A 10-Minute Simulated Client Conversation

Some entry-level McKinsey candidates will take part in a 10-minute conversation with a simulated client as part of the interview process. It is a brief, client-facing exercise, distinct from simply discussing a case with an interviewer. The candidate speaks with someone playing the role of a client, bringing an interpersonal element into the assessment.

The exercise is intended to assess how candidates interact with clients, including their ability to communicate clearly and respond to a client’s concerns. A short conversation can reveal how someone listens, explains ideas and handles questions in a realistic professional exchange. Candidates should therefore expect to engage with the person in the client role, rather than treat the interaction as a presentation or a series of calculations.

Because the conversation lasts only 10 minutes, the format is focused and time-limited. Its inclusion in the process reflects the importance of client interaction in consulting work. However, the exercise applies to some entry-level candidates, not necessarily every candidate, and the source does not provide further details about its precise format or evaluation criteria.

Who Takes Part

The 10-minute simulated client conversation is not a required interview step for every candidate. It applies to some entry-level candidates, so applicants should not assume that everyone pursuing an entry-level role will take part. The source describes the exercise as part of the process for certain candidates rather than a universal requirement.

For those who do take part, the exercise is a simulated conversation with a client. It gives the candidate an opportunity to demonstrate how they handle that kind of interaction in a brief, structured setting. The fact that the conversation is simulated and limited to 10 minutes helps define the exercise, but does not mean it applies to all candidates.

In short, whether a candidate participates depends on whether the interview component applies to them. The source does not say that all entry-level applicants must complete it, or provide further detail about how candidates are selected for the exercise. Candidates can therefore distinguish between the existence of this interview component and a requirement that it be completed by everyone.

How It Fits the Interview Process

The simulated-client conversation is one component of McKinsey’s interview process, not a standalone assessment. It is designed to resemble a brief interaction with a client and gives candidates an opportunity to demonstrate how they communicate and respond in a professional setting.

The conversation takes place during the interview process alongside other interview elements. Its format is deliberately short: the interaction lasts 10 minutes and involves a simulated client. That makes it distinct from other parts of the process, while still contributing to the interviewer’s broader view of the candidate.

Candidates should therefore treat the exercise as a focused opportunity to engage with the client, rather than assume it replaces the other interviews or activities. The source describes the simulated conversation as one part of the process; it does not establish that every candidate will encounter it at the same point or that it is the only assessment of client-facing skills. Understanding its place in the larger process can help candidates keep the exercise in perspective: it matters, but it is only one part of the interview experience.

What the Source Does Not Specify

The source describes a 10-minute simulated client conversation involving a candidate, a member of the hiring team and a customer success manager. It also says the exercise takes place during the interview process. However, it leaves several practical questions unanswered, so readers should avoid assuming that the description covers every detail of how the conversation works.

For example, the source does not explain the conversation’s format. It does not say what scenario the candidate will be given, whether there is a particular structure to follow, or how the exchange is expected to unfold. Nor does it provide evaluation criteria: there is no stated rubric, list of skills being assessed, or explanation of how performance in the exercise affects the hiring decision.

The source also does not specify which candidates are selected to take part. It does not say whether every candidate reaches this stage, whether participation depends on earlier interview results, or when a candidate might be invited. These details are not established in the available description. Anyone seeking a clearer picture of the process would need information beyond what the source provides.