graduate recruitment consultant cover letter

Recruitment Consultant Cover Letter Examples

Use these Recruitment Consultant cover letter examples to help you write a powerful cover letter that will separate you from the competition.

Recruitment consultants are responsible for finding the best candidates for their clients’ open positions. They need to be skilled in networking, interviewing, and assessment.

In order to prove that you’re the best candidate for the job, you need to write a well-crafted cover letter. Use these examples to learn how to write a recruitment consultant cover letter that will help you stand out from the competition.

Formal/Professional Writing Style Example

With my strong background in human resources and recruitment, paired with my passion for creating win-win situations for both clients and candidates, I believe that I would be a valuable asset to your team.

As a graduate in Human Resources Management and a certified HR professional, I understand the complexities and importance of the recruitment process. My experience as a Recruitment Specialist at XYZ Company has provided me with the opportunity to refine my skills in areas such as talent sourcing, candidate assessment, and client management. I have a proven track record of placing the right candidates in the right positions and ensuring the highest levels of client satisfaction.

Moreover, my exceptional communication and interpersonal skills, as well as my ability to adapt to an ever-changing market, have enabled me to build solid relationships with both clients and candidates. I am confident that my expertise in leveraging social media platforms, such as LinkedIn, and utilizing cutting-edge recruiting software will be a valuable contribution to your company’s growth.

Furthermore, I am a results-driven professional, accustomed to working in a fast-paced environment, and meeting deadlines. My determination to succeed, combined with my high level of integrity, honesty, and professionalism, allows me to thrive in challenging situations and develop long-lasting relationships with stakeholders.

Having researched your company extensively, I am excited about the prospect of joining your team and contributing to your continued success in the recruitment industry. I am eager to discuss how my qualifications align with your needs and explore the opportunity to make a positive impact on your organization.

Thank you for considering my application. I look forward to the opportunity to speak with you about my suitability for the Recruitment Consultant role.

[Your Name]

Entry-Level Writing Style Example

As a recent graduate with a degree in Human Resources Management, I am excited to begin my career in recruitment at a reputable and forward-thinking company such as yours.

My academic background has provided me with a strong foundation in recruitment strategies, labor laws, and talent management. During my time at university, I volunteered as a career advisor for the student body, where I gained hands-on experience in resume building, interview preparation, and career guidance. This experience taught me the importance of clear communication, time management, and the ability to think critically to match the right candidate to the right role.

In addition to my academic and volunteer experience, I have honed my interpersonal skills through part-time work in the customer service and retail sectors. I am confident that my strong communication abilities and passion for helping others will make me a valuable asset to your team.

I am excited about the opportunity to contribute to your company’s success by connecting top talent with the best job opportunities in the market. I look forward to meeting with you to discuss my qualifications further and to learn more about the specific needs of your dynamic team.

Thank you for considering my application, and I hope to have the opportunity to work with you soon.

Networking/Referral Writing Style Example

I was referred to this opportunity by my colleague, Jane Smith, who is currently a Senior Recruitment Consultant at your firm. Jane and I have worked closely together for the past three years while I was employed as a Recruitment Specialist at XYZ Company, and she believes that my skills and experiences would make me an asset to your team.

My work at XYZ Company has provided me with a comprehensive understanding of the recruitment industry, including the ability to identify top talent, manage complex client relationships, and orchestrate efficient end-to-end recruitment processes. As a result, I have consistently achieved an above-average interview-to-hire ratio and helped the organization exceed annual hiring targets.

I believe that my strong background in recruitment, coupled with my understanding of client needs, and my dedication to fostering long-term partnerships, would make me a valuable addition to your organization. Jane has spoken highly of your company culture, values, and commitment to delivering exceptional results for your clients. This excites me, as I am passionate about working in a collaborative and high-performing environment.

I am eager to learn more about this opportunity and how I can contribute to your company’s ongoing success. Thank you for considering my application, and I look forward to discussing my qualifications further.

Enthusiastic/Passionate Writing Style Example

From the moment I discovered your company and its exceptional reputation, I knew that it was the perfect place for me to put my skills and energy to use in helping others achieve their dream job. I believe I am the ideal candidate for this role because of my incredible enthusiasm, dedication to excellence, and unwavering belief in the power of connecting the right people with the right opportunities.

My previous experience in the recruitment industry has provided me with a foundation of skills that I am confident will make me an extraordinary asset to your team. I pride myself on my ability to develop strong relationships, both with clients and candidates, by genuinely understanding their needs, goals, and aspirations. Moreover, being highly proficient in utilizing social media and other modern recruitment tools and strategies, I have consistently exceeded targets and contributed to the growth of my previous employer.

But beyond my technical skills, what truly sets me apart is my passion for connecting with people and helping them reach their full potential. I thrive in a fast-paced environment where I can make a real difference by using my strong intuition, empathy, and communication skills to facilitate successful matches between job seekers and employers.

I am excited about the opportunity to join your exceptional team and contribute to the ongoing success of your company by bringing my passion, drive, and determination to the role of Recruitment Consultant. I strongly believe I can make a meaningful impact and take your already impressive recruitment services to new heights.

Thank you for considering my application. I eagerly look forward to the opportunity to discuss how my collaboration, enthusiasm, and expertise align with your organization’s needs and ambitions.

Problem-Solving Writing Style Example

Having thoroughly researched your company, I have identified that you face the ongoing challenge of finding the right talent to meet your clients’ ever-evolving business requirements. With countless innovations, shifting market dynamics, and increased demand for niche skillsets, it is clear that the need for effective and dynamic recruitment strategies has never been greater. I strongly believe that my previous experience, strategic thinking, and drive to succeed, make me the ideal candidate to help address these challenges and contribute to the continued success of your company.

In my previous role as a Recruitment Specialist at XYZ, I successfully managed the end-to-end recruitment process for numerous clients across various industries. By utilizing a variety of sourcing strategies, including social media outreach and targeted networking events, I accomplished and exceeded set placement targets. I am a firm believer in continuous professional development and have honed my skills in candidate evaluation, negotiation, and relationship management.

Through careful analysis of the industry, it has become evident to me that to set your company apart from competitors, it is vital to employ recruitment professionals who not only possess a deep understanding of the market but are also adaptable in their recruitment approach. As an emotionally intelligent individual, I can effortlessly adapt to various situations and personalities, which allows me to connect with others and truly understand their unique needs.

Ultimately, my goal is to create win-win situations for both the company and the candidates I place. I am confident that my background and skill set will enable me to thrive in this role, fostering successful and long-lasting relationships with both clients and job seekers. Thank you for considering my application. I look forward to the opportunity to join your team and contribute to the ongoing success of your organization.

Storytelling/Narrative Writing Style Example

Once upon a time, at a small networking event in my city, I struck up a conversation with a stranger. As we exchanged stories, I learned that he was in search of a new job after being laid off from his previous role. Sensing his frustration, I immediately felt a strong desire to help him in his journey, despite having just met him. This pivotal moment led me to realize the profound impact I could have on others’ lives as a Recruitment Consultant.

My passion for connecting with people and guiding them towards their dream jobs has only grown since that encounter. With over five years of experience in the recruitment industry, I have successfully matched countless candidates with their ideal roles. My background in human resources has also equipped me with exceptional skills in understanding the needs of both clients and candidates, ensuring a seamless and rewarding experience for all parties involved.

My ability to build genuine relationships and empathize with others has been the driving force behind my success as a recruiter. I pride myself on my knack for identifying the unique strengths and potential of each individual, and knowing just the right opportunity to present to them. At the same time, my keen understanding of the market and various industries allows me to find the perfect fit for my clients’ needs.

I am confident that my experience, passion, and dedication to helping others would make me a valuable addition to your team. I look forward to the opportunity to make a difference in people’s lives as a Recruitment Consultant at your organization.

Thank you for considering my application. I eagerly await the opportunity to discuss how my skills and experiences align with your needs.

Assistant Restaurant Manager Cover Letter Examples

Purchasing manager cover letter examples, you may also be interested in..., nutrition assistant cover letter examples & writing tips, equity research analyst cover letter examples & writing tips, hotel sales coordinator cover letter examples & writing tips, meteorologist cover letter examples & writing tips.

Recruitment Consultant Cover Letter Example (Free Guide)

Create an recruitment consultant cover letter that lands you the interview with our free examples and writing tips. use and customize our template and land an interview today..

Are you looking to apply for a Recruitment Consultant position? This guide will provide you with helpful advice on how to write a cover letter that will get you noticed. From understanding the basics of cover letter writing to highlighting your skills and experience, we will guide you through the process of creating an impressive cover letter that will help you stand out from the competition.

We will cover:

• How to write a cover letter, no matter your industry or job title.
• What to put on a cover letter to stand out.
• The top skills employers from every industry want to see.
• How to build a cover letter fast with our professional Cover Letter Builder .
• What a cover letter template is, and why you should use it.

Related Cover Letter Examples

• VP HR Cover Letter Sample
• HR Consultant Cover Letter Sample
• HR Coordinator Cover Letter Sample
• HR Generalist Cover Letter Sample
• HR Recruiter Cover Letter Sample
• HR Representative Cover Letter Sample
• HR Specialist Cover Letter Sample
• Human Resources Specialist Cover Letter Sample
• Junior Recruiter Cover Letter Sample
• Recruiting Coordinator Cover Letter Sample
• Recruitment Specialist Cover Letter Sample
• Talent Acquisition Manager Cover Letter Sample
• Talent Acquisition Specialist Cover Letter Sample
• Vice President Of Human Resources Cover Letter Sample
• Personal Assistant Cover Letter Sample
• Phone Representative Cover Letter Sample
• Receptionist Assistant Cover Letter Sample
• Senior Executive Assistant Cover Letter Sample
• Support Manager Cover Letter Sample
• Team Leader Cover Letter Sample

Recruitment Consultant Cover Letter Sample

Dear [Name],

I am writing to apply for the position of Recruitment Consultant at [Company Name]. With my extensive experience in developing recruitment strategies, I am confident that I can make a valuable contribution to your organization.

I am an experienced Recruitment Consultant with 5+ years of experience in sourcing and placing qualified professionals for a variety of roles, from entry-level to C-suite. During my time as a recruitment consultant, I have developed a strong network of passive candidates, which I have used to fill challenging roles in highly competitive industries. Additionally, I have a solid understanding of the latest recruitment trends and best practices, which I have employed to create effective recruitment campaigns.

I am skilled at utilizing various recruitment tools, such as ATS software, to streamline the recruitment process and ensure that the most qualified candidates are identified and hired in a timely manner. I am also proficient in leveraging social media to identify potential candidates, as well as actively engage passive candidates and build long-term relationships. My analytical skills and attention to detail have enabled me to successfully develop job descriptions and create detailed interview plans.

I am confident that I would be a great asset to your organization and I look forward to discussing my qualifications in more detail. I have included my CV for your consideration.

Thank you for your time and consideration.

Sincerely, [Your Name]

Why Do you Need a Recruitment Consultant Cover Letter?

• A recruitment consultant cover letter is essential for demonstrating your qualifications, experience, and enthusiasm for the job.
• It is your opportunity to highlight your individual skills and make a great first impression with the potential employer.
• The cover letter should be tailored to the exact job you are applying for, so that the employer can see how your skills and experience make you the perfect fit for the role.
• A recruitment consultant cover letter also enables you to express your interest in the position, as well as why you believe you are the best candidate for the job.
• It is a great way to show off your communication skills and demonstrate that you are serious about becoming a recruitment consultant.
• Writing a recruitment consultant cover letter is a great opportunity to show the employer that you are knowledgeable about the industry, as well as the specifics of the job you are applying for.
• A well-crafted recruitment consultant cover letter can help you stand out from the competition and increase your chances of landing the job.

A Few Important Rules To Keep In Mind

• Start the cover letter by introducing yourself and expressing your enthusiasm for the position.
• Show the employer that you understand the job requirements and explain how you are the best fit for the role.
• Include relevant achievements, skills, and experiences that demonstrate your suitability for the role.
• Explain why you are interested in working for the specific company.
• Be sure to proofread your cover letter for any spelling or grammar errors.
• Keep the cover letter concise and to the point – no more than one page.
• End with a call to action, such as asking for an interview.

What's The Best Structure For Recruitment Consultant Cover Letters?

After creating an impressive Recruitment Consultant resume , the next step is crafting a compelling cover letter to accompany your job applications. It's essential to remember that your cover letter should maintain a formal tone and follow a recommended structure. But what exactly does this structure entail, and what key elements should be included in a Recruitment Consultant cover letter? Let's explore the guidelines and components that will make your cover letter stand out.

Key Components For Recruitment Consultant Cover Letters:

• Your contact information, including the date of writing
• The recipient's details, such as the company's name and the name of the addressee
• A professional greeting or salutation, like "Dear Mr. Levi,"
• An attention-grabbing opening statement to captivate the reader's interest
• A concise paragraph explaining why you are an excellent fit for the role
• Another paragraph highlighting why the position aligns with your career goals and aspirations
• A closing statement that reinforces your enthusiasm and suitability for the role
• A complimentary closing, such as "Regards" or "Sincerely," followed by your name
• An optional postscript (P.S.) to add a brief, impactful note or mention any additional relevant information.

