1:1 Career & Interview Coaching

Make your next career move with people who’ve sat on the hiring side.

Personalized coaching from career strategy and positioning through applications, interviews, offer negotiation and your first months in the role.

  • 300+Candidates coached
  • 200+Official interviews conducted
  • 34Candidate nationalities

From deciding your next move to succeeding once you make it.

Our coaches

Where our coaches have worked.

Masar is run by its two founders. This is where they have actually worked — not a client list.

  • Oliver WymanOliver Wyman
  • Strategy&Strategy&
  • Booz Allen HamiltonBooz Allen Hamilton
  • AmazonAmazon
  • FeverFever

The Masar Journey

Six stages, one strategy.

Every career move follows the same fundamental journey, but the details are different. A consulting interview isn’t an Amazon interview, and an experienced strategy hire shouldn’t position themselves like a graduate candidate.

Masar uses one six-stage methodology while tailoring the advice, materials and preparation to the opportunities you’re pursuing. Work through all six, or come in at the stage where you actually need help.

Discover
Know where to aim.
Position
Make your value obvious.
Apply
Turn applications into a campaign.
Interview
Perform when it matters.
Land
Evaluate and negotiate the offer.
Progress
Succeed once you’re in.

Candidate outcomes

Where our candidates have landed.

Offers and roles secured by candidates we have coached. Separate, deliberately, from where our coaches have worked.

  • McKinsey & CompanyMcKinsey & Company
  • BCGBCG
  • Bain & CompanyBain & Company
  • Strategy&Strategy&
  • Oliver WymanOliver Wyman
  • Roland BergerRoland Berger
  • Arthur D. LittleArthur D. Little
  • AlixPartnersAlixPartners
  • MSE, a Kearney companyMSE, a Kearney company
  • PwCPwC
  • DeloitteDeloitte
  • EYEY
  • KPMGKPMG
  • CapgeminiCapgemini
  • WhiteshieldWhiteshield
  • Maven InsightsMaven Insights
  • AmazonAmazon
  • Warner Bros
  • FeverFever

Company names and trademarks are used solely to describe the recruiting processes Masar helps candidates prepare for. Masar Coaching is not affiliated with, endorsed by, or partnered with any of them.

What candidates say

Real people. Real progress.

Different backgrounds. Different goals. One thing in common: practical support tailored to each candidate’s journey.

Rafael
Consulting Candidate · Venezuela

“Masar helped me bring much more structure to my preparation. The feedback was direct, practical, and tailored to where I needed to improve — not just generic interview advice.”

Abdulaziz
Consulting Candidate · Saudi Arabia

“The sessions gave me a much clearer understanding of what interviewers were actually looking for. I left each session knowing exactly what to improve and how to work on it.”

Maria
Technology Candidate · Italy

“What I appreciated most was the human side of the coaching. I felt supported throughout the process, while still being challenged to raise the quality of my preparation.”

Joseph
Consulting Candidate · Lebanon

“The coaching helped me sharpen both my answers and the way I presented myself. The difference between my first and later mock interviews was very clear.”

Michelle
Technology Candidate · Canada

“I came in needing clarity on how to position my experience. Masar helped me build a stronger story and approach applications with much more confidence.”

Rebecca
Consulting Candidate · UK

“The sessions felt very close to the real interview experience. The feedback was specific, challenging, and exactly what I needed to improve quickly.”

Candidates are identified by first name only for privacy.

Why Masar

Why candidates choose Masar.

Hiring-side perspective

Advice shaped by people who have assessed candidates professionally — not by generic career-coaching frameworks.

GCC depth, global experience

Especially strong for candidates entering Saudi, UAE and wider Middle East recruiting — with candidates coached from 34 nationalities.

Support beyond the interview

From deciding where to apply through negotiation and your first 90 days in the role.

Every live session is founder-led. No junior coaches.

Our team

Led by two founders who’ve hired for these roles.

Hani Abi Khalil
Hani Abi Khalil
Strategy & Management Consulting
Oliver WymanStrategy&
  • Former Oliver Wyman interviewer
  • 200+ official interviews conducted
  • 300+ candidates coached
  • Previously Strategy& and Booz Allen Hamilton
  • Middle East consulting experience
  • MBA, INSEAD
LinkedIn
Yasmin Wehbe
Yasmin Wehbe
Amazon · Strategy & Business Roles
Strategy&Amazon
  • Senior Manager at Fever
  • Previously Manager at Strategy& Middle East
  • MBA intern at Amazon UK
  • Coaches candidates into Amazon and tech roles
  • MBA, London Business School
LinkedIn

Questions

Before you book.

Who will coach me?

You work directly with one of the two founders — there are no junior coaches. Hani leads consulting; Yasmin leads Amazon and strategy and business roles. If you have a preference, say so on the intro call and we’ll match you accordingly.

What happens during the free call?

Twenty minutes, no charge and no obligation. You explain where you are and what you’re targeting; we tell you which stage to start with, or tell you honestly if we’re not the right help.

Can you help if my interview is soon?

Usually yes, and it’s one of the most common reasons people come to us. We’ll focus on the highest-leverage gaps rather than trying to cover everything.

Can I book only one service?

Yes. Every stage stands on its own, and most candidates combine two or three. If you want the whole transition handled as one engagement, that’s the Full Journey.

Do you guarantee offers?

No, and you should be cautious of anyone who does. We have no role in any employer’s hiring decision. What we improve is how well prepared and well positioned you are when it’s made.

What happens after I book?

You’ll get a confirmation with the session link and a short note asking for what we need in advance — usually your CV, the roles you’re targeting and any job descriptions or interview invitations.

Tell us where you are. We’ll help you find the next step.

Start with a free 20-minute intro call — no obligation to continue.

Services

Book the whole journey, or any single stage.

One six-stage methodology, tailored to the roles, firms and interview process you’re actually targeting.

At a glance

Find the service that matches what you need.

ServiceProblem it solvesFormatPrice
DiscoverDecide where to aim60-min 1:1$50
Position · Live sessionImprove CV & positioning60-min 1:1 + CV & LinkedIn review$50
Position · CV ReviewImprove CV & positioning, no meeting requiredRecorded expert video review, within 48h$50
ApplyNetworking & applications1:1 + templates$50
InterviewPrepare for interviews45-min mock + detailed feedback$150
LandNegotiate an offer1:1$50
ProgressFirst 90 days / progression1:1, or 30- and 90-day supportfrom $50

Prices in USD. Select a service to see exactly what’s included.

Single stages

Or come in exactly where you need help.

Every stage stands on its own, and each is adapted to your target — the tailoring block shows only what actually changes.

