Interview with a McKinsey ex-recruiter

McKinsey & Company l Mexico l Recruiter (ex)

A 45-min interview with J. Sebastián Corredor, ex-recruiter at McKinsey.

Keep in mind that this interview only provides high-level guidance on how to better prepare for the interviews and illustrates the sort of relevant insights you can find by networking with people. It doesn´t intend to describe the interview process in detail. Enjoy the talk!

#1: When scanning a resume, what are the 3 things that quickly make you realize the person is a strong candidate?

Without a doubt:

• Clear, results-driven impact: Quantified results (“increased revenue by 20%,” “led a team of 5,” “saved $1M annually”) stand out right away.

• Structured, crisp storytelling: A clean, well-organized resume that follows a logical flow shows a candidate can communicate clearly.

• Evidence of leadership and problem-solving: Any indication that the candidate led others, navigated ambiguity, or solved complex problems is a great sign.

#2: What are non-negotiable skills that should be reflected in a resume?

There are mainly four skills:

• Analytical rigor - highlight project work, research, data analysis. These skills will be relevant for the job

• Leadership - formal or informal leading of teams, initiatives, or change. It shows you will be able to manage teams

• Communication - written clarity and logical structure in the resume itself is a direct test

• Drive - initiative or pushing for impact beyond the expected; either at work or outside

#3: For those who do not have big brands in their resumes, what can they do to “make up” for the disadvantage?

• Focus on impact and ownership: describe what you did and the results, regardless of where you did it.

• Demonstrate initiative: improving processes, self-learning.

• Highlight academic excellence, scholarships, or unusual achievements that show potential.

• Consider adding a one-line description of a lesser-known organization to provide context.

#4: What are common resume mistakes that get candidates rejected?

Vague claims with no evidence, poor formatting, overly dense writing, or inconsistent styles. Missing structure or unclear roles. Typos, attention to detail matters.

#5: Design of a resume: conventional or stylish? Why?

Conventional, always clarity over flair.

#6. What are the 3 recommendations for a person preparing the problem-solving game?

Familiarize yourself with the format: it’s not intuitive, so practice helps reduce anxiety and improve performance.

Practice staying calm under pressure: it’s about how you process under ambiguity, not speed.

Pay attention to trade-offs: the game tests how you prioritize and optimize in uncertain environments.

I recommend preparing with the official McKinsey prep materials, online simulations from reputable sources. I also recommend strategy or logic games to build mental agility.

#7. Do people who play videogames have an advantage in the problem-solving game over those who do not?

To some extent, yes. Gamers often feel more comfortable navigating digital interfaces and dynamic tasks under pressure, but it’s not decisive.

#8. For the business case, what are the 3 most important recommendations for a person preparing?

Structure everything: always start with a logical framework, even for creative problems.

Practice out loud: cases are not exams; they test your communication as much as your logic.

Math: accuracy and speed matter, especially under pressure.

#9. What are the 3 top recommendations for a person preparing the behavioral questions?

Use the STAR format: Situation, Complication, Action, Result — it keeps stories focused.

Prepare stories in advance: for leadership, conflict, failure, and impact.

Reflect on your role: make sure the story centers around what you did, not the team.

#10. Does it make a big difference if someone working at the company recommends you for a position?

It can help, especially if the person knows your work and provides a strong endorsement. But, it's not a substitute for performance. A referral can flag your resume, but the bar remains equally high.

#11. Why working at McKinsey?

For many, it’s the steepest learning curve in the shortest time, you’re exposed to high-impact problems, smart people, and constant feedback. There’s a unique combination of challenges, growth, and the opportunity to make a real difference for clients and communities.

#12. What are the few things that define the culture of McKinsey the most?

Obsession with problem-solving, feedback and apprenticeship, meritocracy and ownership from day one, strong values.

#13. In which ways networking is important for the recruitment process?

Networking doesn’t guarantee a job, but it helps you learn, prepare, and stand out.

My recommendations for networks are:

1) Start with alumni from your university or past workplaces

2) Attend virtual or in-person events hosted by McKinsey

3) Reach out via LinkedIn with personalized, concise messages

#14. Do you recommend contacting recruiters before/ after applying? What is your advice to make it the best way possible?

If you reach out, do it with a purpose - a short, respectful message that shows genuine interest and clarity (confirming application status, asking a brief question). Don’t email just to flag your resume.

#15. And finally... What is the best piece of advice you have given to candidates to help them understand what McKinsey expects during the recruitment process?

Think out loud, be coachable, communicate clearly, don’t fake it and prepare.

I always told my candidates: everyone can join McKinsey as long as they prepare