Cover Letter Header

A header in a cover letter should typically include the following information:

• Your Full Name: Begin with your first and last name, written in a clear and legible format.
• Contact Information: Include your phone number, email address, and optionally, your mailing address. Providing multiple methods of contact ensures that the hiring manager can reach you easily.
• Date: Add the date on which you are writing the cover letter. This helps establish the timeline of your application.

It's important to place the header at the top of the cover letter, aligning it to the left or center of the page. This ensures that the reader can quickly identify your contact details and know when the cover letter was written.

Cover Letter Greeting / Salutation

A greeting in a cover letter should contain the following elements:

• Personalized Salutation: Address the hiring manager or the specific recipient of the cover letter by their name. If the name is not mentioned in the job posting or you are unsure about the recipient's name, it's acceptable to use a general salutation such as "Dear Hiring Manager" or "Dear [Company Name] Recruiting Team."
• Professional Tone: Maintain a formal and respectful tone throughout the greeting. Avoid using overly casual language or informal expressions.
• Correct Spelling and Title: Double-check the spelling of the recipient's name and ensure that you use the appropriate title (e.g., Mr., Ms., Dr., or Professor) if applicable. This shows attention to detail and professionalism.

For example, a suitable greeting could be "Dear Ms. Johnson," or "Dear Hiring Manager," depending on the information available. It's important to tailor the greeting to the specific recipient to create a personalized and professional tone for your cover letter.

Cover Letter Introduction

An introduction for a cover letter should capture the reader's attention and provide a brief overview of your background and interest in the position. Here's how an effective introduction should look:

• Opening Statement: Start with a strong opening sentence that immediately grabs the reader's attention. Consider mentioning your enthusiasm for the job opportunity or any specific aspect of the company or organization that sparked your interest.
• Brief Introduction: Provide a concise introduction of yourself and mention the specific position you are applying for. Include any relevant background information, such as your current role, educational background, or notable achievements that are directly related to the position.
• Connection to the Company: Demonstrate your knowledge of the company or organization and establish a connection between your skills and experiences with their mission, values, or industry. Showcasing your understanding and alignment with their goals helps to emphasize your fit for the role.
• Engaging Hook: Consider including a compelling sentence or two that highlights your unique selling points or key qualifications that make you stand out from other candidates. This can be a specific accomplishment, a relevant skill, or an experience that demonstrates your value as a potential employee.
• Transition to the Body: Conclude the introduction by smoothly transitioning to the main body of the cover letter, where you will provide more detailed information about your qualifications, experiences, and how they align with the requirements of the position.

By following these guidelines, your cover letter introduction will make a strong first impression and set the stage for the rest of your application.

Cover Letter Body

Dear Hiring Manager,

I am writing to apply for the role of Recruitment Consultant, as advertised on your website. With my background and experience in the recruitment sector, I believe I am an ideal candidate for the role.

I have been working in the recruitment sector for over four years gaining valuable experience in managing recruitment processes, sourcing and interviewing candidates and developing and maintaining relationships with clients.

I am able to build relationships with clients and candidates quickly and effectively, and I have the ability to assess and understand the needs of both parties. I have a proven track record of successfully matching candidates to the right role, while ensuring that the recruitment process is efficient and compliant.

I am an articulate and confident individual with excellent communication skills. I have a strong team ethic, and I am able to work effectively in a fast-paced environment while meeting tight deadlines.

I am highly organized and I am confident that I could make a positive contribution to your business. I have enclosed my CV for your review and I look forward to hearing from you.

Yours sincerely,

Complimentary Close

The conclusion and signature of a cover letter provide a final opportunity to leave a positive impression and invite further action. Here's how the conclusion and signature of a cover letter should look:

• Summary of Interest: In the conclusion paragraph, summarize your interest in the position and reiterate your enthusiasm for the opportunity to contribute to the organization or school. Emphasize the value you can bring to the role and briefly mention your key qualifications or unique selling points.
• Appreciation and Gratitude: Express appreciation for the reader's time and consideration in reviewing your application. Thank them for the opportunity to be considered for the position and acknowledge any additional materials or documents you have included, such as references or a portfolio.
• Call to Action: Conclude the cover letter with a clear call to action. Indicate your availability for an interview or express your interest in discussing the opportunity further. Encourage the reader to contact you to schedule a meeting or provide any additional information they may require.
• Complimentary Closing: Choose a professional and appropriate complimentary closing to end your cover letter, such as "Sincerely," "Best Regards," or "Thank you." Ensure the closing reflects the overall tone and formality of the letter.
• Signature: Below the complimentary closing, leave space for your handwritten signature. Sign your name in ink using a legible and professional style. If you are submitting a digital or typed cover letter, you can simply type your full name.
• Typed Name: Beneath your signature, type your full name in a clear and readable font. This allows for easy identification and ensures clarity in case the handwritten signature is not clear.

Common Mistakes to Avoid When Writing a Recruitment Consultant Cover Letter

When crafting a cover letter, it's essential to present yourself in the best possible light to potential employers. However, there are common mistakes that can hinder your chances of making a strong impression. By being aware of these pitfalls and avoiding them, you can ensure that your cover letter effectively highlights your qualifications and stands out from the competition. In this article, we will explore some of the most common mistakes to avoid when writing a cover letter, providing you with valuable insights and practical tips to help you create a compelling and impactful introduction that captures the attention of hiring managers. Whether you're a seasoned professional or just starting your career journey, understanding these mistakes will greatly enhance your chances of success in the job application process. So, let's dive in and discover how to steer clear of these common missteps and create a standout cover letter that gets you noticed by potential employers.

• Not showcasing the relevant recruitment experience
• Including too much personal information
• Using overly formal or informal language
• Not tailoring the cover letter for the specific role
• Not emphasizing key skills or abilities
• Making spelling or grammar mistakes
• Not including contact information
• Not proofreading the cover letter

Key Takeaways For a Recruitment Consultant Cover Letter

• Highlight your relevant experience and qualifications in the recruitment industry.
• Demonstrate your understanding of the specific company and role you are applying for.
• Showcase your communication and interpersonal skills, as well as your problem-solving abilities.
• Emphasize your organizational and administrative skills, as well as your ability to multi-task.
• Demonstrate your knowledge of the latest industry trends and best practices.
• Mention your familiarity with the latest recruitment software and tools.
• Highlight your ability to collaborate with other departments, such as HR, to successfully recruit the best talent.

Consultant Cover Letter Example (w/ Templates & Tips for 2024)

Navigating the competitive world of consulting job applications? You're not alone in feeling the weight of first impressions. 

You see, with dozens of applicants vying for the same role, it's easy to get lost in the pile. 

The trick to standing out? A powerful cover letter tailored just for consultants. 

The good news? We've got you covered. Dive into our comprehensive guide on crafting that perfect consultant cover letter for 2024. 

Here's what we're going to cover:

• An Inspiring Cover Letter Example
• 5 Steps to Writing a Great Consulting Cover Letter
• 3 Essential Cover Letter Tips for Consultants

Ready to up your cover letter game and make a lasting impression? Let's dive in! 

Consulting Cover Letter Example

5 Steps for the Perfect Consulting Cover Letter

Now that you've seen what a great cover letter looks like, you're all set to write your own . 

Ready to get started and craft that winning consulting cover letter? 

Let's do it!

#1. Put Contact Information in the Header

When crafting your consulting cover letter, begin with your contact details placed neatly in the header, just like on your resume .

Here's what to include:

• Full Name. Always place your first and last name at the top of the page.
• Professional Title. Ensure your professional title matches the specific consulting position you're seeking. E.g. if you’re applying for the role of “management consultant,” that should be your exact title, and not, for example, “consultant” or “business consultant.”
• Email Address. Opt for a professional and straightforward email address, such as a combination of your first and last name. 
• Phone Number. Include your phone number and make sure it’s typo-free.
• Location. Typically, your city and state will suffice. In case you’re looking for a relocation, make sure to mention that.
• Relevant Links. Optionally, you can include links to relevant websites or social media profiles. E.g. personal website, LinkedIn profile, etc.

Now, let's move on to the hiring manager's information:

• Company Name. Clearly state the company to which you're applying.
• Hiring Manager's Name. If possible, find the name of the hiring manager for the department you're interested in. Check the job posting, the company's website, or their LinkedIn page for this information.
• Hiring Manager's Title. If you identify the hiring manager for the specific job posting, and they hold a departmental leadership role, use that title instead of "Hiring Manager."
• Location. Provide the city and state or country, especially if the company operates globally. Optionally, include the exact company address for precision.

With these elements in place, your consulting cover letter will be poised for success. 

Want more examples of what an ideal cover letter looks like? Check out our article with 21+ other cover letter examples .

#2. Address the Hiring Manager

Once you've included all the relevant contact details , it's time to address your consulting cover letter to the person who will be reading it.

Avoid the generic "To Whom It May Concern" whenever possible.

The way you address your cover letter can make a positive impression on the hiring manager— if you get it right.

So, start with a bit of research. Go through the job posting, the company's website, or their LinkedIn profiles to identify the hiring manager for the consulting department you're interested in. 

Next, address them formally. Using Ms. or Mr. followed by their last name is a good practice. However, if you're unsure about their gender or marital status, using their full name works just as well. For example:

• Dear Mr. Anderson,
• Dear Taylor Anderson,

If you can’t find the hiring manager’s name, then simply addressing them as “Dear Hiring Manager,” also works.

#3. Write an Eye-Catching Opening Statement

Hiring managers typically spend about seven seconds reviewing a candidate's application before deciding whether to continue reading.

So, making a strong first impression with your consulting cover letter is essential.

Your opening paragraph should introduce yourself and express your genuine interest in the consulting role.

Depending on your experience level, you can also begin your cover letter with a noteworthy achievement or highlight the skills that align with the role's requirements.

However, keep this paragraph concise. The goal is to spark the hiring manager's curiosity and encourage them to read the rest of your consultant cover letter.

#4. Use the Cover Letter Body for the Details

The body of your cover letter is where you really sell your application and convince the hiring manager that you’re a great fit for the job.

Avoid the temptation to simply rehash your consultant resume - the hiring manager already read through that.

Rather, use the body of your cover letter to talk about:

• Your top achievements (in detail). Provide specific examples of significant accomplishments in your consulting career. Explain the challenges you faced, your role in resolving them, and the measurable outcomes or impact of your work.
• Past industry experience. Discuss the industries you've worked in and the depth of your experience within those sectors. Highlight any specialized knowledge or insights you've gained that can benefit the employer.
• Your top skills (that make you a great fit for the role). Showcase the skills that directly align with the consulting role you're applying for. Whether it's data analysis, project management, client relationship-building, or any other skill, provide concrete examples of how you've used these skills effectively to achieve results in previous consulting engagements.

#5. Wrap It Up and Sign It

After you’ve written your body section, the first thing you need to do is write a conclusion for your cover letter .

The conclusion is your opportunity to confidently reiterate why you're the perfect fit for the role. It goes something like this:

In conclusion, my extensive experience in the field of consulting, coupled with my proven track record of delivering successful projects and driving positive outcomes for clients, makes me an ideal candidate for this consulting role at MadeUpCompanyX.

Then, after your wrap-up, it's time for a call to action. Encourage the hiring manager to take that next step, whether it's discussing your application further or setting up an interview.

For example: 

I am eager to discuss in more detail how my skills and background can contribute to the success of your projects or clients at MadeUpCompanyX.

Last but not least, maintain a professional tone as you sign off. Choose an appropriate signature line, followed by your full name.

And finally, if you're looking for alternatives to the commonly used "Best regards," consider these options:

• Kind regards,
• Respectfully yours,
• Thank you for your consideration.

10 Essential Consulting Cover Letter Tips

Finally, once you’re done with your cover letter, review our top cover letter tips to take your consulting cover letter from “good” to “great:”

• Research the Company: Understand the firm's values, culture, and projects. This will allow you to tailor your letter specifically to the company and demonstrate your genuine interest in becoming a part of their team.
• Start Strong: Begin with a compelling opening that grabs the reader's attention. Mention a recent company accomplishment and tie it to your excitement about the consultancy role.
• Highlight Relevant Experience: Focus on past experiences that align with the consultancy role you're applying for. Discuss specific projects, the challenges you've faced, and the results you achieved.
• Show Problem-Solving Abilities: Consulting is all about solving client problems. Provide examples of how you've approached complex issues in the past and the strategies you employed to resolve them.
• Quantify Achievements: Use numbers wherever possible. Instead of saying "I helped increase sales," mention "I contributed to a 20% increase in sales over a 12-month period."
• Demonstrate Soft Skills: While technical and analytical skills are crucial, soft skills like communication, teamwork, and adaptability are also highly valued in consulting. Use anecdotes or examples to highlight these.
• Keep it Concise: Hiring managers often skim cover letters due to the volume they receive. Aim for a concise, one-page letter that gets straight to the point while effectively showcasing your value.
• Customize for Each Application: Avoid using a generic cover letter for all applications. Each company and role may have unique requirements or values, so take the time to customize your letter for each position.
• End with a Call to Action: Conclude your letter by expressing your eagerness for an interview. You might say something like, "I am excited about the opportunity to discuss how my expertise aligns with the needs of your team and would appreciate the chance to meet in person."
• Proofread: Errors can make a poor impression and suggest a lack of attention to detail. Before sending, proofread your cover letter multiple times, or even consider having a colleague or professional review it.

Key Takeaways

Hopefully, this article taught you all you need to know in order to create an impressive consultant cover letter.

