The AI Interview: How McKinsey and BCG Are Rewriting the Rules of the Case Study

For generations, the case interview has been the grueling, defining gateway into elite management consulting. Aspirants have pored over manuals and drilled with mentors to master its rhythms. Now, that gateway is being guarded by a new gatekeeper: artificial intelligence.

Firms like McKinsey & Company, Boston Consulting Group (BCG), and Bain & Company are not just advising clients on AI adoption; they are embedding it into their own core rituals. The vaunted case interview, a simulated client problem-solving session, is undergoing a quiet revolution as these firms pilot internal AI tools to assess prospective hires.

The shift mirrors a broader transformation within the industry. Consulting work is increasingly focused on building and implementing technological tools, not just offering strategic advice. Consequently, firms are seeking candidates who can navigate AI's nuances—leveraging its power while critically assessing its often-imperfect outputs.

McKinsey has begun piloting its internal research chatbot, Lilli, in later interview rounds. The tool, used by over 70% of the firm's 45,000 employees for tasks from data synthesis to brainstorming, presents candidates with information that is deliberately vague or incomplete. "It's a test of how well students can solve problems with a certain level of ambiguity," said Stephen Turban, a former McKinsey analyst and founder of Wall Street Guide.

BCG employs a similar system named Casey for automated interview portions. Ammon Jensen, an MBA candidate who recently secured a BCG internship, described a market-sizing question from Casey as more neutral and less forgiving than human interaction. "Normally, you can get a sense from a human interviewer," he noted. "With the AI, that feedback loop is gone."

This AI integration creates a double-edged sword for applicants. While firms expect savvy engagement with the technology, they are also cracking down on its misuse. Marc Cosentino, author of the consulting interview bible *Case in Point*, revealed that some candidates have been permanently blacklisted for using AI like ChatGPT covertly during Zoom interviews. "The interviewers caught on almost immediately," he said.

Paradoxically, the ease of AI writing has led some offices, like BCG's in Dallas, to stop evaluating cover letters altogether. The message is clear: consultants must be adept at working *with* AI, not simply using it as a crutch.

Voices from the Field

Eleanor Vance, Associate Partner at a rival consultancy: "This was inevitable. We're assessing for the reality of the job. If you can't interrogate an AI's output under pressure, how will you handle a client's flawed data set? It raises the bar meaningfully."

David Chen, recent MBA graduate and job seeker: "It feels like moving goalposts. We spend years learning classic case frameworks, and now we have to debug an AI's vague summary in real-time? The lack of transparency on how we're evaluated by these bots is frustrating."

Priya Sharma, HR Director at a tech firm: "The consulting firms are leading a trend we'll see everywhere. It's less about finding 'the right answer' and more about assessing cognitive agility and critical thinking in a tech-saturated environment."

Marcus Thorne, veteran consultant and podcast host (sharper tone): "It's a gimmick masking a deeper issue. These firms are automating the interview because they've automated so much of the *job*. They're hiring for skills to manage the very AI that's hollowing out traditional analysis. Don't call it innovation—call it adaptation to self-disruption."

Reporting contributed by industry analysts. For insights on how AI is reshaping professional services, contact our editorial desk.