What the work actually is

You are not running client engagements. You are producing the raw material a frontier lab uses to teach a model what good consulting thinking looks like. In practice that means authoring high-difficulty prompts drawn from real strategy situations — market entry, operating-model redesign, cost-to-serve, portfolio rationalization, post-merger integration — and then writing the gold-standard answer yourself: the issue tree, the sizing logic, the assumptions made explicit, the recommendation stated the way a Principal would state it to a CEO.

The other half is calibration. You review model outputs and other contributors' work against a rubric, decide where an answer is confidently wrong versus defensibly different, and mark the difference. Where the rubric genuinely does not cover a case, you escalate it to the Functional SME Lead rather than inventing a local standard. Consultants who have run quality on a team's deliverables will recognise the rhythm.

What the screen looks for

  • Verifiable seniority. 8–15 years, at Engagement Manager through Principal level, at a top-tier firm or a credible boutique. Expect follow-ups on engagement scope, team size, and what you personally owned.
  • Structuring under pressure. You will likely be asked to frame a business problem live. Depth of MECE discipline and explicit assumption-setting matter more than the specific answer.
  • Evaluation judgment. Can you say why a plausible-sounding AI answer is wrong — hallucinated benchmarks, a business case that double-counts synergies, a recommendation with no owner or timeline?
  • Executive writing. Tight, so-what-first prose. The sample you produce is read closely.

Logistics

Contractor engagement, fully remote, up to nine weeks. Minimum four hours per day, up to 40 hours per week, with four hours overlapping Pacific time — for most of Latin America that is an afternoon-into-evening shift. Work is asynchronous beyond that overlap window. Pay was not disclosed on the listing; ask for the rate and the unit it is measured in (hourly versus per accepted task) before you commit calendar. Shortlisted candidates receive a Job Interest Form first, then onboarding.