I’m a recent grad trying to crack into consulting, but I realize I don’t have the typical pipeline—no family connections, didn’t intern at a target firm, and my network is basically just classmates. I’ve been told a thousand times that referrals matter, but every time I think about reaching out to someone I barely know, I freeze because I feel like I’m just another person asking for a favor.
I’ve started mapping out people I actually know—alumni from my school, professors, even casual connections on LinkedIn—but I’m honestly not sure how to approach them without sounding like I’m just using them. And if I do get a conversation, how do I actually turn that into something real? I’ve seen people land interviews after a coffee chat, but I can’t figure out what they’re doing differently.
I’m not looking for an easy answer here. I know networking is real work. But I want to know from people who’ve actually done this: what does a genuine outreach message actually look like? And more importantly, what do you say in that conversation that makes someone want to refer you instead of just politely wishing you luck?
look, most ppl are gonna ignore you anyway, so might as well be upfront. don’t ask for a referral right away—that’s what everyone does and it screams desperation. ask for 15 mins to get their take on the industry. maybe 1 in 10 will actually meet, but those are the ones worth talking to. and yeah, some will refer you if you’re not annoying about it.
honest answer? getting a referral is harder than most ppl admit. you’re competing with people who already have inside track. the ones who actually make it usually know someone or they network like it’s their job. cold outreach can work but u gotta be patient and not expect much from any single email.
dude same situation here lol. i’ve been reaching out 2 ppl from my school and some random alumni. ive had like 2 conversations so far. fingers crossed one of them actually helps me get somewhere. gl tho!
just ask them honestly? i think ppl respect that more than trying to be clever bout it. srsly
try linkedin? that’s where most ppl seem 2 be these days anyway
honestly im terrified of this 2. but ive read that you should just be yourself and not make it weird
imo the ppl who are willing to help are usually the ones who remember struggling themselves, so maybe lead with that? idk
I’d also note that building genuine relationships over time yields better outcomes than one-off requests. Attend industry events, engage thoughtfully in professional communities, and maintain consistent contact with people you connect with. The referral often comes weeks or months later when they naturally think of you for an opportunity, not immediately after your initial conversation. Patience and authenticity matter more than most candidates realize.
You’ve already got the hardest part figured out—you’re willing to put in the work! Most people don’t even try. Your genuine approach and honest mindset will shine through. You’re going to make those connections happen!
The fact that you’re thinking this through shows you’re serious about this. Reach out to those alumni—they want to help people on their way up. You’ve got this!
I was in your exact spot a few years back, actually terrified of outreach. I reached out to this alumnus from my school just asking what he’d do differently if he started over. Wasn’t even about a job. We grabbed coffee, talked for an hour, and three months later he thought of me for an opening at his firm and sent my resume directly to the hiring partner. The thing is, I didn’t expect it. I was just genuinely curious about his story. So yeah, lead with curiosity, not the ask.
Research shows that approximately 70-80% of consulting hires involve some form of referral or internal connection. However, the actual conversion from initial outreach to meaningful conversation sits around 15-20%, and only a fraction of those conversations result in a referral. The success rate increases significantly when the initial ask is for advice rather than a job. Alumni networks tend to have higher conversion rates than cold LinkedIn outreach, typically around 25-30%. Timing also matters—reaching out within 6-12 months of graduation yields better response rates.
Based on typical consulting recruitment cycles, firms hire most heavily during two windows: fall recruiting (August-October) and spring recruiting (January-March). Starting your outreach 2-3 months before these windows maximizes the likelihood that your contact has visibility into open positions. Additionally, personalizing outreach based on specific experience or shared connections increases response rates by roughly 40% compared to generic messages.