01

Discover

Career Strategy

Know where to aim.

See what’s includedHide details →
Best for

Anyone weighing a move who can’t yet name the specific roles, firms and level they should be targeting.

What we’ll work on
  • Applying broadly and hoping something lands, while the roles that genuinely fit go unnoticed.
  • Direction-setting on roles, firms and level
  • Strengths and gaps against your target
  • A realistic timeline against live recruiting cycles
What you’ll leave with

A prioritized target list of roles and firms, and a written plan to reach them.

Format

60-minute 1:1 session

Tailored to your target

ConsultingFirm tier and practice targeting, and where you realistically enter
AmazonLevel and org fit, and which teams match your background
Strategy & Business RolesWhich functions your experience actually converts into
$50 Book →
02

Position

CV & Professional Positioning

Make your value obvious.

See what’s includedHide details →
Best for

Candidates ready to apply whose CV and LinkedIn don’t yet reflect their strongest case.

What we’ll work on
  • A CV that buries your impact and a profile that never gets surfaced in a recruiter search.
  • Line-by-line advice on rebuilding your CV around evidence and impact
  • LinkedIn feedback based on how recruiters actually search
  • Your positioning narrative and introduction
What you’ll leave with

A CV and LinkedIn profile that make the same argument, ready to send.

Format

Two options. Live session: one 60-minute positioning session, annotated feedback on your CV and LinkedIn, and one review of your revised versions — you make the edits; we advise and review. CV Review: expert feedback with no meeting required — a recorded 10–15 minute video review, annotated CV, scorecard and five priority fixes within 48 hours.

Tailored to your target

ConsultingImpact-led consulting CV and a clear “why consulting” narrative
AmazonRole-fit positioning and evidence mapped to the bar
Strategy & Business RolesFunction-specific positioning and professional narrative

Position — Live Session

60-min 1:1 + annotated CV & LinkedIn feedback + one review of your revisions

$50Book →

Position — CV Review

Expert feedback, no meeting required: recorded video review, annotated CV, scorecard and five priority fixes in 48h

$50See details →
03

Apply

Application & Networking Strategy

Turn applications into a campaign.

See what’s includedHide details →
Best for

Candidates who know their target but are applying ad hoc, with networking that feels awkward or transactional.

What we’ll work on
  • Effort spread thinly across too many applications, with no referral route into any of them.
  • A prioritized application plan
  • Networking and referral strategy
  • Outreach and follow-up templates you keep
What you’ll leave with

A live application pipeline and an outreach approach you’re comfortable using.

Format

1:1 session, plus templates you keep

Tailored to your target

ConsultingReferral routes, alumni networks and cycle timing
AmazonRecruiter and hiring-manager outreach, internal referrals
Strategy & Business RolesTargeted outreach across a fragmented, less structured market
$50 Book →
04

Interview

Interview Preparation

Perform when it matters.

See what’s includedHide details →
Best for

Candidates with interviews booked or expected, who want to walk in rehearsed rather than hopeful.

What we’ll work on
  • Generic preparation that doesn’t match the specific process in front of you.
  • Realistic mock interviews under conditions
  • Direct, specific feedback after each round
  • Format-specific drills for the process you face
What you’ll leave with

Rehearsed answers, a sharper structure, and a specific improvement plan between rounds.

Format

45-minute realistic mock interview in the format you’ll face, followed by detailed feedback

Tailored to your target

ConsultingCase interviews plus fit and behavioral rounds
AmazonLeadership Principles, STAR stories and the interview loop
Strategy & Business RolesRole-specific competency and behavioral interviews
$150 Book →

4-session package: $450 — save $150 (25% off booking individually).

05

Land

Offer Evaluation & Negotiation

Evaluate and negotiate the offer.

See what’s includedHide details →
Best for

Candidates holding an offer, or expecting one shortly.

What we’ll work on
  • Accepting or negotiating without knowing what is actually reasonable to ask for.
  • Offer review and benchmarking
  • Negotiation strategy and scripts
  • A rehearsal of the actual conversation
What you’ll leave with

A negotiation plan you are prepared to actually use — including Gulf-specific structures like allowances and gratuity.

Format

1:1 session, typically one focused conversation

Tailored to your target

ConsultingLevel, sign-on and start-date negotiation
AmazonLevel, equity vesting and total-compensation structure
Strategy & Business RolesBase, bonus structure and scope of the role
$50 Book →
06

Progress

Career Progression / First 90 Days

Succeed once you’re in.

See what’s includedHide details →
Best for

Candidates who have accepted a role, and professionals who want an experienced sounding board without job-hunting.

What we’ll work on
  • No structured support once you are in the role, at exactly the point first impressions are formed.
  • First-90-days plan
  • Manager and stakeholder navigation
  • Optional 30- or 90-day support once you start
What you’ll leave with

A steady sounding board as you settle in and build a case for what comes next.

Format

Single 60-minute session, 30-Day Support, or First 90 Days — see options below

Progress — Single Session

1 × 60-minute 1:1 session

$50Book →

Progress — 30-Day Support

2 calls + async check-ins across your first month

$150Book →

Progress — First 90 Days

4 calls across 90 days + a written 30-60-90 plan + async check-ins

$350Book →

Not sure where to start? The free intro call is the fastest way to find out, and it costs nothing.

Work at your own pace

More self-serve products, coming soon.

Masar CV Review is live today. We’re building more asynchronous and self-serve products on the same model, so more of your prep can happen on your own schedule.

Coming soon

AI Interview Training

Practise whenever you have an hour.

Work through case and behavioral questions on your own schedule, with structured feedback on your answers — then bring the hard parts to a live mock.

Coming soon

Guides & Templates

The same materials we use in sessions.

CV templates, outreach scripts, a STAR story builder and negotiation scripts, ready to work through on your own.

Tailoring

Same journey, different process.

We coach candidates into strategy and management consulting, into Amazon, and into strategy and business roles more broadly. The stages don’t change — the preparation inside them does.

Company names and trademarks are used solely to describe the recruiting processes Masar helps candidates prepare for. Masar Coaching is not affiliated with, endorsed by, or partnered with any of them.

Still deciding which stage you need?

Twenty minutes, no charge, no obligation.

How It Works

One journey. Tailored to your target.

Masar uses a single six-stage methodology, adapted to the roles, firms and interview processes you’re pursuing.

Why it works as one process

The stages are connected, so the advice should be too.

Positioning affects applications. Applications affect which interviews you get. Interview performance affects the offer. And the right offer is only worth having if you then succeed in the role.

Treated separately, those steps pull in different directions — a CV that argues one thing, an interview answer that argues another. Treated as one journey, each stage reinforces the last.

