Consulting firms live and die by their people; ultimately in consulting, clients pay for talented people, ahead of other factors such as a brand and proprietary methodologies. So how can consultancies attract the best talent, and at the other side of the equation ensure that their best people stay on board?

Just as consulting firms might market and pitch to a client, designing and promoting propositions for their clients’ needs, consultancies also have to market and pitch to candidates. “Marketing obviously is a major factor in talent acquisition,” says Richard Longstreet, who runs the Consulting recruitment practice at 3Search, a firm that works for many leading consultancies.

It starts with an attractive website and a careers section, reinforced by a social media presence. There are several ways of using this online presence to make a consultancy a more attractive employer, three of which stand out, says Longstreet.


The UK’s economic performance had been flagging long before the emergence of the Covid-19 pandemic. Pressures resulting from Brexit and stagnant wages had already seen GDP growth stifled to between just 0.2% and 0.3% on average during 2019 – something which saw a number of high profile sectors such as retail, dining and travel record a sharp spike in liquidity issues. In turn, this saw many clients of Britain’s consulting industry scale back their advisory spending, something which led to the UK’s management consulting market seeing its slowest growth in seven years.

Now, thanks to the additional pressures inflicted by the global coronavirus lock-down, research firm Statista’s latest estimates the UK’s economy is set to hit negative growth for the duration of this year. Due to this forecast recession, a recent study from Source Global Research suggested that the consulting sector is set to see a stagnant 2019 turn into a potentially disastrous 2020, with revenues possibly falling from £8.6 billion to as little as £6.1 billion in the current 12-month period.