Can You Request Accommodations During Consulting Interviews?

Consulting interview accommodations can help candidates participate in the recruiting process with appropriate adjustments when needed. Depending on the firm and individual circumstances, interview accommodations may involve changes to communication, accessibility, scheduling, format, or other parts of the interview experience. The process can vary, so it is important to understand when to raise a request, who to contact, and what information may be required. In this article, we will explore when consulting candidates can request accommodations, the types of adjustments that may be available, how to make a request, and what typically happens after you submit one.

TL;DR - What You Need to Know

Consulting interview accommodations can help candidates address accessibility barriers through firm-specific recruiting processes, approved adjustments, and direct communication with recruiters.

• Candidates should request interview accommodations as early as reasonably possible before the relevant recruiting stage.
• Available adjustments may involve accessibility, communication, technology, scheduling, breaks, or interview format.
• Reasonable accommodations for interviews usually require candidates to contact the recruiter or designated recruiting team.
• Recruiting teams may review requests, ask follow-up questions, request supporting information, and confirm approved arrangements.
• Candidates should verify whether approved accommodations apply to later interview stages or require additional confirmation.

Can You Request Consulting Interview Accommodations?

Yes, candidates can request consulting interview accommodations when they need adjustments to participate in the recruiting process. The specific accommodation available can depend on the firm, interview stage, individual circumstances, role, and location. Candidates should follow the firm's stated process and discuss their needs with the appropriate recruiting contact.

Major consulting firms explicitly recognize accommodation requests within recruiting. BCG, for example, asks candidates who need reasonable accommodations during the interview process to inform their recruiter as soon as possible. McKinsey similarly states that candidates who require accommodations during recruiting can discuss potential arrangements with their recruiter.

An accommodation is generally intended to address a barrier that could affect your ability to participate in the interview process. Depending on your circumstances and the firm's procedures, an accommodation request could relate to areas such as:

• Accessibility during an in-person interview
• Communication or accessibility needs during a virtual interview
• Adjustments to how part of the interview process is delivered
• Technology or equipment accessibility
• Breaks or other arrangements connected to an individual need
• Other accessibility arrangements considered through the firm's recruiting process

These examples should not be treated as a standard menu of interview accommodations. What is available and appropriate can vary, and the recruiting team may need to understand the barrier you face before determining what adjustment can be provided.

It is also important to distinguish an accommodation request from a general interview preference. For example, asking for an adjustment because an aspect of the standard process creates an accessibility barrier is different from simply preferring another interview format or schedule.

You also should not assume that the same process applies at every consulting firm or in every location. McKinsey's published recruiting guidance, for example, addresses accessibility arrangements, accommodation documentation, and whether an accommodation may need to be addressed again at another part of the recruiting process.

If you believe you may need an adjustment, use the firm's official recruiting channel rather than making assumptions about what is permitted. This is particularly important because standard interview rules may operate differently when an accommodation has been formally approved. McKinsey, for example, notes specific exceptions to certain assessment and interview requirements when a disability accommodation has been approved.

In practice, the key point is simple: you can raise a request for consulting interview accommodations, but the specific arrangement and process will depend on your circumstances and the firm's procedures. The next step is understanding what types of adjustments firms may consider and which ones are relevant to the barrier you need addressed.

What Types of Interview Accommodations May Be Available?

Interview accommodations may include changes to accessibility, communication, interview format, technology, scheduling, or other parts of the recruiting process. The exact adjustment depends on the candidate's needs and the firm's procedures. Consulting firms may review requests individually rather than offering a fixed list of accommodations to every candidate.

Examples of possible adjustments can vary widely. McKinsey states that candidates with a disability, health condition, or specific learning difficulty can speak with their recruiter about potential accommodations during recruiting. BCG similarly directs candidates who need reasonable accommodations during the interview process to contact their recruiter.

Depending on the circumstances, interview accommodations may relate to:

• Physical accessibility for an in-person interview or recruiting event
• Communication needs during an interview
• Accessibility of virtual interview technology
• Adjustments to equipment or how information is presented
• Breaks or other arrangements needed during the interview process
• Scheduling arrangements connected to an accessibility need
• Changes to standard interview procedures when an approved accommodation requires them

These are examples of areas where adjustments may be considered, not a guaranteed list. The appropriate arrangement depends on the barrier you experience, the stage of recruiting, and what the firm can provide through its accommodation process.

Some adjustments may also affect standard interview rules. McKinsey's current assessment integrity guidance, for example, states that certain restrictions can have exceptions when a disability accommodation has been approved. This means you should not independently change how you participate in an interview or assessment without first confirming the approved arrangement with recruiting.

