I’ve been at a BB for 6 months now and feel lost in the mentorship rat race. Everyone says to ‘find a sponsor,’ but in reality, MDs are swamped and junior analysts are clawing for airtime. I’ve tried the coffee chat route, but it either gets ghosted or ends with vague ‘keep grinding’ platitudes. One VP hinted that real mentorship here isn’t about asking—it’s about proving you can make their lives easier first. How did you all cut through the noise to get meaningful guidance? Specifically, what tangible moves made seniors invest in your growth when 10 others were equally hungry?
lol at ‘mentorship rat race’ – that’s the first truth you’ve spoken. protip: stop calling it mentorship. it’s patronage. you want an MD to bother? become their excel jockey first. fixed that one guy’s broken LBO model at 2am twice last week? congrats, you’ve just had your first ‘mentorship session.’
i bring my md her oat milk latte every mornin!! she laughed once n now i do it daily. idk if it helps but she remebers my name?? maybe do smth consistent like that??
Focus on strategic visibility. Identify a senior whose work aligns with your strengths. Before requesting a meeting, analyze their recent deals and draft a one-pager with thoughtful observations. In your outreach, frame it as seeking feedback—not mentorship. Example: ‘I admired how you structured X deal—attached are my notes from studying the case. Would you have 10 minutes to critique my approach?’ This demonstrates initiative while respecting their time.
don’t give up! persistence + authenticity wins. one coffee chat led me to my now-mentor after 3 follow-ups! 
Back as an analyst, I literally printed out an MD’s research paper from biz school and marked it up with questions. Sent it to him saying I wanted to ‘learn how his thinking evolved.’ Got a 45-min convo out of it. Turns out flattery works if it’s specific and slightly obsessive.
Analysis of 23 promoted associates shows 68% secured mentorship by quarter 3. Common thread: early ownership of low-profile tasks. Example: Volunteering to manage MDs’ internal training decks increased exposure by 40% vs peers. Recommendation: Systematically identify pain points in your group’s workflow and fill gaps before requesting guidance.