Before you go, here’s a quick summary of everything we’ve covered so far:

• Always tailor your cover letter to the specific company and role, ensuring you address the hiring manager by name whenever possible.
• The initial paragraphs should pique the reader's interest, highlighting alignment with the company's values and your enthusiasm for the role.
• Use the cover letter's body to elaborate on unique achievements and experiences not just reiterated from your resume.
• End your letter by confidently summarizing your suitability for the position and encouraging further discussion or an interview.
• Proofread meticulously, maintain brevity, and customize your approach for each application to stand out in the competitive consulting industry.

To provide a safer experience, the best content and great communication, we use cookies. Learn how we use them for non-authenticated users.

Trainee Recruitment Consultant Cover Letter Example

Trainee Recruitment Consultants play a vital role as they match suitable candidates with the hiring companies who need high-quality temporary/permanent staff. The job title plays a very crucial role in the economy, as the skills of these consultants are very much in need. However, the competition out here is too huge, and so the applicants are expected to stand out from the rest of their counterparts who apply for the role.

So how to get started? An incredible Trainee Recruitment Consultant Cover Letter Sample is given below for you to get an idea of how a cover letter should be. To help you get an interview, we have listed a Trainee Recruitment Consultant cover letter advice as well.

• Cover Letters
• Human Resources

A Trainee Recruitment Consultant is responsible for assisting employers to select, identify, and recruit staff for various vacancies, and helping individuals find appropriate employment. The job duty includes advising clients on the most suitable recruiting and talent acquisition methods for the clients. They are also responsible for finding, attracting, and hiring talent for clients.

What to Include in a Trainee Recruitment Consultant Cover Letter?

Roles and responsibilities.

• Communicating with clients and getting a clear view of the hiring needs and goals of the company.
• Researching the client’s company.
• Communicating with clients and determining their exact hiring needs.
• Developing and implementing strategies based on the needs of the client.
• Researching competitors and market place.
• Conducting screening , and interviews.
• Defining job description and other required specifications.
• Identifying prospective candidates through various channels.
• Presenting shortlisted candidates with the employer.
• Presenting detailed candidate profile summaries.

Education & Skills

Trainee recruitment consultant skills:.

• Excellent understanding of the recruitment process.
• Good understanding of employer branding strategies.
• Solid knowledge of recruitment marketing software.
• Proficiency in using applicant tracking systems.
• Good interpersonal and presentation skills.
• Multitasking skills.

Trainee Recruitment Consultant Education Requirements:

• A degree in any field.
• Qualification in human resources, psychology, marketing, or management.
• Administrative or HR work experience.

Trainee Recruitment Consultant Cover Letter Example (Text Version)

Dear Hiring Manager,

I would like to introduce myself as a candidate for the Trainee Recruitment Consultant at ***. As a qualified and dedicated professional, I believe I can surpass your expectations and make a significant contribution to *** in my new role.

During my tenure at ***, I proved to be a successful resource to date. From day one of my professional careers, I have always aspired to and have given my best to my job and my clients. I have been performing tasks like forming liaisons between clients and potential candidates, having client discussions as per requirements, doing research on the client industry, and creating advertisements for the available positions online.

I take this opportunity to highlight some of my core skills:

• I have worked on several aspects of candidate recruitment under my lead recruitment consultant.
• I have created precise job descriptions based on the client’s requirements and have sourced candidates accordingly.
• I am known and appreciated by my supervisor at my previous job for my strong communication and relationship-building skills.
• I have worked toward having an inclusive recruitment program wherever possible by hiring culturally diverse candidates in multiple fields and domains.

I am confident that my account management talents coupled with my education and experience would make me a good fit for the role of Trainee Recruitment Consultant at your firm. Furthermore, I aspire to take up challenging tasks and prove my abilities to eventually rise to a managerial role in the recruitment domain.

I look forward to hearing more about ***. Thank you for your consideration.

Sincerely, [Your Name]

While you are applying for the Trainee Recruitment Consultant job, you have to highlight all those skills that are integral to the position. You have to let the employer know that you are equipped with natural abilities like attention to detail, a positive attitude and that you are great at timekeeping. Practical skills such as computer literacy, networking experience, and recruitment expertise all add value to your Cover letter.

Hiring Managers should strongly believe that you are highly competent and can manage to do things independently. And, so you have to show proof of all these in your Cover Letter.

Do follow our tips, and work hard on your cover letter. Want some Resume help? Have a look at our exclusive Trainee Recruitment Consultant Resume Samples !

Customize Trainee Recruitment Consultant Cover Letter

Get hired faster with our free cover letter template designed to land you the perfect position.

Related Human Resources Cover Letters

Recruitment Consultant cover letter template

Download a cover letter, expert tips to help you write your cover letter.

• How to write a great cover letter
• Cover letters: The good and the bad
• How to tailor your cover letter to the job

Skills and experience employers are looking for

Need a resume template, too, getting ready for an interview, latest recruitment consultant jobs on seek.

• EXPLORE Random Article
• Happiness Hub

How to Write a Cover Letter for a Recruitment Consultant

Last Updated: May 20, 2023 Approved

This article was co-authored by Katherine Kirkinis, Ed.M., MA . Katherine Kirkinis is a Career Coach and Psychotherapist who has served as a career expert for Forbes, Medium, Best Life, and Working Mother Magazine, and as a diversity and inclusion expert for ATTN and Quartz. She specializes in working with issues of career, identity, and indecision. She has doctoral-level training in career counseling and career assessment and has worked with hundreds of clients to make career decisions through career assessments. She is pursuing a doctoral degree at The University of Albany, SUNY where her work focuses on diversity and inclusion, racism in the workplace, and racial identity. She is a published author and has been featured in academic journals as well as popular media outlets. Her research has been presented at 10+ national APA conferences since 2013. There are 7 references cited in this article, which can be found at the bottom of the page. wikiHow marks an article as reader-approved once it receives enough positive feedback. In this case, several readers have written to tell us that this article was helpful to them, earning it our reader-approved status. This article has been viewed 779,853 times.

Recruitment consultants work with businesses to match job seekers to open positions. When they believe a certain candidate will match a particular job, they forward the applicant's information to the business for further review. Writing a cover letter to a recruiter is your first step in getting a job, and you can follow these steps to make sure that cover letter is perfect.

Sample Cover Letters

Writing Your Cover Letter

• If you're unaware of the recipient's gender, then use the person's full name after "Dear."

• The opening sentence should read something like: "I am writing with interest in being matched with a job in sales and customer service."

• A good introduction would be: "I am a recent graduate of Rutgers University, where I majored in management."

• Recruiters may or may not advertise the companies that they work with. If the recruiter you're writing to has made this information public, mention the specific companies you're interested in working for. This demonstrates that you're a serious candidate who has done research into the job you want.

• Remember that this section shouldn't just restate your resume; the recruiter already has your resume. What it should do is elaborate on some points that don't get fully covered on your resume. For example, you may have done an internship for a semester. This is only one line on your resume, but you can elaborate on how it gave you invaluable skills and experience for the job you're seeking.
• You can also bring up experience that isn't on your resume. For example, tutoring your neighbor might not be suitable for a resume, but you can mention how this experience gave you a sense of responsibility, which will help you in the job you're seeking.

• Look at the transferable skills you've attained. For example, if you're looking for a job in sales, you might not think your stock worker position at a retail store gave you much experience. But if you dealt with customers, that means you've gained customer service experience. These skills easily transfer over to dealing with potential clients for your company.
• If you've never had a job, things you've done in school can also be applicable. You might have given a classroom presentation. That means you have public speaking experience. Other classroom experience that gives you job skills are the ability to meet deadlines, multitask, and work under pressure.

• Your closing should sound something like this: "As you can see from my qualifications, I am an ideal candidate for a position in sales and marketing. I greatly look forward to hearing from you and speaking further. Thank you very much for your time and consideration."

Getting Ready

• What was your area of education?
• What are your past experiences?
• Have you had a job in the past that you enjoyed?
• Consider whether you intend this as a career or as a temporary job. You might be more willing to compromise over a temporary job than over a lifelong career.

• Recruiters will typically say so if they recruit for certain jobs and positions, so make sure you read their website or posting carefully.

• Read Make a Resume for tips on putting together a strong resume.

• Place your name, title, and address on the top left of the paper.
• Place the date below this.
• Put the person's name, title, and address below this.
• Address the person appropriately. Start with "Dear Mr." or "Dear Mrs."
• Have 1-inch margins around the paper and use single spacing. Don't indent, just use a double space in between paragraphs.
• Use an easy-to-read font such as Times New Roman or Arial, in 12-point font.
• End with "Sincerely," then leave 4 lines so you can manually sign your name. Below this, type your name and title.

Expert Q&A

• Always use standard fonts, margins, and paper when writing a cover letter. Your originality should come through in the content, not the form of your letter. Thanks Helpful 0 Not Helpful 0
• Do not take on an overly conversational tone. Although your letter should sound good when read aloud, it should be professional and polite. Thanks Helpful 1 Not Helpful 0

You Might Also Like

Expert Interview

Thanks for reading our article! If you'd like to learn more about writing a cover letter, check out our in-depth interview with Katherine Kirkinis, Ed.M., MA .

• ↑ https://writing.wisc.edu/Handbook/CoverLetters.html
• ↑ Katherine Kirkinis, Ed.M., MA. Career Coach & Psychotherapist. Expert Interview. 7 March 2023.
• ↑ http://career-advice.monster.com/resumes-cover-letters/cover-letter-tips/5-simple-steps-to-a-successful-cover-letter-hot-jobs/article.aspx
• ↑ Jonathan Soormaghen. Career Coach. Expert Interview. 7 October 2020.
• ↑ https://money.usnews.com/money/blogs/outside-voices-careers/2010/11/30/the-6-worst-ways-to-pick-a-career
• ↑ http://www.letterwritingguide.com/request.htm
• ↑ http://businessletterformat.org/

About this article

To write a cover letter for a recruitment consultant, start by placing your name, title, and address in the top left corner. Next, include the date one line below that, and the recipient's name, title, and address one line below the date. Then, greet the person with the salutation “Dear” followed by their full name. In the body of the letter, state the position you’re interested in, along with your relevant skills and interests. Close the letter by reinstating why you’re a good choice, and sign the letter “Sincerely,” followed by your name. For more cover letter writing tips, like how to format using proper spacing and margins, read on! Did this summary help you? Yes No

Reader Success Stories

Blessing Peter

May 14, 2020

Did this article help you?

Kelly Fitzgerald

Jul 6, 2017

Azhar Mehboob

Aug 10, 2017

Dec 19, 2016

Debora Frederick

Nov 24, 2020

• About wikiHow
• Terms of Use
• Privacy Policy
• Do Not Sell or Share My Info
• Not Selling Info

Recruitment Consultant Cover Letter Examples

A great recruitment consultant cover letter can help you stand out from the competition when applying for a job. Be sure to tailor your letter to the specific requirements listed in the job description, and highlight your most relevant or exceptional qualifications. The following recruitment consultant cover letter example can give you some ideas on how to write your own letter.

or download as PDF

Cover Letter Example (Text)

(133) 763-7250

[email protected]

Dear Jaquelyn Baner,

I am writing to express my interest in the Recruitment Consultant position at Randstad, as advertised. With a solid background in talent acquisition and a proven track record of success at Robert Half, I am excited about the opportunity to bring my expertise to your esteemed company.

Over the past five years, I have honed my skills in recruiting top-tier candidates across various industries, consistently meeting and exceeding the placement targets set by my previous employers. My experience has equipped me with a deep understanding of the recruitment cycle, from sourcing and screening candidates to coordinating interviews and negotiating offers.

At Robert Half, I was recognized for my ability to build strong relationships with both clients and candidates, ensuring a seamless and efficient hiring process. My dedication to understanding the unique needs of each role and the culture of the company has enabled me to make matches that are not just skill-based but also a good fit for the team dynamics.

I am particularly impressed with Randstad's commitment to innovative recruitment strategies and its reputation for being a leader in the HR services industry. I am eager to contribute to your team by bringing fresh perspectives and strategies that can help enhance your recruitment processes. Furthermore, I am confident that my proactive approach and continuous drive to improve candidate experience will align with Randstad's mission to shape the world of work.

Thank you for considering my application. I am looking forward to the opportunity to discuss how my background, skills, and enthusiasms can be in line with the goals of Randstad. I am very much eager to contribute to your team and help drive the success of your organization.

Warm regards,

Related Cover Letter Examples

• Recruitment Manager
• Recruitment Specialist
• CRM Consultant
• Jewelry Consultant
• Lead Consultant
• Sales Consultant

Graduate Scheme cover letter examples

Graduate schemes allow you to continue developing your skills on the job, which is why these positions are so competitive.

As a result, you need to do all you can to stand out from the crowd of recent graduates.

To help give you a competitive edge, check out all our top tips below, along with our graduate scheme cover letter examples to guide you.

CV templates 

Graduate Scheme cover letter example 1

Build your CV now 

Graduate Scheme cover letter example 2

Graduate Scheme cover letter example 3

These Graduate Scheme cover letter examples provide you with some guidance and inspiration for writing a cover letter that gets noticed and ensures your CV will get opened.

But if you really want to master the art of writing a winning cover letter , then follow our step-by-step cove letter writing guide below.

How to write a Graduate Scheme cover letter

Here’s a simple process to write your own interview-winning cover letter.