Accessibility arrangements can also differ between interview stages. A need that affects an in-person interview may not be identical to one that affects a virtual interview, and an adjustment used earlier in recruiting may need to be confirmed again later. McKinsey's candidate guidance specifically addresses whether candidates may need to request accommodations again during different parts of the recruiting process.

The most useful approach is to describe the barrier you need addressed rather than assume a particular adjustment will automatically be available. Your recruiter or the firm's designated recruiting contact can then explain the relevant process and discuss which arrangements may be appropriate.

When Should You Request Consulting Interview Accommodations?

You should request consulting interview accommodations as early as reasonably possible once you know you may need an adjustment. Early notice gives the recruiting team more time to understand the request, discuss available arrangements, and confirm any changes before the relevant interview stage. The exact process and timing can vary by firm and location.

You do not necessarily need to raise the issue before applying. In many cases, the practical point is to contact recruiting once you know an accommodation may be needed for an upcoming stage of the process.

McKinsey states that candidates who require accommodations because of a disability, health condition, or specific learning difficulty should speak with their recruiter to discuss potential accommodations. Its broader careers guidance also directs candidates who need an accommodation in the application process to contact the recruiting team.

A useful timing approach is:

• Raise the request after you receive information about the relevant interview stage if that is when the need becomes clear.
• Contact your recruiter before the interview whenever possible so there is time to review and confirm the arrangement.
• Do not assume an accommodation approved for one stage automatically applies to every later stage.
• Ask for confirmation if you are unsure whether an existing accommodation remains in place.

Timing can matter because different stages may involve different formats. A virtual interview, an in-person interview, and another recruiting exercise may create different accessibility needs.

McKinsey's current accessibility guidance specifically addresses whether candidates who received an accommodation for one part of the interview process may need to request it again. This reinforces the importance of confirming arrangements as the recruiting process progresses rather than assuming that an earlier approval automatically carries forward.

You should also avoid waiting until the interview itself unless the need arises unexpectedly. A recruiter may need time to coordinate an interview adjustment, explain what is approved, or clarify how standard interview procedures will change.

For example, McKinsey's assessment integrity rules state that certain standard restrictions do not apply when a disability accommodation has been approved. This makes advance confirmation especially important when the requested arrangement affects how you are expected to participate in an interview or assessment.

The goal is not to disclose more information than the firm's process requires. Instead, provide enough information through the appropriate recruiting channel to explain the accommodation need and allow the team to determine what arrangements can be made.

How Do You Request Reasonable Accommodations for Interviews?

To request reasonable accommodations for interviews, contact the recruiter or recruiting team responsible for your application and explain that you need an adjustment to participate in the process. The firm may then discuss your needs, explain its accommodation process, and confirm what arrangements can be provided before the relevant interview stage.

The process is usually easier when you focus on the barrier you need addressed rather than trying to determine the solution on your own. BCG currently tells candidates who need reasonable accommodations during the interview process to let their recruiter know as soon as possible.

McKinsey similarly states that candidates who require an accommodation because of a disability, health condition, or specific learning difficulty should speak with their recruiter to discuss potential accommodations. Its careers guidance also directs candidates who need an accommodation during the application process to contact the recruiting team.

A practical accommodation request can include:

• The interview or recruiting stage affected
• The barrier you expect to encounter
• The type of support or adjustment you believe may help
• Any relevant timing information, such as the date of an upcoming interview
• A request for clarification about the firm's accommodation procedure

You do not need to frame the request as a negotiation about interview difficulty. The purpose is to explain an accessibility need so the recruiting team can determine an appropriate interview adjustment within its process.

For example, you might tell your recruiter that a particular aspect of the interview setup creates an accessibility barrier and ask what arrangements are available. The recruiter can then explain the next steps rather than leaving you to guess which accommodation will be approved.

Some firms may also have procedures for supporting information. McKinsey's current accessibility guidance specifically addresses documentation for accommodation requests and explains that candidates may be asked to provide information related to their need for an accommodation.

That does not mean every request will involve the same documentation or review. Requirements can vary by firm, jurisdiction, circumstance, and type of accommodation, so you should follow the instructions provided by the recruiting team rather than assuming a universal process.

Once an arrangement is approved, confirm what will change before the interview. This is especially important if the accommodation affects a standard interview or assessment rule. McKinsey states that some of its normal assessment restrictions can have exceptions when a disability accommodation has been approved.

The safest approach is therefore straightforward: contact the appropriate recruiter, clearly describe the accessibility need, follow the firm's stated accommodation request process, and confirm the approved arrangements before participating in the interview.

What Happens After You Submit an Accommodation Request?

After you submit an accommodation request, the recruiting team may review your needs, ask follow-up questions, request supporting information where appropriate, and confirm what arrangements can be provided. The process varies by firm and circumstance, so candidates should rely on the instructions given by their recruiter or designated accessibility contact.

