Here's something wild that's been happening right under our noses...

You know those job postings that casually slip in "2+ years management consulting experience preferred"?

Plot twist: That's not an accident.

Tech companies from FAANG giants to hot startups have been quietly building what I call "consultant pipelines" – and honestly, most of us had no idea how strategic this was getting.

I started noticing this pattern when a friend forwarded me a Google job posting last month. GTM Strategy and Operations Associate. The usual tech buzzwords were there, but buried in the requirements: "Management consulting background"

Then I saw another at Meta. Then Amazon. Then three different Series C startups.

Turns out, this isn't random. It's a full-blown recruitment strategy.

Here's what I found digging into this trend:

According to recent hiring data from Built In, tech companies are actively targeting ex-consultants for significantly more roles than they were two years ago.

The biggest growth? Business Operations, Strategy, and Product Management positions.

But here's the kicker – based on analysis from consulting exit opportunity research, a majority of these roles aren't being posted on traditional consulting exit job boards.

They're hiding in plain sight on company websites and tech-specific platforms.

The roles getting the most ex-consultant love:

And the companies? Everyone from established tech giants to startups that just figured out they need someone who can actually organize chaos into actionable plans.

Tech companies finally cracked the code on something we've always known: consultants are really good at figuring stuff out fast.

Here's what's driving this hiring spree:

Problem 1: The "Figure It Out" Gap
Most tech people are brilliant at building things. But when executives need someone to look at a messy business problem and create a structured approach to solve it? That's pure consultant DNA.

As one BizOps manager at a unicorn startup told me: "We tried hiring from within tech for strategy roles. They were smart, but they'd stare at a complex problem for weeks. Our ex-McKinsey hire had a framework and action plan by day three."

Problem 2: The Communication Bridge
Tech companies are drowning in brilliant introverts who struggle to translate complex ideas into executive-friendly narratives. Consultants speak fluent C-suite and can turn technical chaos into compelling PowerPoints.

Problem 3: The Operational Scaling Crisis
Startups grow fast. Really fast. And suddenly they realize they have no idea how to build systems and processes that scale. Enter the consultant who's done this dance at 15 different companies.

One founder put it perfectly: "I needed someone who could walk into our operational mess and not panic. Someone who'd seen worse and knew how to fix it systematically."

Let's be real about what tech companies are actually paying for when they hire us:

✅ Structured problem-solving (aka we don't just guess our way through challenges)
✅ Rapid learning curve (we've been dropped into random industries for years)
✅ Executive communication (we know how to make the C-suite feel heard and informed)
✅ Project management instincts (we actually finish things on time)
✅ Analytical rigor (we fact-check our assumptions instead of going with gut feelings)
✅ Change management experience (we've helped organizations transform before)

But here's what really seals the deal: We're used to ambiguity.

Most tech roles come with clear requirements and defined success metrics. But the roles they're hiring consultants for? They're the messy ones.

The "we don't really know what we need, but we know something's broken" problems.

That's where we shine.

Before you start updating your LinkedIn profile, let's get real about what this actually means:

The Good:

The Reality Check:

The Honest Truth:
This trend is creating opportunities, but you still need to be strategic about which companies and roles you target. Not all "tech" jobs are created equal.

If this sounds intriguing, here's how to actually capitalize on it:

1. Update Your Language
Stop saying "I was a consultant." Start saying "I led strategic initiatives for Fortune 500 companies" or "I specialized in operational transformation."

2. Target the Right Roles
Search for: Business Operations, Strategy & Planning, Technical Program Manager, Product Strategy, Growth Operations, Chief of Staff roles.

3. Learn Their Buzzwords
Spend 30 minutes reading tech company blogs. Learn how they talk about growth, metrics, user experience, and product-market fit. Use their language in interviews.

4. Find the Hidden Job Market
Don't just look at job boards. Check company websites directly. Set up Google alerts for "consulting experience" + company names you're interested in.

5. Network Strategically
Connect with other ex-consultants who made the move. According to discussions on Fishbowl, they'll tell you which companies actually know how to manage consultant talent (and which ones don't).

Based on conversations with hiring managers and recent funding patterns, here's what I'm seeing for the rest of 2025:

Growing Hot Spots:

Cooling Down:

The Bottom Line:
This trend isn't going away. Tech companies are finally admitting they need people who can think systematically about complex problems. That's literally what we do.

But here's the thing – you still need to be thoughtful about which opportunities you pursue. The best transitions happen when you find companies that actually understand how to use consultant skills, not just ones that think hiring an ex-MBB person makes them look smart.

The secret's out. Now it's about making your move count.

Talk soon,
San