Write your cover letter in the body of an email/message

You should write your cover letter in the body of the email (or messaging system if sending via a job board) and never attach it as a document.

The reason for this?

You want your cover letter to start connecting with the recruiter from the moment they open your application.

If they have to open a document to read it, it will slow things down and they may not even bother to open it.

Start with a friendly greeting

Start you cover letter with a greeting that is professional but friendly.

This will build rapport with the recruiter whilst showing your professionalism.

• Hi, hope you’re well
• Hi [insert recruiter name]
• Hi [insert department/team name]

Avoid overly formal greetings like “Dear sir/madam ” unless applying to very traditional companies.

How to find the contact’s name?

Addressing the recruitment contact by name is an excellent way to start building a strong relationship. If it is not listed in the job advert, try these methods to find it.

• Check out the company website and look at their  About page. If you see a hiring manager, HR person or internal recruiter, use their name. You could also try to figure out who would be your manager in the role and use their name.
• Head to LinkedIn , search for the company and scan through the list of employees. Most professionals are on LinkedIn these days, so this is a good bet.

Identify the role you are applying for

Now that you have warmed the recruiter up with a friendly greeting, firstly you need to let them know which role you are applying for.

Sometimes a recruitment consultant will be juggling 10 or 10 vacancies, so it’s important to specify which one you are applying to.

Give us much detail as possible (team/department, role title etc.) and paste in the reference number if you have one.

Here are some examples you can use.

• I am interested in applying for the Graduate Scheme with your company.
• I would like to apply for the role of Sales assistant (Ref: 40f57393)
• I would like to express my interest in the customer service vacancy within your retail department
• I saw your advert for an IT project manager on Reed and would like to apply for the role.

See also: CV examples – how to write a CV – CV profiles

Highlight your suitability

The bulk of your cover letter should be focused around highlighting your suitability for the job you are applying to.

Doing this will show the recruiter that you are suitable candidate and encourage them to open your CV.

The best way to do this, is by studying the job advert you are applying to, and find out what the most important skills and knowledge are.

Once you know the most important requirements, you then need to highlight your matching skills to the recruiter. In a few sentences, tell them exactly why you are a good fit for the job and what you can offer the company.

Keep it short and sharp

A good cover letter is short and sharp, getting to the point quickly with just enough information to grab the attention of recruiters.

Ideally your cover letter should be around 4-8 sentences long – anything longer will risk losing the attention of time-strapped recruiters and hiring managers .

Essentially you need to include just enough information to persuade the reader to open up your CV, where the in-depth details will sit.

Sign off professionally

To finish off your cover note, add a professional signature to the bottom, stating your important contact details and information.

This not only provides recruiters with multiple means of contacting you, but it also adds a nice professional appearance to the cover letter, which shows that you know how to conduct yourself in the workplace.

Include the following points;

• A friendly sign off – e.g. “Warm regards”
• Your full name
• Phone number (one you can answer quickly)
• Email address
• Profession title
• Professional social network – e.g. LinkedIn

Here is an example signature;

Warm regards,

Aaron Smith Customer service professional 075557437373 [email protected] LinkedIn

Quick tip : To save yourself from having to write your signature every time you send a job application, you can save it within your email drafts, or on a separate document that you could copy in.

What to include in your Graduate Scheme cover letter

Your Graduate Scheme cover letter will be unique to your situation, but there are certain content guidelines you should stick to for best results.

To attract and entice recruiters, stick with the following key subjects in your cover letter – adapting them to fit your profession and target jobs.

• Your professional experience – Employers will be keen to know if your experience is suitable for the job you are applying to, so provide a good summary of it in your cover letter.
• Your qualifications and education – Highlight your most relevant and high-level of qualification, especially if they are essential to the job.
• The positive impact you have made – Employers love to hear about the benefits you can bring to them, so shout about anything impressive you have done, such as saving money or improving processes.
• Your reasons for leaving – Use a few words of your cover letter to explain why you are leaving your current job and ensure you avoid any negative reasons.
• Your availability – Let recruiters know when you can start a new job . Are you immediately available, or do you have a month notice period?

Graduate Scheme cover letter templates

Copy and paste these Graduate Scheme cover letter templates to get a head start on your own.

I hope you are well. I am writing to submit my application for the Digital Marketing Graduate Scheme at View Agency, as I am eager to leverage my marketing acumen and social media expertise to drive impactful digital strategies for commercial clients.

During my digital marketing internship at Lyne Ltd, I successfully orchestrated captivating social media campaigns that led to a substantial 40% increase in Instagram followers and a remarkable 25% boost in website traffic. Furthermore, my personal social media following of 35K individuals attests to my prowess in engaging audiences and creating compelling content. I achieved a 1st Class Honours in my BA Marketing and my dissertation on “Exploring the Impact of Digital Marketing Strategies on Consumer Behaviour” demonstrated my commitment to understanding and harnessing the power of digital channels. As a Student Engagement Officer at the Coventry University Student Union, I managed multi-channel advertising campaigns, achieving improved event attendance and heightened community engagement.

I am excited about the possibility of contributing my skills to your team and I am available for an interview at your convenience.

Kind regards,

James Napton ¦ 07777777777 ¦ [email protected]

I am writing to apply for the Graduate Scheme at CM Consultancy, as I am excited by the prospect of utilising my management expertise and commitment to ethical business to drive innovation and deliver transformative solutions to diverse challenges.

As a resourceful and high-achieving Business Management graduate, my first-class degree from the University of Leeds reflects my academic excellence, and my internship at NPC, a charity sector specialist think tank, showcases my ability to devise and implement impactful strategies. During my internship at NPC, I successfully conducted primary research and crafted budget proposals for a £500k consultancy contract, which resulted in a remarkable 21% revenue increase in the first quarter after implementation. Moreover, my adoption of contemporary business strategist Katy Turner’s management approach significantly improved patron relations and revenue for our client. Additionally, I thrived in my internship at Bright Futures, contributing to their financial growth and securing a contract with a local recruitment agency as their exclusive provider of employment and CV workshops.

I am keen to discuss my potential contributions further in an interview and am available at your convenience. Thank you for considering my application.

Best wishes,

Amy Ford ¦ 07777777777 ¦ [email protected]

Dear Dr Wells,

I hope you and the team are well. I am writing to apply for the Chemistry Graduate Scheme at Stanton Laboratories, where my passion for Organic Synthesis can make a measurable impact.

As recent Chemistry graduate proficient in HPLC and GC-MS analysis, I bring a track record of outstanding achievements that perfectly align with the requirements of this graduate scheme. During my MSc in Analytical Chemistry at Manchester University, I excelled in chemical analysis and quality control, culminating in my research on “Analysis of Drug Metabolites in Urine using GC-MS,” which garnered the esteemed Chancellor’s Award for Academic Excellence. Moreover, during a 3-month internship at Lab Solutions Ltd, I conducted rigorous quality control tests using advanced analytical techniques. My introduction of automated HPLC analysis led to a remarkable 12% reduction in turnaround time, significantly enhancing productivity. Additionally, my contribution to validating an in-house HPLC method resulted in substantial annual savings of £10K by eliminating outsourcing expenses.

I am eager to discuss how my proven abilities can add value to the Chemistry Graduate Scheme at Stanton Laboratories. I am available for an interview at your convenience, and I am looking forward to the opportunity to connect with you and your colleagues.

Hayden Porter ¦ 07777777777 ¦ [email protected]

Writing a strong attention-grabbing cover letter is a vital step in landing a good Graduate Scheme.

Use the tips, strategies and examples above to get more responses from you job applications and start lining job interview up.

Good luck with your job search!

Consulting Cover Letter: a comprehensive guide

• Understanding Consulting Cover Letters
• Practicalities of Writing Your Cover Letter
• Section-by-Section Breakdown
• Quality Control

A stellar cover letter is going to be a basic pre-requisite if you want to land a top-tier consulting job at the likes of the MBB’s, Kearney, LEK, Deloitte etc.

More than half of consulting candidates are rejected based on their applications alone , before they ever make it to interview. This means that, for all the emphasis on case interview prep, your resume and cover letter, together with networking , are the single greatest determinant as to whether you land your dream MBB job or not .

Candidates typically have some realisation of the importance of applications, but make the mistake of devoting all their time to the resume alone as they assume it is the "important one". They assume that the accompanying cover letters are always fairly generic and/or are merely a formality that don't actually get read.

However, the idea that your cover letter is any less important than your resume is a hugely damaging misconception.

In fact, speaking to consultants currently involved with recruitment at MBB firms, we are told that cover letters have been becoming more and more important recently. This is for a couple of reasons:

• More and more resumes are coming in basically perfect (the proliferation of material like our excellent free resume guide has a part to play here). This means that cover letters are increasingly being focussed on as a way to differentiate top candidates.
• Cover letters are more indicative of your soft skills and personal fit with the office culture than a resume. Since firms are having particular difficulty finding candidates with the right social skills (especially post-Covid), cover letters become more and more salient in the filtering process.

To up the ante even more, add to this the fact that applications are increasingly read by AI tools as well. Whilst a human reader working in a hurry and skimming a document in a hurry might have simply missed an error, you can be sure the computer will pick up on any mistakes you make.

So, how do you get things right?

Putting together a decent consulting cover letter can be tricky and will probably take longer than you think. The demands are different and quite a bit more rigorous than for cover letters you might have written for other industries.

Luckily though, the strict demands on consulting cover letters mean that there is an equally strict set of rules to follow when writing them - as long as you follow these and put the time in to do things properly, you can reliably turn out an excellent document.

This guide will help you understand what it is recruiters want to see in a good cover letter and take you through the steps to draft your best possible offering. To make things as clear as possible, we discuss a template cover letter section-by-section.

Help is at hand!

Writing applications can be pretty daunting, especially with a dream job on the line.

Before we dive into all the complex nitty-gritty of how to turn out your cover letter, we should let you know that we have an editing service where a 5+ year experienced MBB consultant helps you draft your best possible resume and/or cover letter. You can read more here:

Explore Professional Editing

This isn't obligatory, but is a great option for those who feel overwhelmed and want some help to get things right, as well as for those who want the inside track in terms of optimising something that is already close to the mark.

This application editing can also be done as part of a broader mentoring package, where that same experienced mentor helps you through the whole consulting selection process, from networking, through to case interview prep. You can find out more here:

Learn More About Comprehensive Mentoring

1. Understanding Consulting Cover Letters

To write a good one we will first need to understand the demands it must meet. That is to say, we need to understand the function of the cover letter and precisely how it will be assessed.

Let's start by going through some important points:

1.1. Function of a Consulting Cover Letter

The basic function of a consulting cover letter is to tell recruiters three things:

• Why you are worth employing
• Why consulting is a perfect fit for you
• Why you are interested in the target firm in particular

As we will see later, a standard management consulting cover letter is broken down into three paragraphs, addressing each of these issues more-or-less separately.

In many ways, the demands of your cover letter sit between your resume ) and your fit interview (which you will be invited to only if your resume and cover letter make the cut).

A consulting cover letter helps demonstrate the same skillset as your resume and you will effectively be selecting a few of the key points from your resume to amplify in the cover letter.

However, the objective of this document is not simply restating the facts on your resume, but rather creating a persuasive link between your personal story and the job you are applying for. In effect, the main purpose of your cover letter is to show that you are a great fit for the job you are applying for across the board. As such, you need to convey your personality and your motivation to do the job - things that are not readily assessed via your resume alone.

These are exactly the qualities that are also assessed in your fit interview. Indeed, just as with the Additional Information section of your resume, the information in your cover letter is very likely to form the basis of questions in your fit interview - where your personality and motivation are assessed again. Thus, just as with the Additional Information section of your resume, when you are drafting your cover letter you should be keeping half an eye on how you would be able to work the items you select into compelling fit interview answers.

All this means that our article on the fit interview is especially worth a read as you get started on cover letter writing!

1.2. Motivation

Consulting is a tough life and the average consulting recruit only stays in the industry for around two years - which means that many of those applicants who are lucky enough to land jobs will have left within 12 months.

Beyond this, many of those entering consulting only ever intend to stay for a couple of years before bailing out into roles in private equity or internal strategy, becoming a start-up founder, or any of the other typical roles where consulting experience will enhance their career chances.

This constant loss of talent is a big problem for consulting firms, who don't want employees to disappear as soon as they have accrued the training and experience required to be genuinely useful to the company. In effect, firms want to ensure they get a positive return on investment on training you.

As such, recruiters will be trying to identify candidates who are genuinely in it for the long haul - who want to make partner someday and who have the necessary motivation to push them through the years of long hours and tight deadlines en route.

Of course, we realise that you the reader might well be one of the candidates who only really plan to stick with consulting for two years before parachuting out into another industry. Realistically, this is a perfectly sensible career trajectory and we're certainly not going to tell you not to do so.

However , if this is the case, your application and subsequent interview are really not the time to discuss it. If you have ever had any inkling that you might consider sticking around and making a long-term career in consulting, then this is the inclination to channel during the selection process.

We return to discuss your rationale for entering consulting in our section-by-section breakdown of the letter itself.

1.3. A Test in Itself

Your target firm uses your cover letter to learn more about you in a couple of ways. Obviously, they receive all the information you communicate explicitly - all the achievements and experience and positive character traits you tell them about. However, your cover letter is also used by the target firm as an implicit (but very real) test of your writing skills and other qualities. It is important to realise this dual function and keep it in mind during drafting.

