Be ready to go over:

• Handling Rejection – Demonstrating a positive attitude when deals fall through or candidates back out.
• Problem Solving – Dealing with unexpected issues, such as a candidate failing a background check or accepting a counter-offer.
• Stress Management – How you maintain high activity levels (KPIs) during dry spells when you aren't making placements.

Example scenarios:

• "Your candidate accepts an offer with your client, signs the contract, and then pulls out the day before they are scheduled to start. What are your immediate next steps?"
• "You have made 80 cold calls today without securing a single lead. How do you prepare yourself for the next day of calling?"

Cultural Alignment and Drive

Spencer Ogden looks for individuals who align with their core values of pace, collaboration, and high ambition. They want to understand your personal "why" and ensure you have the work ethic required to thrive in a high-intensity office environment.

Be ready to go over:

• Work Ethic – Demonstrating a willingness to go above and beyond the standard 9-to-5 working hours to hit your targets.
• Career Ambition – Showing a clear desire to progress into management or leadership roles within the business.
• Team Dynamics – How you contribute to a loud, high-energy, and collaborative office culture.

Example scenarios:

• "What does a successful career look like to you in three years, and what are you willing to sacrifice to get there?"
• "Describe a time when you had to work as part of a highly competitive team. How did you balance your personal targets with the team's goals?"

As a Consultant at Spencer Ogden, your day-to-day activities will revolve around managing a 360-degree recruitment desk. This means you are responsible for both the client-side business development and the candidate-side sourcing and delivery.

Your primary responsibilities will include:

• Business Development – Actively mapping your assigned market vertical, identifying key decision-makers, and conducting cold outreach via phone, email, and LinkedIn to secure new business partnerships.
• Client Management – Nurturing existing client relationships, taking detailed job briefs, and advising hiring managers on market conditions, salary benchmarks, and talent availability.
• Candidate Sourcing – Writing compelling job advertisements, headhunting passive talent on job boards and professional networks, and conducting thorough screening interviews to assess candidate suitability.
• Process Management – Coordinating interview schedules, preparing candidates for client meetings, debriefing both parties post-interview, and managing the offer and negotiation process to close deals.
• Market Mapping & Networking – Becoming a subject matter expert in your specific energy or infrastructure niche, attending industry events, and building a deep pipeline of specialized talent.

You will work closely with your immediate team leader and divisional manager, who will provide ongoing training, support, and strategic direction. However, you are ultimately expected to run your desk as your own business, taking full ownership of your activity metrics, KPIs, and revenue targets.

While Spencer Ogden provides comprehensive training through their internal academy, successful candidates must possess a baseline of skills and traits to be competitive in the selection process.

• Must-have attributes:

  • Exceptional verbal and written communication skills, with the ability to influence stakeholders at all levels.
  • A highly resilient mindset with a proven track record of overcoming challenges or rejection.
  • Strong organizational and time-management skills to handle a high-volume workload.
  • A results-oriented attitude with a clear motivation to hit and exceed commercial targets.
  • Comfort working in a loud, target-driven, and highly competitive office environment.

• Nice-to-have qualifications:

  • Prior experience in a B2B sales, cold-calling, or customer-facing role.
  • A university degree in business, marketing, engineering, or a related discipline.
  • Knowledge of or interest in the global energy, renewables, or infrastructure sectors.
  • Experience working with CRM databases or applicant tracking systems (ATS).

Q: How difficult is the interview process at Spencer Ogden? A: The process is of average difficulty but is highly comprehensive and thorough. The primary challenge lies in the multi-stage nature of the interviews and the requirement to perform live pitches or role-plays. Preparing your behavioral examples and practicing your verbal delivery will significantly increase your chances of success.

Q: What is the typical timeline from initial application to offer? A: The standard timeline is approximately two to three weeks. However, this can vary depending on the location and immediate hiring needs. Some candidates experience a highly streamlined process over one week, while others may experience delays between final rounds depending on stakeholder availability.

Q: What is the office culture like for a Consultant? A: The culture is high-energy, fast-paced, and highly collaborative. The offices are typically open-plan and can be quite loud, with consultants constantly on the phone. It is a highly meritocratic environment where success is celebrated openly, but it also requires a high level of self-discipline and focus to manage the daily pressure of targets.

Q: Is there flexibility for remote or hybrid work? A: Spencer Ogden generally operates a fully office-based environment, particularly for new joiners and junior consultants who benefit from in-person mentoring, desk-side coaching, and the energy of the sales floor. Candidates looking for a highly flexible hybrid setting should clarify local office policies during their initial call.

To excel in your interviews at Spencer Ogden, keep these practical tips in mind:

• Know the sectors: Spend time researching the energy transition, renewable energy markets, and major infrastructure projects. Showing that you understand the difference between wind, solar, and traditional power sectors will immediately set you apart from other candidates.
• Prepare your financial "why": Be ready to discuss your personal motivations openly. Whether you want to buy a house, pay off student loans, or travel the world, having a clear, tangible goal shows the hiring manager that you will be driven to hit your targets even when the work gets tough.
• Listen and adapt: During any role-play or feedback session, pay close attention to what the interviewer asks for. If they give you feedback on your pitch, implement it immediately in your next attempt. Coachability is one of the most highly valued traits in their hiring process.
• Ask smart questions: At the end of each interview, ask insightful questions that show you are already thinking like a business owner. Ask about market challenges, top-performing consultants' habits, or the specific growth plans for the team you are interviewing to join.

A Consultant career at Spencer Ogden offers an incredibly rewarding path for ambitious, resilient, and commercially driven individuals. By operating at the heart of the global energy and infrastructure sectors, you will play a vital role in connecting world-class talent with pioneering companies, all while driving your own professional and financial growth.

To maximize your performance in the upcoming interviews, focus your preparation on mastering your personal narrative, refining your STAR-method behavioral examples, and practicing your sales pitch. Demonstrating high energy, relentless drive, and a coachable attitude will make you a standout candidate for the hiring team.

For further insights, detailed company reviews, and additional preparation resources from candidates who have successfully navigated this process, explore the comprehensive interview guides and data available on Dataford.

The compensation data above represents the standard salary structure for this position. At Spencer Ogden, your base salary is guaranteed, but the true earning potential lies in the uncapped commission structure. Successful consultants who consistently hit their targets can expect to significantly increase their total compensation through performance-based bonuses and regional incentives.