Landing an offer from McKinsey is no small feat—and for good reason. The firm’s reputation for excellence is built on hiring only the most capable, well-rounded candidates. If you’re preparing for the interview process, it’s crucial to understand how McKinsey evaluates applicants and what you’ll be assessed on.
Two Core Components: PEI and the Case Interview
McKinsey’s interview process is divided into two main buckets:
✅ The PEI (Personal Experience Interview)
📊 The Case Interview
These two components are supposed to carry equal weight—each contributing 50% to the final decision. However, in practice, consultants may sometimes lean more heavily on case performance, especially in borderline situations. That said, you should approach both interviews with equal seriousness. Scoring well in just one won’t be enough; the PEI is a deal-breaker just as much as the case can be.
The Case Interview: Breaking Down the Three Dimensions
Every McKinsey case is designed to evaluate you across three key dimensions, each one tested through (at least) one question or segment of the case:
- 🧠 Analytical
This is about how you structure your approach to solving the problem. Are you using a logical, MECE (Mutually Exclusive, Collectively Exhaustive) framework? Can you clearly lay out your thought process? - 💡 Conceptual
Here, interviewers assess your ability to interpret qualitative data, derive insights from charts or ambiguous information, and handle open-ended questions. It’s about thinking critically and connecting dots. - 🔢 Quantitative
You’ll be tested on your comfort with numbers—interpreting data, performing calculations, and making sound business judgments based on quantitative information.
🔹 Note: The final synthesis or summary of the case—where you give a recommendation or wrap-up—is not formally evaluated. The scoring is based primarily on your performance in the three core areas (analytical, conceptual, quantitative), usually covered in three main questions throughout the case.
The PEI: Personal Stories, Assessed with Structure
Many candidates underestimate the Personal Experience Interview, often assuming the interview is all about cracking the case. In reality, PEI evaluation is deeply structured and just as rigorously scored as the case.
McKinsey will ask for specific stories from your past experience across the following themes:
🔥 Courageous Change
🚀 Entrepreneurial Drive
🤝 Personal Impact
🌍 Inclusive Leadership
For each story, they will evaluate you on three distinct dimensions, again using the same 0–3 scoring system. Depending on the story, they’re looking at things like:
- Your level of empathy and ability to navigate tension with opposing viewpoints
- How resilient you could be in challenging scenarios
- Your influence and leadership in difficult situations
🔹 Note: In some offices, there might be one more possible story around Values, mainly in Final Round.
The Scoring System: What the Numbers Really Mean
Each dimension (in both case and PEI) is scored on a 0–3 scale:
| Score | What It Means |
|---|---|
| 0 | ❌ Unsatisfactory / Clear Concern |
| 1 | ⚠️ Below Expectations / Weak |
| 2 | ✅ Very Good |
| 3 | 🌟 Outstanding |
This framework is used across all evaluated dimensions—in both the case and PEI. It ensures consistency, but it also means you must show clear strength in your performance to secure an offer.
Final Thoughts: Don’t Just Be Good—Stand Out
To succeed in McKinsey’s process, it’s not enough to just be solid across the board. Here’s what evaluators are really looking for:
- You’re expected to score at least a 2 (Very Good) in each of the key dimensions (both in the case and PEI).
- But if you only get 2s everywhere—even though that means you’re a very good candidate—you may still be seen as “flat.”
- To stand out and be safe, you’ll need at least one score of 3 (Outstanding) across either the case or PEI. Ideally more. This is known as having a “spike”—a clear area where you shine.
So yes, you need consistency—but you also need differentiation.
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