At a basic level, using correct, industry standard formatting etc shows that you have the professionalism and diligence to find out and follow the rules. As we will discuss later, writing a letter specific to the firm you are applying to also demonstrates your commitment to that employer.

More directly, though, your cover letter is used by consulting firms as a test of your writing skills. Writing consulting cover letters is not an easy business - if it were, you wouldn't be reading this guide! Composing a good cover letter requires you to assemble a body of information, synthesise it and present it in a compelling form.

Importantly, this is a set of skills - summarising complex information into compelling prose and extracting key points in data - that consultants use every day. Your cover letter is one of the main ways firms check for your competence here.

Similarly, readers will be very interested in your ability to use your cover letter to market yourself. In effect, consultants must constantly sell themselves, their firm, and their recommendations to clients. Indeed, this is becoming a larger and larger part of the job as more of the analytic side of consulting work is automated. As such, the ability to communicate persuasively is a key management consulting skill.

1.4. The Reader

With any piece of writing, the first thing you need to consider is who the intended reader is. This is especially important for consulting cover letters.

During the application screen, as well as filtering by AI tools and HR staff, your cover letter will be placed with one or two hundred others and passed to a junior consultant (often a recent alum from your university) to assess. Generally, this will be piled on top of that consultant's normal workload and often they will end up with very little time to get through this mound of applications. As such, your reader will be tired, possibly slightly grumpy and in a hurry - probably only skimming what you have written.

Keep this reader in mind at all times and write in a way that makes their life easier. This means making everything as clear, easy to read and precise as possible!

2. PRACTICALITIES OF WRITING A CONSULTING COVER LETTER

So, we have a good idea of the basic job of a cover letter needs to do, what ground it needs to cover, and how it will be assessed. Now it's time to get down to business and actually get the thing written!

To this end, we'll look at a few practical points about how to meet the requirements mentioned above, before focusing one-by-one on the five main segments of a management consulting cover letter.

2.1. FORMAT - DOING THE SAME AS EVERYONE ELSE

Just as with your resume, formatting a consulting cover letter is really not the time to embrace your creative side. Failing to stick to the standard rules of formatting risks being rejected immediately, without your letter even being read.

The tired junior consultant tasked with plowing through a pile of cover letters is unlikely to be in the mood for a strange font or weird layout and will simply send your application directly to the bin.

As noted above, standard formatting shows that you are professional enough to take the application seriously and that you have bothered to find out what is expected from your cover letter. The best way to understand how you should format this document is simply to take a look at our examples below, which are formatted in a standard "safe" manner.

In particular, though, you should make sure your letter conforms to the following basic standard:

• Standard typeface at a normal size
• No longer than one printable page
• Normal size margins etc - no extreme formatting to pack more words on the page!
• Name, contact information, and date at the top, in the manner of a traditional letter - you can include a postal address if you like, but an email address is perfectly sufficient nowadays - and will save space
• Standard structure explained below - opening, three main paragraphs, closing

2.2. Content - Being Unique!

You might have to keep the format strictly in line with everyone else, but it is absolutely crucial that the actual content of your letter is unique!

Always remember that your cover letter will be part of a stack of 1-200 deep. The content needs to really impress the reader if you are going to stand out from the pack and earn yourself an invitation to interview.

To achieve this, you are going to have to draw on your most impressive achievements and experiences and then portray them in the best possible fashion, to really make your reader pause and take note, rather than toss your letter towards the bin with the others.

Content that is unusual is also helpful in making your application memorable and might prompt interview questions where you can be well prepared to shine. During an application process with so many competitors, it pays to have something unique to you - a USP - to differentiate you from your peers.

However, this will only add value if it is relevant to management consulting!

In our discussion below on how to introduce yourself and your abilities, we'll discuss how you can emphasize your personal "spikes" - which help make your cover letter more unique.

2.3. Be Specific!

Your letter needs not only to be unique, but also highly specific .

Many candidates think that they can save a bit of time by just writing a one really "good" cover letter and using that for all their applications without any modifications. This might be true (or almost true) of a good resume. However, if you think that the cover letter you wrote for McKinsey will be able to be used without any changes to for Bain and BCG as well, we can tell you now that that letter wasn't good enough to get you a job with any of those firms!

As noted previously, a major function of your cover letter is to gauge your motivation to stick with the company if you are lucky enough to be hired. Your recruiter wants to make sure that you are genuinely keen to work for their specific firm for the foreseeable future. Any suggestion that your cover letter is just a generic chunk of text sent out to everyone in scattergun fashion obviously makes this idea pretty difficult to maintain - and will see your application heading towards that bin in short order.

To avoid this, then, take the time to write a separate letter for each firm you apply to. In these letters, you should include content that is specific to your particular target firm. What is more, this specific content should not be something generic or some kind of empty platitude.

If the best you can come up with is an obvious truth - or even worse, a common misconception - you will betray only a very shallow level of engagement, and will only succeed in vexing your reader.

Instead, you should be able to make specific remarks which show genuine insight. This will clearly demonstrate both your commitment to and knowledge of the firm.

These points will be particularly relevant to the section of the cover letter where you explain your decision to apply to your target firm, and we will pick up this discussion again later in this guide. However, there is room for material specific to your target firm in all sections of your cover letter.

3. Section-by-Section Breakdown

Let's go through the different sections of a standard management consulting cover letter one-by-one.

We will give examples as to how you might approach each section - however, it is imperative that you don't simply copy from specimens that we or anyone else have written. The examples here are only a guide as to how you should approach the different elements of a cover letter, not components to be lifted as-is.

Your own cover letter needs to stand out from a very strong field. Think about it - how can you possibly stand out by copying others? Beyond this, though, any hint that you are just copying from another source will see your whole application rejected immediately.

On a similar note here, we strongly advise against using an AI chatbot like ChatGPT to write your cover letter. Aside from that tool not knowing enough about your own life experiences, interests etc to say something with the correct degree of specificity, you run the risk of sending in a cover with the same writing style - or possibly even the same turns of phrase - as everyone else who did the same thing. Indeed, recruiters across many industries are already getting used to spotting AI-generated applications .

As we noted earlier, there are three main questions your cover letter must answer - why you, why consulting and why that firm in particular. The three main paragraphs of your cover letter will answer these three questions in sequence.

Provided you are careful to link everything together properly, there is actually some flexibility to vary the ordering of these paragraphs. You will always introduce yourself first, of course, but you can then state why you are interested in the specific firm before you explain what drew you to consulting, or deal with these in the reverse order.

In the interests of simplicity here, though, we will just deal with why-consulting-in-general first, followed by why-that-firm-in-particular.

The following examples are taken from an entry-level cover letter from an applicant to Bain London - and the detailed content is obviously tailored to that office.

In contrast to the relative ease with which a resume can be repurposed, you will have to significantly change the specifics of your cover letter as you apply for different offices and firms. Obviously, our candidate below can't just send this off to Bain New York without changing quite a lot of content. Similarly, this won't work as a cover letter for the London offices of McKinsey, BCG or Deloitte a wholesale rewrite.

With all this said, what is crucial is that the overall structure and format is maintained. This will be the case whether you are a recent graduate, Ph.D. or MBA. Even experienced hire cover letters will maintain the same fundamental format - though there will be (even) more expectation on the quality of the content.

3.1. OPENING YOUR CONSULTING COVER LETTER

The opening to your cover letter is very straightforward and is pretty much impossible to mess up if you follow basic rules.

First, you should record your name, email address, and the date of sending. You can include a postal address if you like, though this is no longer a strict requirement and takes up a lot of space. Your first sentence should state the specific position to which you are applying at the relevant office and firm.

The only issue that should give you any cause for concern here is to Whom the letter is addressed. Where possible, you should be addressing the letter to a named person - usually the recruiting manager of the office to which you are applying. However, where you cannot find a name to address your cover letter to, it is perfectly acceptable to begin "To whom it may concern" or "Dear Sir or Madam".

Jane Wu [email protected] 05/05/2019

Dear Ms Douglas,

I am writing to apply for the Associate Consultant position at Bain and Company's London office.

3.2. Introducing Yourself

After this brief opening, proceed straight to introducing yourself. Don't be shy - this is not the time for understatement or modesty! Top consulting firms are looking for exceptional individuals. Here, you need to leave the reader in no doubt that you are just such an exceptional individual!

To do this, looking at all the information you assembled for your resume, ideally, you should recount the three most impressive achievements in your life so far.

Of course, do this with an eye to achievements that are particularly relevant to consulting (your golf handicap might be good, but nobody in the workplace cares). Also, realise that the things we are most proud of personally might not actually be the ones that are most impressive to others (your golfing probably isn't great anyway). Try to look at your resume as if you are reading one from someone else. Alternatively, ask a friend what stands out to them.

It's your resume's job to paint a balanced picture of you as a well-rounded candidate with all the skills required to excel in consulting. However, in your cover letter, it can be beneficial to emphasise one or two particular strong suits, where you are exceptionally gifted. These are what consultants call "spikes". What recruiters are really looking for is well-rounded, generally capable candidates with a few "spikes" that might be especially useful.

I have recently graduated from the University of Cambridge with a first-class BA/MSci in Physics. At Cambridge, I was consistently near the top of my year academically and won a number of competitive scholarships and prizes; including the award for the best final year research project. During my third year, I was selected as the best of a very large field of applicants to take part in a prestigious summer research project at MIT. I was also elected as a Student Representative for two consecutive years.

3.3. Why Consulting is a Good Fit

Your job here is to provide a strong narrative demonstrating why consulting is a good fit for you and why it makes sense at this point in your career as a natural progression from what you have done before.

This is much the same as what is required from your answers in any subsequent fit interviews you receive. As such, our article on the fit interview , as well as our more comprehensive fit interview course and/or lessons in the MCC Academy , are highly relevant here.

Now, as we noted above, it is important to remember that there are some reasons to get into consulting that your target firm will be happy to hear about and others that will very definitely not impress.

We're not here to judge your reasons, whatever they are, for wanting a consulting job. However, there are certain reasons that you should probably not highlight if you would like to actually get that job.

Some candidates are not sure what career they actually want yet and think consulting would make a good first step, exposing them to different industries and keeping their options open for the future. The worry, from a firm's point of view, is that these individuals will not be sufficiently motivated to actually stick with consulting when they come up against the stress and high workload that come with the job.

Alternatively, some applicants are fully intent, right from the start, on bailing out into another industry after two years - when a sufficiently long stint in consulting has given them transferable skills and boosted their opportunities elsewhere.

Many candidates actually state these kinds of intentions - though they will certainly not be hired! As we noted above, firms want to retain staff and are looking for candidates who are committed to consulting for the long term.

3.3.1. Proving You Know What You are Getting Into

Given how many recruits drop out, firms want to be sure that you know exactly what you are getting into when you apply . When you explain why you have decided that consulting is a great fit for you, you obviously need it to be clear that you are doing so with a real understanding of what the job entails.

Ideally, you will have done an internship in consulting or a closely related industry. Alternatively, you might be moving sideways from a parallel sector, such as finance or tech, having worked alongside consultants in past roles and observed what they do first hand. In either such case, it is clear that you understand the demands of the job.

However, many of you will fall into neither of these camps and won't yet have any first hand experience of the consulting world. If this describes you, be aware that there is a particular onus on you to demonstrate that you know what is required of a working consultant - and that you have what it takes to meet those requirements.

Don't dismay, though, as this is definitely possible - it just requires a bit more thought from you. Really, you are limited to a strategy of identifying key consulting skills and showing that you have already had significant past experience (and ideally achievements) demonstrating that you are capable and comfortable in these areas - and, importantly, that you enjoy this kind of work!

This is similar in principle to some of what you should have already done in bullet point form in your resume. Our resume guide is useful here in listing the relevant consulting skills and giving examples that demonstrate them. However, your cover letter differs from the resume here in that the focus will be less on technical skills and more on personal character. You also can't be so schematic as in your resume, but must weave everything into a compelling narrative that leaves your reader in no doubt that you are well suited to, and prepared for, the job.

3.3.2. Finding Things to Say

Some candidates feel the need to embroider their accounts when they explain why they want to be a consultant. Maybe they genuinely think that the only reason they have chosen consulting is for the high salary and exit opportunities. Since they can't include either of these (as discussed below), they then cobble together an insincere-sounding road-to-Damascus story about how they had an epiphany that they should work at BCG or Bain.

However, introspection on the reasons that informed your own decision making can actually be a great source of material here. You might not be able to explicitly state them just now, but there are probably better reasons than you think for your choices.

Think about what exactly it was that led you to believe that you could do a consulting job and why have chosen to apply to jobs in that sector, rather than going into something else. If you want to be totally pragmatic, remember - it's a lot easier to answer interview questions on something approximating the truth than a tissue of lies!

I believe that I would be particularly well suited to the Associate Consultant position as consulting would provide real intellectual challenges, but placed within contexts allowing me to make use of my strong interpersonal skills. As a student representative, I instigated "Student Week" in the Physics department. This was a week where time was given over so that students could organise their own conferences and workshops. In order to make this initiative a success, I faced two main challenges: creating a committed team and getting the academic staff's support. I began by offering all students a stake in shaping the week and created teams in charge of all aspects of an organisation, delegating responsibilities to team leaders. Most of all, this experience taught me how to motivate people, leveraging their potential impact and the rewards to be gained from positive results. In the end, the teams were able to invite an outstanding line-up of speakers. Presenting the week as a chance to promote the school in the media enabled us to gain the final approval of academic staff. Understanding the perspectives of multiple stakeholders and identifying what they really cared about enabled me to transform an ambitious plan into reality. I loved this experience and would look forward to employing a similar skillset as an Associate Consultant.