The Masar Journey

Six stages, start to finish.

01

Discover

Career Strategy

Know where to aim.

Most unsuccessful searches fail here, not at the interview. Before writing a single application you need a clear view of which roles, firms and levels genuinely fit your experience and your timeline. We narrow a vague ambition into a specific, reachable target list.

02

Position

CV & Professional Positioning

Make your value obvious.

Your CV, LinkedIn and the way you introduce yourself should all argue the same case. When they don't, screeners have to work out your story for themselves — and usually don't. We rebuild your materials around one consistent, evidence-led narrative.

Two ways to work on it: a live 60-minute session, or Masar CV Review — expert feedback, no meeting required, delivered as a recorded video review of your CV.

03

Apply

Application & Networking Strategy

Turn applications into a campaign.

Applications work far better as a campaign than as a series of one-off submissions. That means sequencing firms deliberately, warming up routes in before applying cold, and knowing who to speak to and what to say. We build the plan and the outreach you'll actually use.

04

Interview

Interview Preparation

Perform when it matters.

Interviews reward rehearsed structure far more than raw talent. The format you're facing decides what to practise — a consulting case, an Amazon loop and a competency panel reward different preparation. We run realistic mocks and give direct feedback between rounds.

05

Land

Offer Evaluation & Negotiation

Evaluate and negotiate the offer.

An offer is a negotiation, not an announcement, and most candidates leave value on the table simply by not asking. We benchmark what's in front of you, decide what is genuinely worth negotiating, and rehearse the conversation before you have it.

06

Progress

Career Progression / First 90 Days

Succeed once you’re in.

The offer isn't the finish line — the first ninety days decide how the role actually goes. We work on onboarding, early visibility, and the manager and stakeholder relationships that shape your progression from here.

Need support at one specific stage? Every stage of the Masar Journey can be accessed individually.

About

A career is a journey. You shouldn’t have to navigate it alone.

The right career move can change your trajectory. But knowing where to go, how to position yourself, and how to perform when the opportunity comes isn’t always straightforward. That’s why we created Masar.

Why Masar exists

Talent alone isn’t always enough.

Great candidates miss opportunities because they lack the right guidance, don’t know how to navigate the process, or simply haven’t had access to people who have done it before. We believe high-quality career guidance should be practical, personal and accessible — helping people make better decisions and perform at their best when it matters.

Meaning of Masar

More than interview coaching.

Masar (مسار) means “path” or “journey” in Arabic. Because a career isn’t one interview or one job offer — it’s a series of decisions: choosing a direction, positioning yourself, finding the right opportunities, preparing for them, making the right move, and continuing to grow once you’re there. We support you across that journey.

How we’re different

How we help.

We combine real industry experience, structured coaching and honest feedback to give you advice that’s specific to you — not generic templates or one-size-fits-all answers.

Whether you’re deciding your next move, applying, preparing for interviews, negotiating an offer, or navigating your first months in a new role, we focus on giving you the tools and judgment to move forward with confidence.

We coach through one six-stage journey, tailored to your target. Our areas of expertise are management consulting, Amazon, and strategy and business roles — where our coaches bring first-hand experience of the industries and their recruitment processes.

Our founders

Built by people who’ve been through it.

Masar was founded by professionals who have sat on both sides of the table — as candidates going through competitive recruitment processes, and as professionals interviewing, assessing and mentoring others. We created the kind of support we would have wanted ourselves: experienced, candid, and genuinely invested in the person behind the application.

Hani Abi Khalil
Hani Abi Khalil
CONSULTING

Leads our consulting expertise. A former Oliver Wyman interviewer who conducted 200+ official interviews for the firm, Hani has coached 300+ candidates and continues to mentor many of them after they join.

    Experience
  • Former Associate Manager and official interviewer, Oliver Wyman (200+ interviews conducted)
  • Strategy& and Booz Allen Hamilton — management consulting
  • Education
  • MBA, INSEAD (Singapore & France)
  • BSc Economics, Saint Joseph University of Beirut
  • Executive education, London School of Economics
  • Financial Modeling & Valuation Analyst, Corporate Finance Institute
View Hani’s LinkedIn
Yasmin Wehbe
Yasmin Wehbe
AMAZON · STRATEGY & BUSINESS ROLES

Leads our Amazon and strategy & business roles expertise. Yasmin went through Amazon’s own interview process as an MBA candidate and has since coached many candidates into Amazon and other tech firms, alongside a consulting and commercial strategy career.

    Experience
  • Senior Manager, Market Strategy & Partnerships — Fever
  • Manager — Strategy& Middle East
  • MBA Launch Intern — Amazon UK
  • Education
  • MBA, London Business School
  • BEng Computer & Communications Engineering, American University of Beirut
View Yasmin’s LinkedIn

Giving back

Giving back.

UNESCO

Masar was built around the idea that access to the right guidance can change someone’s trajectory. As we grow, we want that impact to extend beyond the people we coach directly. As Masar grows, we intend to donate a portion of our profits to UNESCO to help fund education in Lebanon. This is a contribution we intend to make, not a partnership, endorsement or affiliation with UNESCO — details of the programme, including how and when donations are made, will be published here once it is formalized.

Your journey can help support someone else’s.

Your career. Your Masar.

Wherever you are in your journey, we’ll meet you there.

Resources

Free guides for consulting, Amazon and business-role recruiting.

Practical guides on consulting, GCC, Amazon and career-strategy recruiting, written from the hiring side. No sign-up required.

Guide library

Read today.

Consulting

How to write a consulting CV for MBB and Tier 2 firms6 min read

Most consulting CVs read as a list of duties. The ones that get interviews read as a list of results: what changed because you were there. A screener at a strategy firm is usually spending well under a minute on your CV, and they are asking one question — is there enough evidence here to justify thirty minutes in a room?

What screeners look for

  • Impact — measurable outcomes, not responsibilities.
  • Problem-solving — evidence you have worked through ambiguous, analytical problems.
  • Leadership — moments where you moved people, not just tasks.
  • Academic and professional signal — grades, test scores, awards and employers, stated plainly.

Write every bullet the same way

Lead with the outcome, then show how you got there. “Reduced onboarding time by 30% by redesigning the handover process across three teams” beats “Responsible for onboarding process improvement.” For every line, ask “so what?” — if the answer is nothing measurable, either quantify it or cut it.

Format rules that matter

  • One page for anyone under roughly ten years of experience.
  • Clean, conventional layout — no photos, graphics, skill bars or columns that break when a recruiter’s system parses them.
  • Education at the top if you are a student or recent graduate; experience first once you have a few years behind you.
  • A short “additional” section for languages, notable achievements and genuine interests — Arabic and other languages are real assets for GCC offices, so list them with your level.

