Case Study: How a Boutique Consulting Firm Built a Campus Analyst Hiring Program
Acrapath Team
An illustrative case study of a boutique strategy consulting firm that competed with large firms for analysts, and how a repeatable campus program with an online test, standardised cases and broader college reach improved its hiring.
- Client
- Illustrative scenario: a 60-person boutique strategy consulting firm
- Industry
- Management Consulting
Key results
- Repeatable annual analyst hiring program
- Online test + 2 case rounds for every candidate
- Wider campus reach beyond top-tier colleges
Note: This is an illustrative case study. The firm is a composite scenario shared to demonstrate a practical campus hiring approach.
The situation
A 60-person boutique strategy consulting firm needed several business analysts each year. It visited only a handful of top colleges, where it competed directly with large consulting brands, and often lost its preferred candidates.
The challenges
Limited brand recognition compared with large firms
Partners spending many days on unstructured interviews
Inconsistent evaluation across interviewers
Hiring concentrated in a few colleges
The approach
1. A planned annual calendar
The firm built a repeatable campus hiring calendar, so preparation started early and partners could block time in advance.
2. Wider reach
The firm expanded to a broader set of colleges with strong analytical programmes and opened off-campus applications on Acrapath, attracting capable graduates who were not on the large firms' lists.
3. An online test before interviews
A short online test on data interpretation, logical reasoning and business maths reduced the interview pool to the strongest candidates, saving partner time.
4. Standardised cases and a rubric
Two case rounds used the same cases for every candidate in a cycle, scored on structure, maths, insight, communication and composure.
5. Selling the boutique advantage
Presentations emphasised early client exposure, smaller teams, direct mentorship from partners and faster responsibility, which are real advantages over large firms.
The outcome
In this scenario, the firm built a repeatable program, evaluated candidates more consistently and hired analysts from a wider set of colleges, with fewer candidates lost late in the process.
Lessons for consulting firms
Plan campus hiring as an annual program, not a scramble.
Look beyond the most crowded campuses.
Filter with online tests before using partner time.
Sell what makes your firm different.
Hiring analysts? Post campus and off-campus roles on Acrapath and manage every round in a structured hiring pipeline.
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- #employer case study
- #fresher hiring
Frequently asked questions
How can small consulting firms compete for top graduates?
Widen college reach, open off-campus applications, move quickly, and highlight advantages such as early client exposure, mentorship and faster responsibility.
What should a consulting campus hiring process include?
Pre-placement talks, an online analytical test, two standardised case rounds with a rubric, a fit discussion and quick offers with pre-joining engagement.
Why use an online test before case interviews?
It efficiently filters a large applicant pool by analytical ability, so partners and consultants spend interview time only on the strongest candidates.
Is this boutique consulting case study real?
No. It is an illustrative composite scenario, shared to demonstrate a repeatable campus hiring approach.
How does Acrapath help with campus and fresher hiring?
Acrapath lets firms post analyst roles open to graduates, reach jobseekers beyond specific campuses and manage every round in a customisable hiring pipeline.