3.4. Why that Firm?

Now finally, you need to show that you are committed to the particular firm to which you are applying . This is a crucial part of demonstrating your motivation as well as a way of showing your diligence in doing your research before applying. Needing to address why you want to work at your target firm in particular is why you fundamentally can't just re-use the same letter for all your consulting applications.

So, how should you do this?

In practice, there are three main ways to generate firm-specific content:

3.4.1. Contacts and networking

Whilst you might not have seen consultants at work first hand, there is nothing to prevent you from meeting them at career fairs, networking events, and the like.

You can also reach out to consultants in your target office via LinkedIn and potentially even schedule calls with them. You can do this from anywhere in the world. An experienced consultant can also guide you in this process within one of our mentoring programmes

The very best cover letters will grow out of substantial networking with current or former employees from your target firm - ideally from the specific office to which you are applying.

The individuals you speak to might be in a position to recommend you to recruiters. Otherwise, though, they will definitely be very well placed to tell you what is really unique about the company in general or your target office in particular. This is a surefire way for you to be able to make your cover letter specific in a way that actually rings true to those who read it.#

Also, don't be afraid to drop in the names of your contacts where they are relevant (and where this is appropriate, of course). The recruiter might know the people in question and they will lend credence to your application.

3.4.2. Reading

Of course, this kind of networking will not always be feasible, and certainly not at short notice. If you don't have access to anyone who has worked for your target firm, you should be able to get access to some of their output in the form of reports and similar material. Being able to comment on these demonstrates your enthusiasm to work at the target firm, as well as your diligence and intelligence. Indeed, mentioning report authors is a good way to shoehorn in the names of company employees whom you have not actually met in real life.

3.4.3. Observations

Of course, you would ideally be able to write about the first hand experience of working alongside consultants at a company that was a client of your target firm. Otherwise, if you have done your research, you will be able to discuss a successful project in which you have not been involved, but have taken a particular interest (possibly in an industry in which you have experience). This should convey genuine interest and, at the very least, shows you really have done your homework.

An example of how to approach this paragraph is as follows:

Bain specifically appeals to me for a few reasons. At a more personal level, all of the individuals I have spoken to who have worked at Bain have loved their jobs and seemed like people I would relish working with. Recently, I spoke to Sarah McKinney and Benedict Philips from the London office at a networking event. Both were very helpful and encouraging of my application. In particular, I was very excited to be able to talk to Sarah about Bain's recent work with capacitor technology firm NuCell. This was a project I had become aware of via my physics background and was very impressed with the sophisticated but wonderfully elegant solutions that Bain implemented. This was a significant influence in my decision to move towards consulting in general and Bain in particular.

3.5. Closing You Cover Letter

As with the opening, it is easy to get your cover letter's closing right simply by following a few standard rules.

Closing a consulting cover letter really just follows the same rules as a standard formal letter. Note that technically the form of your sign off depends on whether the letter was addressed to a named recipient or not. If you did manage to address your cover letter to a specific individual at the target firm, you should sign off your letter "Yours Sincerely". However, if you addressed the letter "Dear Sir or Madam" or "To Whom it May Concern", then you should sign off "Yours faithfully".

Not everyone will pick up on this, but some certainly will!

I very much hope that I can be considered for an interview. If you have any questions about my application or would like to know more, please do not hesitate to be in contact by email or on +44 7933023234. I look forward to hearing from you.

Yours sincerely, Jane Wu

3.6. An Aside - Blurring Boundaries

For the sake of clarity, we have given quite a schematic picture of how a cover letter is structured. In practice, the separation between the content of the three main paragraphs is often not quite as clear as has been shown so far.

This is something to bear in mind as you are writing. Certainly, it is not a problem that the content of the three main paragraphs somewhat bleed into one another. Indeed, it might well be that the optimal version of your letter gives you more bang for your buck in including points with more than one positive function.

For example, you might make mention of people or reports from your specific target firm in explaining why you chose to enter consulting in general. Simultaneously you will likely be able to include some impressive achievements, relevant to your initial description of yourself, in that same explanation as to why consulting was for you.

4. Quality Control

By now, you should have a completed document in front of you. However, this doesn't mean that you're finished!

Just as with the resume, quality control should be taken very seriously when you are writing your cover letter, and will almost certainly take longer than did writing your initial draft.

First, you should make sure you have followed all the rules we set out for formatting and structuring a consulting cover letter. This is the easy bit, after all, and you shouldn't be making mistakes here when it's something you can easily control for yourself.

The following checklist is useful to make sure that the major elements are in order. Thus, you must make sure that any management consulting cover letter:

• Does not exceed one page
• Is formatted sensibly
• Contains no spelling mistakes (double check names of the company, position, HR manager and your contact information)
• Mentions skills that are relevant to the job
• Has relevant examples to back up those skills
• Reinforces skills that are not adequately explained in your resume
• Explains how your skill set relates to the job you are applying for
• Is tailored to the target firm

Of course, to hammer the point home, it should go without saying that spelling, punctuation, and grammar should be perfect throughout - especially these days, where AIs will be reading applications thoroughly, besides harried humans skimming them.

In particular, though, you should triple-check spelling around the opening where you list your own contact information and state the name of the target firm and specific role. Imagine making the cut to for interview only to have your invitation dispatched to the wrong email address!

You wouldn't believe how many candidates we see making mistakes here - indeed, outside consulting, the former Graduate Recruitment Manager at City law firm Mayer Brown found that 20% of applicants got the firm’s name wrong. If so many high-end, detail-oriented lawyers can make that kind of mistake, so can you - check!

4.2. Feedback

As with any important piece of writing, you will want another set of eyes on your cover letter. However, a consulting cover letter is not quite the same as for a more "normal" job, and there is only so much that your classmate, your buddy or your mum is going to be able to tell you . These people might be able to help you with spelling, punctuation, and grammar, but not a great deal else.

If you have access to a careers adviser, they will certainly be more knowledgeable and be able to give you more specific feedback. That said, the very particular demands of consulting and how cover letters are assessed means there is no real replacement for someone with actual consulting experience .

As always though, real consultants are incredibly busy people and their time has a high price tag. You might be lucky enough to have access to a consultant who will help you out - perhaps a friend or relative or maybe one of your networking contacts who likes you enough to take the time to look at your application.

However, for those who aren't so lucky, there are still ways to get top quality feedback. MyConsultingCoach offers cover letter review and feedback , both alone on its own and in a package with resume review.

With this service, a deeply experienced MBB consultant mentor, with a minimum of five years at McKinsey, Bain or BCG, will provide the kind of granular, nuanced feedback you simply can't find elsewhere. You can read more here:

Explore Application Review

You can also have the same kind of 5+ year experienced MBB consultant do this kind of editing for you as part of a wider personal mentoring programme. Find out more here:

Mentoring Programmes

Of course, none of these services are strictly necessary, and this guide is here to help everyone. However, professional editing will help you close the gap with your competitors who have the advantage of pre-existing inside contacts.

4.3. Iterate

It is easy to become attached to what you have written. Especially after pouring time and energy into a document, constructive criticism can end up being taken personally and ignored. However, if you actually want to get a job in consulting, you need to swallow your pride and be prepared to make substantial changes if they are advised .

Once you have re-drafted the document, you need to cycle through the same stages of quality control again, always making sure that everything is formatted correctly with no typos and then getting decent feedback on what you have produced. To get the whole thing just right will likely take at least a couple of these iterations. Indeed, this is precisely why MyConsultingCoach's review packages all include three rounds of feedback as standard .

Finally, then, you will have completed your cover letter and be ready to submit your application. You can give yourself a pat on the back for getting everything so far done. However, you still have a lot more work ahead of you if you are serious about making it into consulting!

If you are interested in getting an interview at the likes of the MBBs, Kearney, LEK, Deloitte, or any high-end consulting firm, it is absolutely crucial that your cover letter is the very best that it can be .

To this end, we have given a detailed guide on how to optimise a cover letter, breaking down all the relevant sections. Examples were provided from a sample cover letter for a Bain London application, though it was explained that you should never simply copy from such example cover letters.

We encourage you to read further - starting with our resume guide - and to consider editing from one of our ex-MBB consultant coaches. However, what we have given you here is a very good starting point for you to carve out a great draft cover letter.

If you have followed this guide and ideally found someone to provide decent feedback, you should have every chance of being invited to interview. However, nobody is going to do well if they prepare for a consulting interview the way they would for a more "normal" job.

Management consulting interviews are a very different beast to what you might be accustomed to elsewhere. Suffice to say, though, that a large volume of preparation is both necessary to so well and explicitly expected by the firms themselves . Putting together your consulting resume or cover letter might have seemed arduous or time-consuming, but what was just the tip of the iceberg!

In particular, you will need to learn how to solve case studies. You can start with our intro to case interviews , which links to other useful resources.

It's important to learn to tackle case studies the right way if you want to perform in the more demanding interviews at higher-end firms. The old-fashioned frameworks you will often find promoted online can be dysfunctional in more complex case studies. By contrast, we recommend the slightly more demanding, but much more capable, from-first-principles method used in real consulting work. You can find out more in the followng video:

To make your preparation as effective and time efficient as possible MyConsultingCoach has developed a comprehensive consulting interview prep course . This teaches everything you need to give your best possible showing in an interview. Included are all the mental maths, business and finance theory and logical principles needed not only to solve cases but to do so in a way that will impress the interviewer - the way a real consultant would . Also included is a set of lessons on how to address "fit" questions about your character and motivation to enter consulting.

Find out about our resume editing services

Account not confirmed.

• The Essential Values
• The Essential Family
• Join The Essential Team
• Hero of the Month
• HR Essentials Limited – Gender Pay Gap for snapshot date 5th April 2023
• Essential Professional Vacancies
• Roles requiring no experience
• Permanent Roles
• Temp to Perm Roles
• Part Time Roles
• Roles Paying Above Minimum Wage
• Information Hub
• Candidate Log In
• Holiday Request Form
• Call Back Registration
• Book a call with your local consultant
• Contact A Branch
• Contact the Management
• Work for Essential
• Essential Recruitment
• Essential Professional

How to write a cover letter for a Recruitment Consultant role

So, you want to be a recruitment consultant. You need to impress the recruiter – let them know that you’ve got what it takes to spot talent in another candidate. What better way to prove this than to show you know how to BE the perfect candidate?

When applying for a role, a cover letter accompanies your CV and gives the employer or recruiter an insight to your goals and experience, and also why you’re interested in working for the company.

Open the letter with a line stating what position you’re applying for and at which company. This gives the impression that the cover letter is genuine and written for this specific vacancy. State your career path or current status, and why you’d like to work with this specific company.

If you’re applying to a job advert, there should be a description of the type of candidate they’re  looking for – and then show them that you are that candidate.

For example, here is an extract from the advert we use to recruit for internal Recruitment Consultants:

• You will need to have a background in recruitment, telesales or business to business sales or (non-retail) customer service.
• This is a sales and service driven industry and you must be prepared for the highs and lows that come from this.
• Strength of character, tenacity and broad shoulders must have been a part of what has made you who you are today.
• As a Recruitment Consultant you will have the ability to enjoy yourself and have a positive outlook that your customers will buy in to. We can teach you the job but we can’t give you a personality!

Take a look at your work history. Do you have experience in any of the sectors listed? If so, talk about this role and the skills your learned.

Think about your experiences. Can you prove that you can handle pressure and disappointment?

What about your history shows that you’re a strong character?

Think about your personal life, outside of work. What are you interested in that shows you are individual, interesting and optimistic?

Once you’ve written the answers to these questions, it’s time to edit. You should remove:

• Repeated information
• Specific information which doesn’t contribute to your application
• Long-winded sentences (replace these with more articulated points)

For example:

Dear (hiring manager)

I am writing to apply for the position of Recruitment Consultant at Essential Recruitment.

As an experienced account manager for a leading online job board, I feel I have an understanding of the industry and could easily adapt my skills for this role. I believe my personality fits well with your company culture (as I have seen on your social media) and your  attitude towards your employees is one of the best I’ve seen.

I have experience of both gaining and losing business through my sales activity, the pressure of negotiating contracts and the importance of developing rapport and relationships with my clients. My previous work experience taught me to remain objective during tough times, and to avoid letting 90% clients suffer when 10% are being difficult.

You state you’re looking for someone who has the ability to enjoy themselves – In my spare time I am currently undertaking French lessons and I’m part of a sailing club. These two passions allow me to develop as a person and explore my individuality. Sailing allows me to free my competitive side!

I look forward to hearing from you, 

Yours sincerely,  Job Seeker.

We wish you the best of luck! Why not try your new found skills on our vacancies? Click to here to find out where we’re recruiting! Essential Recruitment Internal Vacancies

Work for us

August slide, facebook groups.

© Copyright 2024 Essential Recruitment Privacy & Cookie Policy Sitemap

Website Design & Website Development by Adam Leese

• Skip to main menu
• Skip to user menu

Recruitment Consultant Cover Letter Template

• CV Templates & Advice

If you’re looking to apply for a  range of recruitment consultant jobs , we can help get your cover letter ready with our recruitment consultant cover letter template. Simply follow the examples provided.