MBB vs Tier 2

The CV standard is essentially the same. What changes is your target list and how much the CV has to carry: at the most selective firms, a referral and a very clean CV together get you into the process; at Tier 2 and boutique firms, relevant sector or functional experience can weigh more heavily, so make it visible near the top.

Want a line-by-line read of yours? Masar CV Review or Position coaching.

Consulting case interview preparation plan7 min read

Case interviews reward structured thinking under pressure, and that is a skill built through repetition, not reading. The mistake most candidates make is spending weeks on books and frameworks and very little time actually solving cases out loud with feedback.

Phase 1 — Foundations (first 1–2 weeks)

  • Learn how a case unfolds: clarifying the objective, building a structure, analyzing data, and landing a recommendation.
  • Practise mental math daily — percentages, growth rates, large-number multiplication — until it stops being a source of stress.
  • Read a handful of solved cases to see what a good answer sounds like, then stop reading.

Phase 2 — Volume with a partner (next 3–4 weeks)

  • Aim for regular live cases, alternating between being the candidate and the interviewer — giving cases teaches you what interviewers are listening for.
  • Build your own structures for each case rather than reusing a memorized framework. Interviewers notice the difference immediately.
  • Keep a log of recurring mistakes and work on one at a time.

Phase 3 — Pressure-testing (final 1–2 weeks)

  • Do full mock interviews with people who have interviewed for real, in the format your target firm uses (interviewer-led or candidate-led).
  • Practise the synthesis: a crisp, top-down recommendation with next steps, delivered in under a minute.
  • Prepare your fit stories in parallel — many candidates lose offers on fit after passing the case.

How you know you are ready

You can structure an unfamiliar problem in a couple of minutes, handle a data exhibit without freezing, do the math out loud without losing the thread, and finish with a clear answer. If one of those still breaks under pressure, that is where your remaining time should go.

Want a realistic mock with feedback? See Interview coaching.

Fit interview questions and how to structure answers5 min read

Fit interviews are not the soft part of the process. Firms use them to decide whether they would put you in front of a client and whether a team would want to work with you at 11pm. A strong case with a weak fit round rarely becomes an offer.

The questions you will almost certainly get

  • Walk me through your CV / tell me about yourself.
  • Why consulting? Why this firm?
  • Tell me about a time you led a team or influenced without authority.
  • Tell me about a time you faced a significant challenge or failure.
  • Tell me about an achievement you are proud of.

A structure that works

Use a simple story arc — situation, what you specifically did, the result, and what you learned. Spend most of the time on your actions, and keep the setup short. A good answer is usually two to three minutes, told with enough detail that the interviewer can picture it.

“Why consulting” and “why this firm”

Generic answers (“steep learning curve, variety of industries”) are true for everyone and therefore say nothing about you. Anchor your answer in your own experience — a moment where you enjoyed the kind of work consultants do — and support “why this firm” with specifics from people you have spoken to there.

Prepare for the follow-ups

Experienced interviewers dig: “What would you do differently?” “What did your manager think?” “What was your specific contribution?” If your story only survives the first telling, it is not ready.

Building your story bank is the same exercise for consulting and Amazon — see How to build a STAR story bank.

Experienced-hire consulting recruiting in the GCC6 min read

Experienced-hire recruiting runs very differently from graduate recruiting. There is usually no fixed annual cycle and no on-campus process — firms hire when they need people, often for specific practices or client work. That makes it more flexible, and much more dependent on how well you are positioned and connected.

How the process usually works

  • Roles are filled through referrals, direct applications, and specialist headhunters, often in parallel.
  • Firms typically hire into a practice or sector, so your target should be specific: a firm and a practice where your background is directly relevant.
  • Interviews still include cases, but expect more questions about your sector knowledge and how you would add value on day one.

Positioning your experience

The question behind every experienced-hire interview is “what do you bring that we can’t easily train?” Translate your experience into consulting language: problems solved, stakeholders managed, decisions influenced, and measurable impact. Sector depth — energy, government, financial services, healthcare and others — is often your strongest card.

Level matters as much as the offer

Entry level is one of the most consequential and most negotiable outcomes of experienced-hire recruiting. Understand how your years of experience and seniority map to the firm’s levels before you interview, not after you receive an offer.

GCC-specific considerations

  • Regional experience and relationships are valued; say clearly where you have worked and with whom.
  • Arabic language ability can matter for public-sector-heavy practices — state your level honestly.
  • Nationalization priorities in some markets can affect which roles are open to which candidates; ask early rather than assume.

Not sure which practice or level to target? Start with Discover.

GCC recruiting

How consulting recruiting works in Saudi Arabia6 min read

Saudi Arabia has become one of the most active consulting markets in the region, with large transformation programmes across government and the private sector creating sustained demand for consultants. For candidates, that means real opportunity — and a recruiting process with its own specifics.

Who is hiring

Strategy firms, Big Four and advisory firms, and boutique consultancies all have a presence in Riyadh, and many work heavily with public-sector clients. Increasingly, candidates also move between consulting and in-house strategy roles at large Saudi organizations.

How candidates enter

  • Graduates — through university recruiting, internships and scholarship-linked pathways, as well as direct applications.
  • Experienced hires — through referrals, direct applications and headhunters, often for specific practices.
  • Returning Saudis — students abroad frequently recruit into Saudi offices through international campus events and networks.

What is different

  • Nationalization priorities mean some roles are specifically aimed at Saudi nationals; others are open more broadly. Understand which applies before you invest time.
  • Arabic fluency is often an advantage, particularly for public-sector work.
  • Interview formats follow each firm’s global standard — cases and fit — so preparation quality matters as much as in any other office.

What to do next

Build a realistic target list across firm tiers, identify two or three people at each firm to speak to, and start case preparation earlier than you think you need to.

Map your target list with Discover, or read Dubai vs Riyadh consulting recruiting.

Dubai vs Riyadh consulting recruiting5 min read

Many candidates treat “the GCC” as one market. In practice, Dubai and Riyadh offices often recruit differently, serve different client mixes, and suit different profiles. Choosing deliberately — or applying to both with a clear rationale — is part of a good strategy.

Dubai

  • Often acts as a regional hub, with teams working across multiple GCC countries.
  • A highly international talent pool, which means strong competition from candidates worldwide.
  • A broader mix of private-sector clients alongside government work.

Riyadh

  • Significant demand driven by large-scale transformation work, with a heavier weight of public-sector and government-related clients.
  • Nationalization priorities shape hiring, which can make it a particularly strong option for Saudi candidates.
  • Arabic ability and local context are frequently valued in client-facing work.

