RECRUITMENT AND HIRING
Our hiring focus changes frequently, based on our offices’ needs. All of our current open positions are listed on the “Current Opportunities” page of our website. This page is updated as new positions open, so we encourage you to check frequently.
If the listed positions do not match your background or location preference, you can apply through the General Application link on our “Current Opportunities” page. Applying to the General Application saves your CV and details in our database, but not into an active recruiting process. You should continue to monitor our website and update your application if you see an active position that is of interest and fits your background and location preferences.
For most positions, recruiting takes place on an annual basis. Open positions will always be listed on the “Current Opportunities” page of our website, which is updated as new positions open. Recruiting for undergraduate seniors begins in August, with a start date for the following year. Recruiting for first-year graduate level (e.g., MBA, MPA) summer consultants begins in December. Please check our website around these times for additional information on the application process and deadlines.
The deadline varies by position and can always be found on the specific job listing on the “Current Opportunities” page of our website.
We currently recruit first-year graduate level (e.g. MBA and MPA) summer consultants. Recruitment begins each December and information will be posted on our website at that time. We currently do not have a formal internship program for undergraduates.
While there is not one profile or characteristic that defines an ideal candidate, there are a number of characteristics that we typically see in successful candidates:
- Professional services experience with a top management consulting firm
- Experience living, studying, or working in a developing country
- Academic credentials from a leading university
- Analytical and quantitative coursework or experience
- Entrepreneurial mindset and willingness to build our organization
- Long-term commitment to raising living standards around the world
As part of our interview process, you will be asked to work through a case study with your interviewer. This will give you an example of the challenges we address each day and give us a chance to see you use your problem solving skills and knowledge to tackle these issues. These cases will be similar to the case interview format used by many management consulting firms, but will focus on international development-related challenges to reflect the type of work that we do. Your interviewer may also ask you about your past academic and professional experiences, team and leadership activities, and your specific interests in development and our work.
The best way to prepare for our interviews is to practice case studies. You can find practice cases and tips for approaching case interviews on the Internet. We recommend reviewing these materials and practicing actual case studies with friends and family. We also recommend reading our website and blog to become familiar with our practice areas and past projects. This will support your preparation for the case studies, which are based on the type of work that we do, and for additional interview questions, which may focus on how your studies and experience relate to our work.
To learn more about Dalberg, we encourage you to join one of our regular Webinars on “Working at Dalberg: The Life of an International Development Consultant.” These discussions provide an overview of Dalberg’s work, what it is like to be a consultant at Dalberg, our recruiting process, and an opportunity to ask questions directly to Dalberg consultants. We hold three to four webinars per year. Details will be posted on the “Current Opportunities” section of our website.
In addition, several of our Dalberg Blog entries highlight staff members’ reflections on their decision to join Dalberg and their experiences working at the firm, including:
ON THE JOB
Dalberg offers a highly entrepreneurial environment with no single fixed career path. This is demonstrated in the numerous paths taken by our current consultants and alumni. For example, we have staff who have stayed at Dalberg from early in their career through to the partner level, staff who have left for graduate school and returned to Dalberg after graduation, and alumni who left Dalberg to pursue other opportunities in the sector. Career progression at Dalberg is based on performance. Therefore, there are no set lengths of time that consultants are required to stay in a position before being considered for promotion. Promotion decisions are made based on our ongoing feedback and professional development processes. In addition to informal feedback provided throughout projects, consultants receive formal feedback at the end of each client engagement and every six months during their professional development review.
We are committed to providing our staff with training and professional development opportunities. Training begins when new hires join the firm and continues throughout staff careers, consisting of both formal training sessions and more informal on-the-job training within case teams. Typically, new hires participate in orientation training during their first days at the firm, providing an introduction to the firm and delving into technical skills. The firm also hosts global training programs for staff entering new roles, for example new consultants, new managers, and new partners. In addition, regional and global retreats have a strong emphasis on training-related activities. Finally, office-based trainings are offered on an ongoing basis. These include formal training, covering core consulting skills such as problem definition and structuring, research planning, and presentation skills, as well as less formal training offerings such as a Learning Lunch series.
Early in their careers, consultants typically do not specialize in one practice area, and we encourage consultants to gain exposure to a variety of topics and types of projects early in their tenure. At the same time, consultants have the ability to join specific practice areas and to build expertise in these areas through client projects and internal initiatives. Our senior staff members typically specialize in two to three practice areas.
Each Dalberg region has a staffing coordinator who manages consultants’ project assignments. Project decisions are based on a variety of factors, including consultants’ professional development goals, interests, and availability, and clients’ needs for specific skills and experience. The staffing team does its best to consider consultants’ preferences when making staffing decisions, while balancing these with business and client needs.
Consultants should expect to travel while working at Dalberg. The level of travel required varies by office, position, and project, and can be influenced by consultants’ preferences. Travel is often to present findings, work with the client, or conduct on-the-ground research. In addition, on projects where the Dalberg team comprises consultants from multiple offices, some team members may travel to work in-person with their colleagues for a period of time. The duration of travel will vary based on the trip’s purpose and distance traveled. Trips for client meetings or presentations can be as short as one day or night. Trips that require consultants to travel further distances from their home offices may be structured as two to three continuous weeks. While some projects require weekly trips to the clients’ offices, this type of travel is less typical for Dalberg than at many other management consulting firms.
Dalberg believes that giving staff opportunities to work across different offices is an important way to create a fulfilling experience for consultants and support knowledge and skill sharing across regions. Cross-office opportunities can take multiple forms, including single project assignments with another office; a short-term transfer for a set time period; or, less commonly, a permanent transfer. Transfer requests, both short-term and permanent, are evaluated on a case-by-case basis, taking into consideration employees’ time with the firm, experience, and preferences, as well as Dalberg office needs.