If you also need to go over the basics of cover letter writing, be sure to check out our guide on  how to write the perfect cover letter .

Your name Your address

Hiring manager’s name Company name Company address

Dear  (use hiring manager’s full name if you know it, if not, use sir/madam),

I am writing to apply for the position of Recruitment Consultant, currently advertised on Fish4jobs. Please find enclosed a copy of my CV.

As you can see from my CV, I have invaluable experience in the Recruitment sector, and from this experience I have developed a number of skills that are vital to this role.

In my previous position, my responsibilities included developing and maintaining relationships with clients, gathering market data and creating customer profiles, drafting contracts and negotiating terms. From my previous roles, I have learnt the importance of being ambitious and always striving to improve my sales performance.

I am confident, personable and driven individual with a determination and thirst for success.I am able to communicate both by telephone and in face-to-face meetings with clients and employers with ease.

With my experience and expertise, I strongly believe that I would be an asset your team at (company name).  

Thank you very much for considering my application. I look forward to hearing from you,

Yours sincerely  (if you know their name) /  yours faithfully  (if you do not know their name),

Your name Contact phone number

Related links

• Cover Letter Template
• How to Write the Perfect Cover Letter
• How to Make Your Personal Statement Pop

Share this article

Related articles

The Fish4jobs Ultimate Jobseekers Guide

Investment Banker CV Template

Art Director CV Template

Latest articles, optimising your job search: best application practices on fish4jobs, how to set up a job alert – optimise your job search with fish4jobs, from new hires to top performers: the key elements of successful talent onboarding.

Part 1. Overview Information

National Institutes of Health ( NIH )

UE5 / T32 Phased Institutional NRSA Training Award

• April 4, 2024  - Overview of Grant Application and Review Changes for Due Dates on or after January 25, 2025. See Notice NOT-OD-24-084 .
• August 31, 2022 - Implementation Changes for Genomic Data Sharing Plans Included with Applications Due on or after January 25, 2023. See Notice  NOT-OD-22-198 .
• July 22, 2019 - Requirement for ORCID iDs for Individuals Supported by Research Training, Fellowship, Research Education, and Career Development Awards Beginning in FY 2020. See Notice  NOT-OD-19-109 .

See Section III. 3. Additional Information on Eligibility.

The NIH Research Education Program (UE5/T32) supports research education activities in the mission areas of the NIH.  The overarching goal of this UE5 program is to support educational activities that foster a better understanding of biomedical, behavioral and clinical research and its implications.  

The purpose of the Tribal Undergraduate to Graduate Research Training and Leadership Experiences (TURTLE) program is to fund federally recognized American Indian/Alaska Native (AI/AN) Tribes, tribal colleges or universities, Tribal health programs, or Tribal organizations (collectively termed, eligible Tribal Entities) to identify and develop a pool of scientists to conduct research on AI/AN health and health disparities. Through this Notice of Funding Opportunity (NOFO), NIGMS will provide support for a phased award to eligible Tribal Entities to develop (UE5) and implement (T32) effective training and mentoring activities for research-oriented individuals earning a doctoral degree in a biomedical research field at a variety of institutions across the United States and territories. The overall purpose is to support the development of individuals who have the technical, operational, and professional skills required to conduct AI/AN health research in a culturally appropriate, ethically responsible and rigorous manner, to complete Ph.D.s in a biomedical field, and to transition into careers in the biomedical research workforce.  

Not Applicable

All applications are due by 5:00 PM local time of applicant organization.

Applicants are encouraged to apply early to allow adequate time to make any corrections to errors found in the application during the submission process by the due date.

It is critical that applicants follow the instructions in the Research (R) Instructions in the How to Apply - Application Guide , except where instructed to do otherwise (in this NOFO or in a Notice from NIH Guide for Grants and Contracts ).

Conformance to all requirements (both in the Application Guide and the NOFO) is required and strictly enforced. Applicants must read and follow all application instructions in the Application Guide as well as any program-specific instructions noted in Section IV . When the program-specific instructions deviate from those in the Application Guide, follow the program-specific instructions.

Applications that do not comply with these instructions may be delayed or not accepted for review.

IMPORTANT: Per NOT-OD-24-086 updated application forms (FORMS-I) will be used for this opportunity. The updated forms are not yet available and will be posted 30 calendar days or more prior to the first application due date. Once posted, you will be able to access the forms using one of the following submission options:

• An institutional system-to-system (S2S) solution
• Grants.gov Workspace

Part 2. Full Text of Announcement

Section i. funding opportunity description.

The overarching goal of this UE5/T34 program is to support educational activities that complement and/or enhance the training of a workforce to meet the nation's biomedical, behavioral and clinical research needs.

 Background

The American Indian/Alaska Native (AI/AN) populations have long experienced health disparities when compared with other Americans. Multiple factors have contributed to these health disparities, including limited access to health care, the distrust of health-related research due to trauma inflicted on the AI/AN communities by past unethical and inappropriate research practices, and limited opportunities for AI/AN Tribes to lead health research.

The  Native American Research Centers for Health (NARCH) program was launched in 2000 to help reduce the distrust of health research by the AI/AN communities, promote AI/AN health research prioritized and led by eligible AI/AN Tribal Entities, and ultimately improve AI/AN health. To enhance the program’s efficacy in meeting its goals, NIGMS completed a comprehensive  NARCH program evaluation culminating in a formal Tribal Consultation. With consideration to the evaluation recommendations and the Tribal Consultation, the Tribal Undergraduate to Graduate Research Training and Leadership Experiences (TURTLE) program was developed to address AI/AN health equity, in part, by contributing to the development of a workforce of individuals who will lead and conduct research focused on AI/AN health.

The TURTLE program will support the research training of undergraduates (T34) and predoctoral students (T32) at degree-granting institutions across the United States and Territories through training grants administered by eligible  Tribal Entities .

Eligible  Tribal Entities are not well represented in the funded  NIGMS Training, Workforce Development, and Diversity institutional training programs ( dashboard accessed February 2024), potentially because the funds required for the infrastructure and personnel to administer large-scale training awards have not been available. NIGMS recognizes the need for a phased award with a capacity building period preceding the training component.

This NOFO will support a phased award (UE5/T32) to fund: 

• A development phase to hire personnel and develop educational activities and training grant program and administrative infrastructure (UE5). 
• A National Research Service Award (NRSA) predoctoral research training program phase to support trainees interested in AI/AN health research (T32). 

A companion NOFO ( PAR-24-236 ) is available for a phased award for undergraduate research training (UE5/T34). NIGMS intends for the TURTLE program to provide sustained support of effective undergraduate (T34) and graduate (T32) research training programs. When nearing the end of the T32 phase of the award, NIGMS intends to provide the opportunity to eligible Tribal Entities to apply to a renewable TURTLE institutional training program to sustain the training of future scientists interested in AI/AN health research.

Program Considerations

The phased award described in this NOFO is intended to develop capacity at eligible Tribal Entities and provide funds for institutional NRSA training programs. As with all NRSA grants, the funding in the second (T32) phase will provide trainee stipends to defray living expenses, tuition remission, travel, as well as training-related expenses to support the program. Trainees are expected to be supported by the grant for 1-4 years of their doctoral training to receive the full benefits of the training program.

The eligible Tribal Entities administering the TURTLE programs will be responsible for identifying and appointing trainees. The TURTLE T32 program should recruit full-time Ph.D. students. Recruitment of potential trainees from a broad range of educational organizations across the United States and territories is encouraged and supported trainees do not all need to be at the same institution. The eligible Tribal Entities are not required to confer doctoral degrees but are expected to administer the trainee financial support, and provide oversight and additional research training activities, for example, mentoring and skills development for students earning doctoral degrees.

A primary goal of this program is the development of a pool of scientists who earn biomedical Ph.D. degrees and have the technical, operational, and professional skills to pursue careers in AI/AN health research. Examples include:

• Technical (appropriate methods, technologies, and quantitative/computational approaches).
• Operational (independent knowledge acquisition, rigorous experimental design, interpretation of data, and conducting research in the safest manner possible).
• Professional (management, leadership, communication, and teamwork).

Funds will be awarded for up to seven years to support the two phases:

• Two years of support for the development phase (UE5) to hire personnel and to develop program management and grants administration capacity for training grants, educational activities, as well as trainee and mentor recruitment strategies.
• Five years of support for the research training of predoctoral trainees (T32) to identify and appoint trainees to the grant; dispense stipends, tuition remission payments and training-related expenses; provide training, mentoring and networking activities; track trainee progress; and report outcomes.

The first phase (UE5) will be a cooperative agreement, where NIH staff work closely with the Tribal Entities to support the development phase (refer to Section VI for details). The conversion from the first phase (UE5) to the second phase (T32) will occur after an NIH administrative review of the progress achieved during the first phase and the entity's preparedness for the training grant phase (T32) of the award. 

Progress will be assessed based on: 

• Adequate program personnel with the appropriate expertise. This may require hiring or training of staff during the development phase.
• Ability to recruit a pool of potential trainees in alignment with the goals of the TURTLE program. For example, plans may include the establishment of any needed partnerships with Ph.D. granting organizations providing predoctoral research training to future researchers interested in careers in AI/AN health research.
• Plans for research training, career development, and networking activities as well as the personnel and technologies to deliver these activities.
• Mentor and role model recruitment, training, and monitoring procedures.
• The infrastructure to administer the grant and the trainee stipends, tuition remission and training-related expenses.
• The capacity to track and report on trainee progress and outcomes.

See Section VIII. Other Information for award authorities and regulations.

Section II. Award Information

Cooperative Agreement: A financial assistance mechanism used when there will be substantial Federal scientific or programmatic involvement. Substantial involvement means that, after award, NIH scientific or program staff will assist, guide, coordinate, or participate in project activities. See Section VI.2 for additional information about the substantial involvement for this NOFO.

The  OER Glossary  and the SF424 (R&R) Application Guide provide details on these application types. Only those application types listed here are allowed for this NOFO.

Not Allowed: Only accepting applications that do not propose clinical trial(s).

Need help determining whether you are doing a clinical trial?

The number of awards is contingent upon NIH appropriations and the submission of a sufficient number of meritorious applications.

Application budgets are not limited, but need to reflect the actual needs of the proposed project.

The total award period will be up to seven years: a maximum of two years for the UE5 component and five years for the T32 component.

Other Award Budget Information

Individuals designing, directing, and implementing the TURTLE program may request salary and fringe benefits appropriate for the person months devoted to the program. Salaries requested may not exceed the levels commensurate with the organization's policy for similar positions and may not exceed the congressionally mandated cap. Personnel costs for the two phases are described below:

• Development phase (UE5) - two-year budget request. For this phase, the personnel costs are to support program and administrative staff to focus on the development of the educational content and the administrative systems for the training phase of the award. Typically, salary support for program staff should not exceed 1.5 full time equivalents depending on the size and scope of the program.
• Training phase (T32) - five-year budget estimate . For this phase, personnel costs are part of the “training related expenses” in the “Other Program-Related Expenses” section described below. 

Participants may be compensated for participation in activities specifically required by the proposed research education program, if sufficiently justified. Participant costs must be itemized in the proposed budget.

Allowable participant costs depend on the educational level/career status of the individuals to be selected to participate in the program.

While generally not an allowable cost, with strong justification, participants in the research education program may receive per diem unless such costs are furnished as part of the registration fee. Participants may also receive funds to defray partial tuition and other education-related expenses.

Expenses for foreign travel must be exceptionally well justified.

Individuals supported by NIH training and career development mechanisms (K, T, or F awards) may receive, and indeed are encouraged to receive, educational experiences supported by an research education program, as participants, but may not receive salary or stipend supplementation from a research education program.

Because the research education program is not intended as a substitute for an NRSA institutional training program (e.g.,T34), costs to support full-time participants (supported for 40 hours/week for a continuous, 12-month period) are not allowable.

Initial competing application budget: Applicant requests should include the following:

• Development phase (UE5) - two-year budget request. For this phase, the “Other Program-Related Expenses” is expected to be primarily for travel, consultant costs, and administrative infrastructure development.
• Stipends, tuition/fees- Kirschstein-NRSA awards provide stipends as a subsistence allowance to help defray living expenses during the research training experience. NIH will contribute to the combined cost of tuition and fees at the rate in place at the time of award. Stipend levels, as well as funding amounts for tuition and fees and the institutional allowance are announced annually in the  NIH Guide for Grants and Contracts,  and are also posted on the Ruth L. Kirschstein National Research Service Award (NRSA)  webpage .
• Trainee travel - Travel for trainees to attend scientific meetings and workshops that the organization determines to be necessary for their research training experience is an allowable expense. Trainees must be appointed to the training grant at the time of the actual travel for this to be an allowable cost. NIGMS will provide up to $1000 per trainee for travel. Plans for trainee travel should be well justified.
• Training Related Expenses (TRE) - NIH will provide funds to help defray other research training expenses, such as health and dental insurance for trainees, staff salaries, consultant costs, equipment, research supplies, and faculty/staff travel directly related to the research training program. For this NOFO, training related expenses may be requested at a rate of $20,000 per trainee. 

Transition application budget: Recipients will submit an updated proposed training budget prior to the end of the UE5 phase as part of a transition application for consideration to receive the second phase (T32) of funding. 