How to choose

Ask three questions: Where is my network strongest? Which client work genuinely interests me? Where does my profile — nationality, languages, sector experience — give me a natural advantage? Then speak to consultants in each office; the differences in day-to-day work are best heard first-hand.

Applying to both

Some firms let you state an office preference or apply to more than one; others route you through a single process. Check each firm’s rules, and make sure your “why this office” answer is specific and consistent with your application.

Unsure which office fits? Talk it through on a free intro call.

Networking for GCC consulting roles5 min read

In GCC consulting recruiting, relationships carry real weight. A thoughtful conversation with the right person can shape whether your application is noticed. But networking only works when it doesn’t feel transactional — to them or to you.

Who to talk to

  • Alumni from your university or former employers now at your target firms.
  • Consultants one or two levels above your entry point — close enough to remember recruiting, senior enough to be heard.
  • People in the specific office you are targeting, not just the firm globally.

How to reach out

Lead with a specific question you couldn’t answer by searching, not a request for a referral. Keep the first message short: who you are, why them specifically, and a request for a brief conversation. People respond to curiosity about their actual experience, not to being used as a means to an application.

In the conversation

  • Prepare three or four real questions about their work, their office and what they wish they had known.
  • Have a crisp one-minute version of your own story ready.
  • Ask, near the end, whether there is anyone else they think you should speak to.

After

Thank them the same day. Follow up once with something useful — an update on your application, or something relevant they mentioned — and let the relationship, not the ask, decide what happens next. If a referral comes, it will be because they are confident in you.

Want a structured outreach plan and templates? See Apply.

How to return to the GCC after studying abroad5 min read

Studying abroad gives you a strong profile — and a practical problem. You are recruiting for a market you are not physically in, often on a different timeline from the one your university runs on.

Start earlier than your classmates

GCC recruiting timelines don’t always match your university’s campus cycle. Find out when your target firms’ regional offices recruit, and work backwards from there.

Use the channels built for you

  • International recruiting events and firm presentations aimed at GCC students abroad.
  • Scholarship and sponsorship networks, where relevant.
  • Alumni from your university already working in GCC offices — often the most responsive contacts you have.

Make the case for coming back

Interviewers want to know you genuinely intend to build your career in the region. Your “why this office” answer should be specific: family, long-term plans, the kind of work happening locally, and what you bring from your time abroad.

Handle the logistics

  • Interviews may be virtual or require travel — ask early and plan around exams.
  • Be clear on your graduation date, availability and any visa or sponsorship questions relevant to your nationality.
  • Keep your CV in a format that works for regional recruiters: clean, one page, with languages listed.

Recruiting from abroad? Start with Discover to map realistic targets.

Amazon

Amazon Leadership Principles interview guide7 min read

Amazon interviews are built around its Leadership Principles. Almost every question is designed to test one or more of them, and each interviewer in the loop is usually assigned specific principles to probe. If you understand that, the process becomes far more predictable.

How the loop works

After initial screening, candidates typically go through a series of interviews with different interviewers, often including a “bar raiser” from outside the hiring team whose role is to keep the hiring standard high. Each interviewer asks behavioral questions and writes detailed feedback afterwards.

What interviewers are listening for

  • Specific examples — real situations, not hypotheticals or general statements.
  • Your individual contribution — say “I” where you did the work; interviewers will ask what you did personally.
  • Data — numbers, trade-offs and measurable outcomes.
  • Depth — expect several follow-up questions on the same story.

How to prepare

  • Read the Leadership Principles on Amazon’s own careers pages and note what each one means in practice for your target role.
  • Build a bank of stories, with at least two for each principle you are most likely to be tested on.
  • Practise telling each story in STAR format, then practise handling three or four follow-ups on it.
  • Include stories about failure and disagreement — they are asked for, and avoiding them is noticed.

Common mistakes

Using “we” throughout, telling stories without a clear result, reusing the same story for every principle, and choosing examples that are too small for the level you are applying at.

Practise the loop with feedback: Interview coaching, or read the Amazon track.

How to build a STAR story bank5 min read

A story bank is a set of prepared examples from your experience that you can adapt to almost any behavioral question. It is the single most useful piece of interview preparation for Amazon, consulting fit rounds, and most business-role interviews.

Step 1 — List your raw material

Write down 12–15 moments from your work, studies and life: projects, launches, conflicts, failures, times you led, times you changed someone’s mind, times you delivered under pressure.

Step 2 — Write each one in STAR

  • Situation — the context, in two sentences.
  • Task — what you were responsible for.
  • Action — what you specifically did. This should be most of the story.
  • Result — the outcome, quantified wherever possible, and what you learned.

Step 3 — Map stories to themes

Build a simple grid: stories down one side, themes (leadership, ownership, conflict, failure, customer focus, analytical thinking, delivering results) across the top. Mark which stories can answer which themes. Aim for at least two strong stories per theme, so you never have to repeat yourself in a single interview loop.

Step 4 — Stress-test them

Tell each story out loud, then have someone ask “why?”, “what would you do differently?” and “what was your specific role?” If the story holds up, keep it. If it falls apart, replace it.

Want your stories pressure-tested by someone who has interviewed? See Interview coaching.

Career strategy

Should you move from Big Four to strategy consulting?5 min read

It is one of the most common moves we coach, and one of the most misunderstood. Big Four and advisory experience is valuable, but strategy firms test for something specific, and the transition works best when you understand the gap before you apply.

Reasons it can be the right move

  • You want to work on top-management questions — growth, portfolio, operating model — rather than implementation or technical advisory.
  • You enjoy structured problem-solving and want more of it.
  • You are open to the pace and ambiguity that comes with it.

Reasons to pause

  • You are mainly motivated by title or pay — the day-to-day is different enough that this rarely sustains you.
  • You would need to re-enter at a lower level and haven’t thought through whether that trade-off is worth it.
  • Your strongest path might actually be a strategy role within your current firm or an in-house strategy team.

The real gap

For most advisory candidates, the gap is not experience — it is case method. Strategy interviews reward top-down structuring, hypothesis-driven thinking and clear synthesis, which is different from how many advisory projects are run. Your CV needs reframing too: from deliverables and workstreams to problems solved and decisions influenced.

How to decide

Speak to two or three people who made the move, be honest about why you want it, and understand the level you would realistically enter at. Then decide.

Weighing the move? Start with Discover.

Your first 90 days in consulting5 min read

First impressions in consulting are formed fast, and they follow you from project to project. The first 90 days are less about brilliance than about becoming someone a manager can rely on.

