.
The end goal is to quantify pain points through layered questions while speaking max 35% of the time.
I normally try to use the simplest approach possible such as: chitchat/ context < objectives < challenges < recommended solutions.
Finally, since you know or can guess what the sales presentation will be about; proactively think of ways the conversation will go down so you can anticipate the main arguments you may focus on.
If you get an offer for a Sales job (technical or not), always negotiate it.
If this testimonial helped, feel free to let me (or the world?) know on LinkedIn 🙌
🔑 How to get a similar job
“Selling is about answering a need, while generating a positive experience.
Create a connection with recruitment stakeholders by being friendly, authentic, memorable. Learn how to pitch any perspective within less than 15min (i.e. ask layered questions, quantify need, prioritized reco...)”
✔️ Top Do's and Don'ts to succeed or struggle during the interview
Create a human connection
Top 3 bullet point approach
Prioritize everything you do
Too stressed to smile
No structure in answers
No client facing experience
🎓 Education and work experience (the day of the interview)
The CV Francois used to get the interview
7 yrs of total Work XP
The highest education Francois had at the time of the interview
McGill University
Bachelor 2 (4yr)
Engineering
•
•
The work experience Francois had at the time of the interview
4 yr in Management Consulting
2 yr in Mining & Metals
1 yr in Computer Software
Your Experience
🏆 Interview questions and coaching
Challenging questions asked during the interview
Fake client pitch
This was the last 80min panel interview with two managers assessing a business case I had 36h to prep on a topic of my choice highlighting the deliverable at stake and its impacts.
It was a 20min presentation with a 6 slides limit and 60min Q&A (you can find the slides here: https://www.linkedin.com/smart-links/AQEwhBTxibfATw/b16d4a75-2927-4faf-8528-be200b4d5548).
I would recommend choosing a topic/ client deliverable which,
• Is relevant to marketing,
• Has an objective client impact,
• Was recent enough for you to fully remember its scope.
The topic I chose seemed relevant to marketing, but I had done it four long years ago, and it was a very early stage 1 week analysis with high level next steps. It therefore led to an intense Q&A which I could have potentially dodge with a stronger focus on client value and/ or a more detailed scope.
I got questions such as,
• What could you have done better in these deliverables if you were to redo it?
ex of answer: have a first stab at the suggested next steps - the prioritization of hiring need and definition of the hiring plan
• What was the ROI for the client and did you get any push back on your findings?
ex of answer: my client was able to request X FTEs for her team due to a confirmed under staffing, Deloitte had another project with the said client
One positive thing I think I did was to suggest I pretend I was presenting to the client rather than an interviewing committee (so they can better visualize me in the role).
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An example of how you understood the true customer objectives
I try to use a STARL framework to answer those questions.
In your answer, try to always include deliverables you will be expected to do in the role you are interviewing for.
Attached below is an example.
SITUATION: In 2019, I was working on an internal project Deloitte’s pricing tool, but my manager and I were not aligned on what the model's upgrade should look like.
TASK: The task was to upgrade Deloitte’s American costing Excel model into a worldwide pricing tool
detailing the P&L impacts of international offerings to assess the required staffing and equivalent benefits of RFPs pursuit
ACTION: I decided to interview the main stakeholders of the projects to shortlist the new functionalities they were interested in the most. What I found out was that stakeholders were not interested in going through a global pricing tool if it did not have a local picture of their own P&L.
Those interviews also allowed me to create a prioritization matrix based on their Excel and VBA technical complexity versus the value added they brought.
RESULTS : There were three main results,
• My manager and I aligned on focusing our project management on the top 10 features identified.
• I was given the leadership of two senior consultants
• Deloitte’s global COO directly thank our team after the project was a success.
LEARNING: what the customers may want is not what they necessarily need.
The best way to handle conflict or opposing views is to base the discussion on data.
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Why LinkedIn
I mentioned three main reasons,
• LinkedIn is the company that is the most aligned with my long term goal.
In fact, LinkedIn helps professionals achieve more in their careers and I would like to empower a vast majority to live their own definitions of a meaningful career.
• LinkedIn values innovation which I need to feel fulfilled at work.
For example, if you had not innovated in value skills based hiring, we would not be having this conversation.
• Marketing is everywhere.
I remember reading that the average consumer is exposed to around 10,000 brand messages a day (for the US)
Websites or online resources that helped to prepare for the interview
Overall coaching tips or context on how to prepare for the recruitment process
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1. UNDERSTAND THE RECRUITMENT PROCESS:
In 2021, below were the three interviews I went through in less than 2 weeks,
• 30-45 minutes phone interview to focus on your past experience, assessing your sales ability and also your motivations for LinkedIn and this role.
