Here's how you can evaluate candidates for promotion according to consulting firms.

Consulting businesses place a strong emphasis on a candidate's historical performance, closely examining it for consistency, growth, and exceeding targets. Highlight your track record of doing excellent work and increasing responsibilities. Always keep in mind that the methods you used to get there—such as teamwork, creativity, and adaptation—are just as significant as the final product. Exhibiting these attributes demonstrates your capacity to perform well in dynamic settings.

When evaluating candidates for promotion, firms focus on their track record of delivering consistent high-quality work and exceeding expectations. Look for evidence of progressive responsibility and growth in their roles. Assess not only their achievements but also their approach—emphasize collaboration, innovation, and adaptability in achieving results. This holistic evaluation ensures that candidates not only meet performance metrics but also embody the qualities necessary for advancement in competitive consulting environments.

Rainmaking, dealmaking requires leadership in client management. Individuals with a flair and strong base of clients and client relationships will open up revenue streams for the firm. Truth be told, in this space, the more clients and terms of engagements you own, the better you are at getting business in. In my opinion, it is definitely a single source of truth in performance, and a key factor in promotion, along with other soft skill qualities

Say what you want but do what's right when no one is looking. When no one's around to hold you accountable, are you still exploring your limits to improve and get better every time? Aim to set standards. Leadership show direction and accountability which is important in the consulting space. The responsibilities you take on in projects and team management will set you apart for upcoming promotion cycle.

Prioritize their commitment to skill advancement and professional development. Look for individuals who actively seek out opportunities to expand their knowledge through certifications, relevant trainings, and staying updated on industry trends. Assess their ability to apply new skills to solve complex problems effectively. Demonstrating a proactive approach to learning and growth not only aligns with consulting industry standards but also signals readiness for higher responsibilities within the firm.

Highlight experiences where you've supported teamwork and inclusivity, emphasizing how your interpersonal skills and emotional intelligence have contributed positively. During interviews or interactions, align your responses with the firm's culture, showcasing genuine enthusiasm and adaptability. Demonstrating a strong cultural alignment not only enhances your candidacy but also sets a foundation for long-term success and collaboration within the consulting industry.

You may evaluate promotion cases by asking the following 5 questions: #1 Does the candidate align with the values of the company? (or founders if it's a startup or SME) #2 Does the candidate already have trained a successor? #3 Does the value created with the promotion exceed the value lost for the lower position being weakened? #4 Does the candidate have a growth mindset so that he/she can grow himself/herself with the promotion? #5 Is the promotion going to increase engagement? (Is it the true thing that the candidate desires for himself/herself? Or what is the true desire of the candidate? (Feeling valued; a sense of accomplishment, money, power?)