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    How to Vet a Senior Consultant

    A bad hire costs time and money. Here are practical methods for evaluating senior IT consultants before you sign the agreement.

    Vetting funnel for IT consultantsFour evaluation stages narrowing from broad to focused: CV and experience, technical evaluation, reference check, cultural fit — leading to a quality-assured consultantCV and experienceRelevant projects and rolesTechnical evaluationDepth, decisions and trade-offsReference checkProject managers and tech leadsCultural fitCommunication and clarificationQuality-assured consultant

    TL;DR

    • Ask for concrete examples from similar projects, not just CV bullet points.
    • Check references from actual project managers or tech leads, not just HR.
    • Ask technical questions tailored to the role, not generic interview tasks.
    • Evaluate communication skills and cultural fit alongside technical competency.
    • Clarify availability, notice period, and any conflicts.

    Why vetting is critical

    Senior consultants are expensive. A wrong match can cost you months of lost productivity and frustrated teams. Good vetting isn't about finding the "perfect" candidate, but reducing risk and ensuring expectations align. A good vetting process takes 1–2 extra hours but potentially saves weeks of problems later.

    Technical evaluation

    For senior roles: • Ask about real projects they've led or contributed to. • Request architecture decisions they've made and why. • Discuss technical trade-offs they've encountered. • Assess depth, not just breadth. Avoid: Pure "leetcode" tasks for senior roles. They measure something different than what's needed in practice.

    Reference checks that work

    Request references from: • Project managers or tech leads who worked directly with the consultant. • Clients they've delivered to (with consent). Ask concrete questions: • What was the consultant's role in the project? • How did they handle challenges? • Would you engage them again?

    Cultural fit and communication

    Technical competency isn't enough. Evaluate: • Do they communicate clearly and precisely? • How do they handle disagreements? • Does their work style fit your team? • Are they proactive or do they wait for instructions? A brief informal meeting with the team can provide valuable insight.

    Practical Checklist

    • 1Review CV focusing on relevant projects.
    • 2Ask concrete technical questions based on their experience.
    • 3Request 2–3 references from actual project collaborations.
    • 4Conduct reference conversations with specific questions.
    • 5Evaluate communication and cultural fit through conversation.
    • 6Clarify availability, start date, and any conflicts.
    • 7Discuss delivery expectations and follow-up.

    Frequently Asked Questions

    Sources & methodology:Sources
    Based on best practices from the Norwegian consulting market.

    Sources used in this guide:

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