Employee onboarding process for Strategy consulting: a first fortnight that puts analysts on real work
A new analyst in a strategy firm is expected to add value in weeks. A planned first fortnight with templates, a buddy and a first task gets them there without costing the engagement lead extra evenings.
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New analysts often join between engagements and are placed on a team within days. The lead is busy, the templates are somewhere on a shared drive and nobody has shown how the firm structures a problem. The analyst spends the first week guessing, and redoes slides that could have been right the first time.
A simple plan fixes this. Before the first day, the analyst receives tool access, a reading pack and a buddy. In week one, they learn the firm's structuring method and templates. By week two, they have done one small task from a live engagement, reviewed in person. Leads gain time, and analysts feel placed rather than tested.
How to set it up
1. Prepare access and a reading pack before the first day
Laptop, tools, email and shared drives ready on day one. A short pack with the firm's approach, sample slides and a glossary of terms used by partners.
2. Name a buddy who is one or two years senior
Someone who answers small questions without the analyst feeling foolish. Give the buddy an hour a week in their diary, not as an extra.
3. Teach the firm's way of structuring problems
A half-day session where a manager works through a real, anonymised case. Show how an issue tree, hypothesis and analysis plan are built and reviewed in this firm.
4. Give one small, real task with review
A market sizing, an interview summary or a slide on live work. The lead reviews it face to face within two days and explains changes.
5. Hold a check-in at the end of week two
Ask the analyst what was unclear, what they enjoyed and what they need. Note actions for the buddy and the lead. See role clarity for how roles are described.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask the latest joiner what they did on their first three days.
- Check whether templates and tools are in one place with access given before day one.
- See how long it took for the last new analyst to have work reviewed face to face.
- Ask buddies how much time they actually get for the role.
GullyHR can do this with you. Read how we approach employee onboarding process in general, or share your requirements and we will tell you where to start.
Questions owners ask
A structured fortnight, followed by a check at the end of month one and month three. Real learning continues on engagements, so keep the formal part light and the follow-up steady.
Yes. Their analytical skills may be strong, but the firm's way of working, templates and client etiquette are not covered at college. A short plan saves them guessing and saves the lead from redoing work.
Keep the first two days for access and the buddy, and keep the structuring session short. Hand them a small, well-defined task. Do the longer session as soon as the board date has passed.