Days 1–30: learn how the team works

  • Understand what your manager expects: how they want updates, how often, and in what format.
  • Master the basics — firm templates, slide standards, the tools the team uses.
  • Ask good questions early, and write down the answers so you don’t ask twice.

Days 31–60: own something

  • Take full ownership of a piece of analysis or a workstream, however small.
  • Check your work before you send it — accuracy builds trust faster than speed.
  • Ask for feedback directly, and act on it visibly.

Days 61–90: build your reputation

  • Start anticipating what your manager will need next, not just what they asked for.
  • Build relationships beyond your project — with peers, other managers and your staffing team.
  • Think about what you want your next project to be, and let the right people know.

What gets people into trouble

Surprises. Missing a deadline is survivable; missing it without warning is not. Flag risks early and bring a proposed solution when you do.

Want a sounding board for your first months? See Progress.

How to negotiate a GCC offer6 min read

GCC offers are structured differently from many other markets, and candidates who evaluate them only on headline salary often miss what actually matters. Before you negotiate, understand what you have been offered.

Know the structure

  • Basic salary — often only part of the monthly package, and frequently the figure end-of-service benefits are calculated on.
  • Allowances — housing and transport are common; some packages also include education or other allowances.
  • End-of-service gratuity — a payment on leaving, typically linked to basic salary and years of service. A package weighted heavily towards allowances can mean a smaller gratuity.
  • Other terms — annual flights, medical cover for dependants, relocation support, bonus structure, notice period and probation.

Three questions to answer before you negotiate

First: what does this offer look like against the market for this role, level and location — not against your last salary? Second: what matters more to you right now, cash or the things around it (title, scope, start date, relocation support)? Third: what’s your actual walk-away point, decided before the call, not during it? Negotiating without answers to these three is negotiating on the other side’s terms.

How to negotiate

  • Express genuine enthusiasm for the role first.
  • Make one clear, reasoned request rather than a list of small ones.
  • Anchor on market data and your specific value, not personal need.
  • If base salary is fixed, ask about level, sign-on, allowances, start date or review timing.

Get the final terms in writing, and read the contract carefully before you sign.

Holding an offer? Land covers review, benchmarking and a rehearsal of the conversation.

FAQ

Everything else, answered.

Are you a recruitment agency?

No. We don’t place candidates into jobs and we have no relationship with any employer. We make you significantly more effective at navigating the market yourself.

Who will coach me, and can I choose?

You work directly with one of the two founders — there are no junior coaches. Hani leads consulting; Yasmin leads Amazon and strategy and business roles. If you have a preference, say so on the intro call and we’ll match you accordingly.

How long are sessions?

Most sessions run 60 minutes. Interview coaching is a 45-minute realistic mock interview followed by detailed feedback.

What happens during the free intro call?

Twenty minutes, no charge and no obligation. You explain where you are and what you’re targeting; we tell you which stage to start with, or tell you honestly if we’re not the right help.

Can I book individual stages, or combine them?

Both. Every stage can be booked on its own, and most candidates combine two or three. If you want the whole transition handled as one engagement, that’s the Full Journey.

What happens after I book?

You’ll get a confirmation with the session link and a short note asking for what we need in advance — usually your CV, the roles you’re targeting and any job descriptions or interview invitations.

My interview is next week. Can you still help?

Usually yes, and it’s one of the most common reasons people come to us. We’ll focus on the highest-leverage gaps rather than trying to cover everything.

Do you work with students, or only experienced hires?

Both. We coach students and recent graduates targeting a first role, and experienced professionals moving between firms or into a new function. The positioning advice differs considerably between the two.

How is coaching tailored to consulting, Amazon or other roles?

The six stages stay the same; what changes is the detail inside them. Consulting means case and fit interviews and firm-tier targeting. Amazon means Leadership Principles, STAR stories and the interview loop. Business roles mean function-specific positioning and competency interviews.

What is the difference between an async review and live coaching?

An asynchronous review means you submit your work and receive detailed written and recorded feedback without a meeting — faster and lower cost, like Masar CV Review. Live coaching is for situations where discussion, practice and real-time judgment matter, such as mock interviews or negotiation rehearsal.

Do you guarantee an offer?

No, and you should be cautious of anyone who does. We have no role in any employer’s hiring decision. What we improve is how well prepared and well positioned you are when it’s made.

What is your cancellation and rescheduling policy?

You can reschedule free of charge up to 24 hours before a session. Full terms are on the Cancellation & Refund Policy page.

Can I work with Masar from outside the UAE?

Yes. Coaching is delivered online and our candidates come from 34 nationalities. We schedule across European, Gulf, South Asian and North American time zones; pick any slot that works in the booking calendar and it will be in your local time.

Do you cover coding or technical interview prep?

No. We focus on business and strategy-oriented roles — not software engineering, coding assessments or systems-design interviews.

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Who We Help

Different starting points. One clear path forward.

Every candidate comes to us with a different background, ambition and challenge. Explore some of the profiles we work with, see how Masar supports each journey differently, and find where you’d start.

I am a:
I want to:

Consulting · Fresh graduate · Saudi Arabia

Saudi graduate → strategy consulting

Starting point

A final-year student in Saudi Arabia targeting strategy consulting, with a strong academic record but no prior exposure to case interviews or the recruiting process.

Challenge

Didn’t know which firms to target, how a case interview actually works, or how to make an application stand out without prior internship experience.

How Masar helps

We start at Discover to map realistic firm and office targets, rebuild the CV and LinkedIn at Position, and run structured case and fit practice through Interview until the frameworks become second nature.

What success looks like

Walks into first-round interviews with a clear structure, a case method that holds up under pressure, and a shortlist of firms genuinely worth applying to.

Recommended starting pointCareer Strategy→

Consulting · MBA · Career switcher

MBA student → strategy consulting

Starting point

An MBA student aiming to switch into consulting mid-programme, competing against classmates with prior industry exposure and a compressed recruiting timeline.

Challenge

The MBA recruiting calendar moves fast, and generic case prep wasn’t enough to stand out in a pool of similarly qualified candidates.

How Masar helps

We build a targeted firm list at Discover around the MBA’s specific recruiting cycle, sharpen the resume and cover letter for consulting recruiters at Position, and run intensive case rounds through Interview timed to on-campus deadlines.

What success looks like

Goes into first rounds with a differentiated story and a case approach practiced to the pace the MBA recruiting timeline actually demands.

Recommended starting pointCareer Strategy→

Consulting · Experienced hire · Saudi Arabia

Experienced professional → strategy consulting

Starting point

A mid-career professional outside consulting, several years into a different industry, considering a move into strategy consulting for the first time.