The review process is usually intended to understand what barrier needs to be addressed and how the recruiting process can be adjusted appropriately. You may receive questions about the interview stage involved, the type of support needed, or whether additional information is required.

McKinsey's current accessibility guidance specifically addresses documentation for accommodation requests and whether candidates may need to request accommodations again during later parts of the interview process. This shows that accommodation procedures can involve more than a single approval and may need to be revisited as recruiting progresses.

After submitting a request, the process may involve:

• Confirmation that your request has been received
• Follow-up questions about the barrier or adjustment needed
• A request for documentation when the firm's process requires it
• Discussion of available accessibility arrangements
• Confirmation of how the interview will be conducted
• Clarification of whether the accommodation applies to later interview stages

You should not assume that submitting a request automatically means a specific adjustment has been approved. Wait for confirmation from the recruiting team so you know exactly what will apply during the interview.

This can be particularly important when an accommodation affects standard interview rules. McKinsey states that some of its normal assessment and interview restrictions may have exceptions when a disability accommodation has been approved.

You may also need to confirm whether an arrangement continues across different stages. For example, an accommodation used for one part of the process may not automatically apply to a later interview, especially if the format or accessibility needs change. McKinsey directly addresses this issue in its current candidate guidance.

BCG similarly advises candidates who need reasonable accommodations during the interview process to inform their recruiter as soon as possible. This reinforces the importance of maintaining direct communication with recruiting while arrangements are being reviewed and confirmed.

If anything remains unclear, ask the recruiter to confirm the final setup before the interview. The goal is to make sure you understand what has been approved, what you need to do, and whether any standard interview instructions have changed.

What Should Candidates Know About Recruiting Accommodations?

Recruiting accommodations are handled through firm-specific processes, so candidates should confirm requirements, timing, and approved arrangements directly with recruiting. The most important steps are to communicate early, explain the accessibility barrier clearly, follow the firm's stated process, and verify what will apply before each relevant interview stage.

You should treat accommodation procedures as part of the recruiting process rather than as a separate informal request. Different firms, offices, roles, and interview formats may use different processes, so a method that applies in one situation may not apply in another.

A few practical principles can help:

• Contact the recruiter or designated recruiting team rather than relying on assumptions
• Explain the barrier you need addressed in clear, practical terms
• Ask what information or documentation is required
• Confirm the approved interview adjustment before the interview
• Check whether the same arrangement applies to later recruiting stages
• Follow any updated instructions provided by the firm

You should also distinguish an accessibility need from a general preference. Recruiting accommodations are intended to address barriers that affect participation in the hiring process, while a preferred interview time, format, or setup does not automatically constitute an accommodation request.

Current firm guidance reinforces the importance of direct communication. BCG advises candidates who need reasonable accommodations during the interview process to tell their recruiter as soon as possible. McKinsey similarly directs candidates with accommodation needs to discuss potential arrangements with recruiting. (careers.bcg.com)

It is also useful to confirm whether approved arrangements change any standard interview instructions. McKinsey states that some assessment restrictions may have exceptions when a disability accommodation has been formally approved. (mckinsey.com)

Finally, avoid assuming that one accommodation automatically carries across every stage. McKinsey's accessibility guidance specifically addresses whether candidates may need to request accommodations again later in the recruiting process, which shows why confirmation matters as the interview format changes. (mckinsey.com)

Consulting interview accommodations are therefore best approached as a structured recruiting request. If you identify the barrier early, communicate through the correct channel, and confirm the final arrangements before each relevant stage, you can enter the process with a clearer understanding of what to expect.

Frequently Asked Questions

Can an accommodation request affect interview evaluation?

An accommodation request is intended to support an accessible interview process, not change the skills or criteria being evaluated. McKinsey states that it aims to provide a fair and objective interview experience and explicitly addresses whether requesting accommodation creates a recruiting disadvantage.

Should you disclose a diagnosis when requesting accommodations?

You should follow the firm’s accommodation documentation process rather than assume a specific diagnosis must always be disclosed. McKinsey notes that candidates may be asked to provide documentation supporting an accommodation request, but requirements can vary by situation.

Can disability accommodations apply across multiple interview stages?

Disability accommodations may apply across multiple interview stages, but candidates should confirm whether an approved arrangement continues automatically. McKinsey specifically addresses whether candidates must request an accommodation again for later parts of the interview process.

What is the difference between an accommodation and preference?

An interview accommodation addresses an accessibility barrier that affects participation in the recruiting process, while a preference reflects how a candidate would ideally like the interview conducted. Firms determine reasonable adjustments through their accommodation procedures.

Can McKinsey candidates request interview accommodations?

Yes, McKinsey candidates can request interview accommodations if they need special arrangements to participate in the recruiting process. McKinsey directs candidates with disability-related accommodation needs to contact recruiting and discuss appropriate arrangements.