• 30-45 minutes competency based Interview, which aims to enable managers to ask questions to deep dive on the following relevant competencies - Collaboration, Grit/Resilience, Understand Customer objectives, Strategic and growth Mindset, Plan and Aligns
• 80 minutes panel presentation with two managers including 30min to present an external client pitch/ proposal assessed on,
- Overall engagement, quality of presentation & ability to hold the audience
- Quality of solution presented, use of data/insights /quality of research to 'convince' client
- Overall ability to address questions being asked including objection handling
and 50min competency based questions and Q&A based on topics such as
- Insight or data driven Storytelling
- Engaging the buying committee
- Understanding customer objectives
- Qualifying an opportunity
- Team Spirit
- Scale
- Operational excellence
- Growth Mindset
2. PLAN AND PREP:
I would recommend to deeply research the company and its ecosystem by documenting in writing topics such as,
• Bullet points summarizing your career path to date (aim for a 30-45s walk-through)
• Company culture & values and the various product lines & teams it has
• Answers to common hiring questions - Why this company, why this role, why now, what would you bring to the team... (some of your "About you" Mentoree profile can help here)
• Keywords and main deliverables extracted from the job postings you applied to or the emails you already had with the hiring team
• STARL answers to 5-10 different behavioral questions in which you'll focus on the skills the job is about. In 2021, being able to PRIORITIZE and SCALE was a massive focus for our director
• 3-5 personalized questions per hiring stakeholder per stage leveraging your research to demonstrate a genuine interest
You can have those notes ready (ex: printed, second screen or window...) during the interview calls the same way you could use supporting documents during a client call. Compiling a relevant CAREER GUIDE from Mentoree could be a good starting point to prep this file.
3. GIVE YOURSELF THE MEANS TO SUCCEED.
Below are examples of how to go over and beyond to maximize your chance of success,
• CREATE A CONNECTION with the interviewers by looking friendly, authentic, and confident (ex: smiling, eye contact, sharing personal perspective and values, taking your interviews standing up)
• Always be to the point and have a structure in your answers. Focus on the top 3 elements and provide objective examples or quantified impact
• Read relevant Mentoree testimonials and set up a call with someone from your future team (ex: through an educated introduction on LinkedIn leveraging data from Mentoree)
• Always follow up by email and on LinkedIn with each recruitment stakeholder the same way you would do it after a client call
• Take LinkedIn classes on marketing or any skills you may want to focus on during the interviews
🔑 How to get a similar job
“Understand the approach of consulting case cracking.
In group events, other candidates are your allies. Focus on what makes you unique for the fit interviews”
✔️ Top Do's and Don'ts to succeed or struggle during the interview
Diverse work XP
Understand case cracking
Active listening
Unstructured reasoning
Not a team player
No charisma
🎓 Education and work experience (the day of the interview)
The CV Francois used to get the interview
2 yrs of total Work XP
The highest education Francois had at the time of the interview
McGill University
Bachelor 2 (4yr)
Engineering
•
•
The work experience Francois had at the time of the interview
2 yr in Mining & Metals
0 yr in 0
0 yr in 0
Your Experience
🏆 Interview questions and coaching
Challenging questions asked during the interview
An example of teamwork challenge
I try to use a STARL framework to answer those questions.
In your answer, try to always include deliverables you will be expected to do in the role you are interviewing for.
Attached below is an example.
SITUATION: During a project at Shell, I worked on an ambitious program aiming to optimize fuel management and decreasing fuel consumption.
Our initial sponsor changed from CIO to COO and we were not welcome anymore. The COO was not convinced by our work and had trouble to visualize our impact.
TASK: My team was therefore asked to summarize a very technical 2 year program in one single page. The initial plan was to hire a professional agency to design something for $15-30k
ACTION: To do so, I did three things,
• I listened to my directors and wire framed what my director’s vision was
• I prioritized a set of 10-15 mining technologies that should be the main enabler of that vision
• I innovated by reviewing various designing tools and pitched to my director an MVP within 2 days using Google Sketchup
RESULTS: The main results were:
• Saving $15k on a design agency for a result closer to my director expectations
• Our team keeping our scope as the COO clearly understood our value and kept a 2 by 1m poster of my poster in his office
• 2 LinkedIn recommendations from my managers of the time
LEARNING: When it comes to teamwork or client facing deliverables, whatever you do does not matter if people cannot understand it.
To build such valuable solutions, I believe one must constantly run "discovery" discussions internally (colleagues, managers, sponsors…) and externally (clients, partners, users…) to maximize stakeholder alignment and the understanding of what "success" looks like.
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Why consulting
For three main reasons,
• I want to learn, and consulting may be the best school there is.
• My diverse background may be value in this field as it could be perceived as an asset
• To me, consulting is about being good at everything but an expert at nothing. It therefore requires curiosity, and a growth mindset which I recognize myself in.
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Why Deloitte
For three main reasons,
• (I must have led with how I recognized myself in their culture of the time - but I forgot this part. No BS here, find a personal synergy to focus on)
• You are the best place to work at for end to end consulting solution (from strategy to implementation)
• You are among the Top 4 consulting firms in the world which would lead to opportunities
Websites that helped to prepare for the interview
Overall coaching tips or context on how to prepare for the recruitment process
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To understand the approach of case cracking, I would recommend reading the book "Case study secret" from Victor Cheng. Then I would spend a few weeks or so practicing mental math, learning by heart 3-5 case cracking frameworks, reviewing your geography and remembering regions' demographics in case it could become handy for educated hypothesis of supply & demand.
If you are running out of time in your prep, focus on understanding the high level approach rather than mastering the specifics of case cracking. Reading the intro and conclusion of "Case study secret" would already be great. Finally, consider prioritizing reviewing the format of group case cracking (Deloitte Canada's priority at the time) which is also about teamwork and how well you work with others (ex: make everyone feel heard and valued, suggest a work distribution...).
Click on a testimonial below to discover Francois's best tips on how to get hired
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