Challenge

Needed to translate non-consulting experience into a credible case for an experienced-hire seat, and had never done a case interview before.

How Masar helps

We reposition the CV and narrative around transferable impact at Position, target the right experienced-hire pathways at Apply, and build case and personal-experience interview fluency from the ground up through Interview.

What success looks like

Enters experienced-hire processes with a story that connects their background to consulting, and case skills built specifically for someone starting later.

Recommended starting pointCV & Professional Positioning→

Consulting · Big Four / advisory · Experienced hire

Big Four consultant → strategy consulting

Starting point

An experienced consultant at a Big Four or advisory firm looking to move up into strategy consulting, already comfortable with client work but new to case-style interviews.

Challenge

Strong on-the-job experience didn’t automatically translate into case interview performance, and the bar at strategy firms was higher than expected.

How Masar helps

We refine how their existing project experience is framed at Position, then focus Interview prep almost entirely on case method and structuring — the specific gap between advisory and strategy interviews.

What success looks like

Moves from strong delivery experience to strong case performance, closing the one gap that was standing between them and a strategy offer.

Recommended starting pointCV & Professional Positioning→

Consulting · International student · GCC

International graduate → GCC consulting

Starting point

A graduate studying abroad, aiming to return to the GCC and break into consulting there, without a home network or visibility into how regional recruiting actually works.

Challenge

Didn’t know which firms hire in the region, how regional recruiting timelines differ from where they studied, or how to build a network from abroad.

How Masar helps

We map the GCC firm landscape and realistic entry points at Discover, build a networking and outreach plan for a market they’re not physically in at Apply, and prepare them for interviews that reflect the regional market.

What success looks like

Builds a genuine pipeline of GCC opportunities and interviews with the market knowledge of someone who never left.

Recommended starting pointCareer Strategy→

Amazon · GCC professional

GCC professional → Amazon

Starting point

A professional based in the GCC targeting a role at Amazon, with strong general interview experience but no exposure to Leadership-Principles-style interviewing.

Challenge

Kept answering competency questions with generic examples, when Amazon’s loop needs specific, structured stories mapped to individual Leadership Principles.

How Masar helps

We build a bank of STAR stories mapped to the Leadership Principles at Interview, and rehearse the loop format — multiple back-to-back interviewers, each probing different principles — until the structure holds under pressure.

What success looks like

Goes into the loop with stories ready for the principles that come up most, and a structure that survives being asked the same question from a different angle.

Recommended starting pointInterview Preparation→

Consulting · Career switcher · GCC

Industry professional → consulting

Starting point

A professional working in industry in the GCC, considering a first move into consulting without any prior exposure to the recruiting process.

Challenge

Needed to understand what consulting recruiting actually involves, position an industry background as an asset rather than a gap, and learn the case method from scratch.

How Masar helps

We build the case for their transition at Position, target firms genuinely open to industry hires at Apply, and run case and interview prep built for someone new to the process at Interview.

What success looks like

Goes from no visibility into consulting recruiting to interviewing with firms that value their industry background.

Recommended starting pointCV & Professional Positioning→

Strategy & tech · Early career

Early-career professional → strategy or tech role

Starting point

Early in their career and deciding between a strategy-adjacent or technology role, without a clear sense of which path fits, or how to position themselves for either.

Challenge

Hadn’t settled on a direction, and the CV, story and prep needed for a strategy role are different from what a tech-focused process expects.

How Masar helps

We start at Discover to clarify which direction actually fits, then tailor Position and Interview prep to the specific process — case-based for strategy, and role-specific competency and behavioral preparation for business-oriented technology roles.

What success looks like

Moves forward with a clear target instead of applying broadly, and prepares for the specific interview format that role actually requires.

Recommended starting pointCareer Strategy→

Consulting · Final round · Interview prep

Strong candidate → consulting offer

Starting point

A strong candidate who has already secured a final-round consulting interview on their own, with limited time before the interview date.

Challenge

Had done well enough to reach the final round, but wanted focused, high-intensity preparation to close it out rather than starting from scratch.

How Masar helps

We go straight to targeted final-round prep at Interview — concentrated case practice, partner-style fit interviews, and feedback focused on the specific gaps standing between them and an offer.

What success looks like

Walks into the final round with the gaps identified and drilled, rather than hoping the earlier rounds are enough to carry them through.

Recommended starting pointInterview Preparation→

300+

Candidates coached

Across consulting, strategy, technology and career transitions.

From students and fresh graduates to experienced professionals and MBA candidates.

These profiles describe typical candidate journeys we coach through, not individual testimonials or specific named candidates. Read what candidates say in their own words on the homepage, or read confirmed outcomes on Success Stories.

Not sure which journey looks most like yours?

Tell us where you are today and where you want to go. We’ll help you identify the right next step.

Success Stories

Where candidates we’ve coached have landed.

Genuine, confirmed candidate outcomes — published only once the candidate involved has approved it. Looking for a candidate profile closer to your own situation instead? See Who We Help.

Candidate outcomes

Offers and roles secured by candidates we have coached.

  • McKinsey & CompanyMcKinsey & Company
  • BCGBCG
  • Bain & CompanyBain & Company
  • Strategy&Strategy&
  • Oliver WymanOliver Wyman
  • Roland BergerRoland Berger
  • Arthur D. LittleArthur D. Little
  • AlixPartnersAlixPartners
  • MSE, a Kearney companyMSE, a Kearney company
  • PwCPwC
  • DeloitteDeloitte
  • EYEY
  • KPMGKPMG
  • CapgeminiCapgemini
  • WhiteshieldWhiteshield
  • Maven InsightsMaven Insights
  • AmazonAmazon
  • Warner Bros
  • FeverFever

Company names and trademarks are used solely to describe the recruiting processes Masar helps candidates prepare for. Masar Coaching is not affiliated with, endorsed by, or partnered with any of them.

By the numbers

What we’ve done so far.

  • 300+Candidates coached
  • 200+Official interviews conducted
  • 34Candidate nationalities

Global reach

Candidates from 34 nationalities.

Our candidates aren't confined to one region — the same approach travels.

GCCEuropeSouth AsiaNorth AmericaLatin AmericaAfrica
+34 candidate nationalities — hover or tap a highlighted country to see it.

Individual stories

Full stories, coming as each one is confirmed.

We write up individual outcome stories with the candidates themselves, and publish each one once they’ve approved it — we don’t publish a story before that. Check back here as more are confirmed, or read candidate quotes in their own words on the homepage.

Tell us where you are.

We’ll help you find the next step.

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Expertise

Coaching for consulting recruiting.

Consulting-specific positioning and preparation for MBB, Strategy&, Oliver Wyman and other strategy and management consulting firms.

What’s different about consulting recruiting.

  • Screening is fast and CV-driven. A consulting recruiter spends seconds deciding whether your experience reads as consulting-relevant, which makes structure and quantified impact matter more than seniority.
  • The case interview is a learnable format. It rewards structured problem-solving and communication under time pressure — both of which improve substantially with rehearsal and direct feedback.
  • Fit interviews carry more weight than candidates expect, particularly at experienced-hire level, where firms are assessing whether you can hold a client room.
  • Cycles are tight and firm-specific. Missing a window often means waiting months, so timing your applications is part of the strategy.

Common mistakes we see

  • A CV written for industry, not consulting — responsibilities instead of quantified impact.
  • Starting case practice two weeks before the first round.
  • Applying to every firm at once, with no referral route into any of them.
  • Treating the fit interview as the easy half of the day.

Where to start

Where candidates usually need the most help

These are stages of the same Masar Journey — adapted to this process, not rebuilt for it.

Company names and trademarks are used solely to describe the recruiting processes Masar helps candidates prepare for. Masar Coaching is not affiliated with, endorsed by, or partnered with any of them.

Expertise

Coaching for Amazon’s interview process.

Preparation adapted to Amazon’s specific hiring and interview process — Leadership Principles, STAR stories and the interview loop.

To be precise about where this expertise comes from: our Amazon coaching is built on going through Amazon’s process first-hand and on coaching candidates through it — not on having served as an Amazon interviewer or Bar Raiser. Masar Coaching is not affiliated with or endorsed by Amazon.

What’s different about Amazon’s process.

  • Interviews are explicitly structured around the Leadership Principles, and interviewers probe for specific evidence rather than general competence.
  • Answers are expected in STAR form, with a strong emphasis on your individual contribution, the data behind the decision and what you would do differently.
  • The loop means several interviewers assess different principles, then compare written evidence afterwards — so consistency across rounds matters as much as any single answer.
  • Level and scope drive the bar. The same story can read as strong or thin depending on the level you’re being assessed against.

Common mistakes we see

  • Stories that describe what the team did rather than what you did.
  • Reusing one story across several Leadership Principles.
  • No data, and no answer for “what would you change?”
  • Preparing for a generic behavioral interview rather than this specific format.

Where to start

Where candidates usually need the most help

These are stages of the same Masar Journey — adapted to this process, not rebuilt for it.

Company names and trademarks are used solely to describe the recruiting processes Masar helps candidates prepare for. Masar Coaching is not affiliated with, endorsed by, or partnered with any of them.

Expertise

Coaching for strategy and business roles.

Role-specific positioning and interview preparation across corporate strategy, strategy and operations, business development, partnerships, program management, commercial roles and product strategy.

What’s different about these roles.

  • The market is fragmented. Unlike consulting, there is no single recruiting cycle or standard process, so targeting and timing are largely yours to construct.
  • Titles are inconsistent between companies. The same work is called strategy, operations, BD or programme management depending on the employer, which makes positioning harder and more important.
  • Interviews tend to be competency-based and role-specific, sometimes with a case or a written exercise, and often with a hiring manager rather than a trained interviewer.
  • Transferability is the whole argument. Most candidates are moving function or industry, so the CV has to do the translation work explicitly.

Common mistakes we see

  • A CV that lists responsibilities and leaves the reader to infer transferability.
  • Searching by job title rather than by the work you actually want to do.
  • Applying cold into a market that runs largely on referrals.
  • Preparing generic answers for a hiring manager with very specific problems in mind.

Where to start

Where candidates usually need the most help

These are stages of the same Masar Journey — adapted to this process, not rebuilt for it.

Company names and trademarks are used solely to describe the recruiting processes Masar helps candidates prepare for. Masar Coaching is not affiliated with, endorsed by, or partnered with any of them.

Position · Masar CV Review

Expert feedback. No meeting required.

Upload your CV and your target role, and get a personalized video review, an annotated CV, a structured scorecard and five priority fixes back — within 48 hours, without booking a live session.

Delivered within 48 hours of submission. Attach your CV when you book — there’s a file-upload field on the booking form.

What you submit

Six things, and nothing to schedule.

  • Your current CV
  • The role you’re targeting
  • Target companies
  • Your experience level
  • Any job descriptions (optional)
  • Specific concerns or questions

What you receive

Four deliverables, within 48 hours.

Personalized video review

A recorded screen walkthrough of roughly 10–15 minutes, where a Masar coach talks through the strengths, the weaknesses and the specific changes to make.

Annotated CV

Comments written directly onto your CV, so every recommendation is anchored to the line it refers to.

Structured scorecard

An assessment across structure, impact, quantification, clarity, positioning, relevance, readability and overall story.

Prioritized action plan

The five changes that will make the biggest difference, in the order to make them.

Example

What you get back.

An illustrative example, built to show the format — not a real candidate’s materials.

Layla Haddad

Dubai, UAE · [email protected] · Arabic (native), English (fluent)

Experience

Senior Analyst, Northwind Advisory 2022–present

  • Responsible for supporting the client team on a cost-reduction programme for a regional retailer1
  • Built a store-level profitability model covering 140 locations, used by the CFO to close 12 underperforming stores
  • Coordinated weekly steering-committee materials and other ad-hoc tasks2

Analyst, Harbor Logistics 2020–2022

  • Redesigned the warehouse handover process across three teams, cutting onboarding time by 30%
  • Worked on various process-improvement projects3

Education

BSc Economics, Example University 2020

Your video review12:40
  1. 1
    Lead with the resultDuty, not impact. What changed because you were there? Lead with the saving you helped deliver.
  2. 2
    Cut the filler“Ad-hoc tasks” uses space without adding evidence. Remove it, or name one task that mattered.
  3. 3
    Be specific“Various projects” is invisible to a screener. Pick the strongest one and quantify it.

Fictional candidate and firms, created to show the format. Your review annotates your own CV line by line, with a recorded walkthrough and the scorecard below.

Consulting CV · Experienced hire · Illustrative example

Structure & formatting7/10
Impact & quantification5/10
Clarity & readability8/10
Positioning & narrative6/10
Relevance to target role6/10
Overall6.5/10

Plus: an annotated copy of this CV with line-by-line comments, and the five changes that would move the overall score the most.

After the review

Want help applying the feedback?

A review tells you what to change. If you’d rather work through the rewrite with a coach — and build the positioning narrative that goes with it — that’s the live Position session.

Free 20-Min Intro Call