Indirect Costs (also known as Facilities & Administrative [F&A] Costs) are reimbursed at 8% of modified total direct costs (exclusive of tuition and fees, expenditures for equipment and consortium costs in excess of $25,000), rather than on the basis of a negotiated rate agreement.

NIH grants policies as described in the NIH Grants Policy Statement will apply to the applications submitted and awards made from this NOFO.

Section III. Eligibility Information

1. eligible applicants eligible organizations the applicant organization must meet one of the following criteria: a federally recognized ai/an tribe, as defined under 25 u.s.c. 1603(14); or a tribal college or university, a tribal health program, or a tribal organization as defined under 25 u.s.c. 1603 (24), (25), and (26), respectively; or a consortium of two or more of these tribal entities. the sponsoring institution must assure support for the proposed program. appropriate institutional commitment to the program includes the provision of adequate staff, facilities, and educational resources that can contribute to the planned program. institutions with existing ruth l. kirschstein national research service award (nrsa) institutional training grants (e.g., t32) or other federally funded training programs may apply for a research education grant provided that the proposed educational experiences are distinct from those training programs receiving federal support. in many cases, it is anticipated that the proposed research education program will complement ongoing research training occurring at the applicant institution. foreign institutions an application may include foreign components only if one or more ai/an tribes with ancestral catchment areas crossing the u. s. border will participate in the proposed program. non-domestic (non-u.s.) entities (foreign institutions) are not eligible to apply non-domestic (non-u.s.) components of u.s. organizations are not eligible to apply. foreign components, as defined in the nih grants policy statement , are not allowed.  required registrations applicant organizations applicant organizations must complete and maintain the following registrations as described in the sf 424 (r&r) application guide to be eligible to apply for or receive an award. all registrations must be completed prior to the application being submitted. registration can take 6 weeks or more, so applicants should begin the registration process as soon as possible. the nih grants policy statement section 2.3.9.2 electronically submitted applications states that failure to complete registrations in advance of a due date is not a valid reason for a late submission. system for award management (sam) – applicants must complete and maintain an active registration, which requires renewal at least annually . the renewal process may require as much time as the initial registration. sam registration includes the assignment of a commercial and government entity (cage) code for domestic organizations which have not already been assigned a cage code. nato commercial and government entity (ncage) code – foreign organizations must obtain an ncage code (in lieu of a cage code) in order to register in sam. unique entity identifier (uei) – a uei is issued as part of the sam.gov registration process. the same uei must be used for all registrations, as well as on the grant application. era commons - once the unique organization identifier is established, organizations can register with era commons in tandem with completing their grants.gov registration; all registrations must be in place by time of submission. era commons requires organizations to identify at least one signing official (so) and at least one program director/principal investigator (pd/pi) account in order to submit an application. grants.gov – applicants must have an active sam registration in order to complete the grants.gov registration. program directors/principal investigators (pd(s)/pi(s)) all pd(s)/pi(s) must have an era commons account.  pd(s)/pi(s) should work with their organizational officials to either create a new account or to affiliate their existing account with the applicant organization in era commons. if the pd/pi is also the organizational signing official, they must have two distinct era commons accounts, one for each role. obtaining an era commons account can take up to 2 weeks. eligible individuals (program director/principal investigator) any individual(s) with the skills, knowledge, and resources necessary to carry out the proposed research as the program director(s)/principal investigator(s) (pd(s)/pi(s)) is invited to work with their organization to develop an application for support. individuals from diverse backgrounds, including individuals from underrepresented racial and ethnic groups, individuals with disabilities, and women are always encouraged to apply for nih support. see, reminder: notice of nih's encouragement of applications supporting individuals from underrepresented ethnic and racial groups as well as individuals with disabilities, not-od-22-019 .  for institutions/organizations proposing multiple pds/pis, visit the multiple program director/principal investigator policy and submission details in the senior/key person profile (expanded) component of the sf424 (r&r) application guide. the pd(s)/pi(s) do not need to hold a higher degree in the biomedical sciences; however, it is expected that the pd(s)/pi(s) will consult with individuals with biomedical research experience regarding effective practices for training future research scientists. pds/pis employed at eligible tribal entities through special employment arrangements, such as interorganizational personnel agreements among federally recognized ai/an tribes, are allowable. 2. cost sharing.

This NOFO does not require cost sharing as defined in the NIH Grants Policy Statement .

3. Additional Information on Eligibility

Number of Applications

Applicant organizations may submit more than one application, provided that each application is scientifically distinct.

NIH will not accept duplicate or highly overlapping applications under review at the same time per NIH Grants Policy Statement Section 2.3.7.4 Submission of Resubmission Application . This means that the NIH will not accept:

• A new (A0) application that is submitted before issuance of the summary statement from the review of an overlapping new (A0) or resubmission (A1) application.
• An application that has substantial overlap with another application pending appeal of initial peer review. (see NIH Grants Policy Statement 2.3.9.4 Similar, Essentially Identical, or Identical Applications )
• Program Mentors

Program mentors, who often serve as role models, are an important component of the TURTLE program. Program mentors may be drawn from across the United States and territories. Mentors should have expertise and experience relevant to the proposed program and must be committed to continue their involvement throughout the award period. 

Participants (UE5) and Trainees (T32)

Participants:  The UE5 development phase may include graduate students (participants) to pilot the training, mentoring, and networking activities and to build a pool of potential trainees for the training phase (T32) of the award. Unless strongly justified on the basis of exceptional relevance to NIH, research education programs should be used primarily for the education of U.S. citizens and permanent residents.

Trainees: For the T32 training phase, the applicant organization will select the trainees to be supported by the research training program. It is the responsibility of the applicant organization to establish the qualifications, consistent with applicable law, of the trainees before they are supported by the program. The individual to be trained must be a citizen or a noncitizen national of the United States or have been lawfully admitted for permanent residence at the time of appointment. Additional details on citizenship, training period, and aggregate duration of support are available in the NIH Grants Policy Statement .

All trainees are required to pursue their research training full time, normally defined as 40 hours per week, or as specified by the recipient organization in accordance with its own policies. Appointments are normally made in 12-month increments, and no trainee may be appointed for less than 9 months during the initial period of appointment, except with prior approval of NIGMS.

This research training program may not be used to support health-professional students who wish to interrupt their studies for a year or more to engage in research training that will not lead to a Ph.D. degree.

Predoctoral trainees funded through this program must be enrolled in a program leading to a Ph.D.

Section IV. Application and Submission Information

1. requesting an application package.

The application forms package specific to this opportunity must be accessed through ASSIST, Grants.gov Workspace or an institutional system-to-system solution. Links to apply using ASSIST or Grants.gov Workspace are available in Part 1 of this NOFO. See your administrative office for instructions if you plan to use an institutional system-to-system solution.

2. Content and Form of Application Submission

It is critical that applicants follow the instructions in the Research (R) Instructions in the How to Apply - Application Guide , except where instructed in this Notice of Funding Opportunity to do otherwise. Conformance to the requirements in the Application Guide is required and strictly enforced. Applications that are out of compliance with these instructions will not be reviewed.

The following section supplements the instructions found in the SF424 (R&R) Application Guide and should be used for preparing an application to this NOFO.

Follow all instructions provided in the SF424 (R&R) Application Guide.

Follow all instructions provided in the SF424 (R&R) Application, with the following modifications:

Facilities & Other Resources.  Describe the facilities and resources that will contribute to the probability of success of the proposed research training program. Examples may include offices, information technology, computer facilities, software, conference rooms, virtual or in-person classrooms, and other training spaces. Applications should not include any data or examples of data, hyperlinks, or any material not listed as allowable for this attachment in the SF424 (R&R) Application Guide.

  Other Attachments.  Advisory Committee (optional): Applicants are encouraged to provide a plan for the appointment of an Advisory Committee that will provide guidance on the administration of the proposed TURTLE program. Describe the intended composition, roles, responsibilities, and desired expertise of committee members, frequency of committee meetings, and other relevant information. Potential Advisory Committee members should not be identified or contacted prior to receiving an award. Please name the file “Advisory_Committee.pdf”.

The filename provided for each “Other Attachment” will be the name used for the bookmark in the electronic application in eRA Commons.

Follow all instructions provided in the SF424 (R&R) Application Guide with the following modifications:

Development phase (UE5): Two-year budget request. For this phase, the personnel costs are to support program and administrative staff to focus on the development of the educational content, recruitment, training and oversight procedures, institutional relationships and administrative systems for the training phase of the award. Include all personnel other than the PD(s)/PI(s), including participants, clerical and administrative staff in the Other Personnel section. Typically, salary support for program staff should not exceed 1.5 full time equivalents depending on the size and scope of the program. Requested costs for travel, consultant costs, and administrative infrastructure development should be entered in Sections D. Travel and F. Other Direct Costs.

Training phase (T32): Five-year budget estimate . For this NOFO, all costs for the training phase budget estimate should be included in Section E. Participant/Trainee Support Costs; follow instructions in the SF 424(R&R) Application Guide for Section E with the following additional guidance: 

• Item 1. Tuition/Fees/Health Insurance: Grantees should request the maximum allowable tuition/fees for predoctoral trainees as an estimate. Actual tuition and fee rates will be provided in the transition application for funding of the T32 phase. For this NOFO, do not include trainee health insurance in Item 1.
• Item 2. Stipends: Stipend levels should be requested according to the published NRSA levels for predoctoral trainees at the time of application. 
• Item 3. Travel: Trainee travel funds may be requested up to $1000 per trainee. Do not include faculty/staff travel in Item 3.
• Salary support for the program staff (PD/PI or administrative personnel). Typically, salary support for program staff should not exceed 1.5 full time equivalents depending on the size and scope of the program.
• Skills development training activities.
• Seminar speakers, consultants, mentors, or trainers, who will serve as role models to the trainees.
• Training or mentoring interventions designed to increase persistence in research (for example, those designed to increase science identity, self-efficacy and a sense of belonging in the scientific community).
• Limited program evaluation costs.
• Other program-related expenses may be included within the budget for training-related expenses. 
• Number of Participants/Trainees: The expected number of supported trainees at the steady-state level for each TURTLE program is on average 10 per year. For example, if trainees are to be supported for 2 years each the program will appoint 5 new students each year. 

All instructions in the SF424 (R&R) Application Guide must be followed, with the following additional instructions:

Research Strategy: The Research Strategy section of the application should be used to upload the Proposed Program Plan containing the components described below: 

• Development Plan (UE5 Component)
• Research Training Plan ( T32 Component )
• Program Staff
• Program Participants and Trainees
• Organizational Environment and Commitment

For the Proposed Program Plan, do not follow the instructions in the SF424 (R&R) Application Guide, instead, use the following instructions. 

Proposed Program Plan: While the proposed program may complement ongoing research training and education occurring at the applicant organization, the proposed educational experiences must be distinct from those research training and research education programs currently receiving federal support. When other federally-funded research training programs are ongoing, the applicant organization should clearly distinguish between the activities in the proposed program and the currently funded program(s).

Development Plan (UE5 Component) : Applicants should describe the development plan and are encouraged to use the headings below.

• Adequate program personnel with the appropriate expertise. Achieving this milestone may be demonstrated by hiring or training program personnel with the appropriate expertise.
• Plans to recruit a pool of research-oriented trainees in alignment with the goals of the TURTLE program. For example, plans may include the establishment of any needed partnerships with Ph.D.-granting organizations providing predoctoral research training to future  researchers who are interested in pursuing a career in AI/AN health research.
• Development of research training, career development, and networking activities and the personnel and technologies to deliver these activities.Recipient organizations are encouraged to pilot the activities during the development phase.
• Grants administration capacity, including management of consortium arrangements, trainee appointments and terminations, grant reporting and the administration of trainee stipends, tuition and training-related expenses.
• Development Plan and Timeline: Applications should describe the plan and timeline for  achieving the milestones within the 2-year funding period. Meeting the milestones will be an indication that the program is ready for the transition to the training phase (T32) of the award (see Section VI. Award Administration Information of this NOFO for information about the transition ) . 

Research Training Plan (T32 Component) : The application should describe the research training plan by addressing the following topics. Applicants are encouraged to use the headings below when describing each area.

• Training Objectives: Applications should describe the specific, measurable, and attainable training objectives for the Research Training Plan. Training objectives should align with the overarching objective of this NOFO of supporting the development of individuals who have the technical, operational, and professional skills required to conduct AI/AN health research in an ethically responsible, culturally appropriate and rigorous manner, to complete a Ph.D. in a biomedical field, and to transition into careers in the biomedical research workforce.
• Research Experiences:   Appointed trainees are expected to gain research skills through authentic research experiences while earning their doctoral degrees. Describe how the TURTLE program will support the research training activities of the trainees. Examples include, organizing research seminars, discussions of the scientific literature, and trainee data presentations.
• Activities for Skills Development and Promotion of Trainee Success: Trainees are expected to participate in activities that will build a broad range of technical, operational, and professional skills to enhance their science identity and self-efficacy and facilitate the successful progression into careers in the biomedical research workforce. Sites are encouraged to use the educational and training literature to inform training, mentoring, and professional development activities. Discuss the anticipated time the trainees are expected to participate in TURTLE activities given their other Ph.D. training responsibilities.
• Cohort Building: TURTLE programs are encouraged to develop and implement activities to periodically bring together supported trainees to build a sense of community and belonging.
• Career Advancement:  Describe how trainees in the program will be provided with adequate and appropriate information regarding the variety of careers in the biomedical research workforce for which their training prepares them.
• Outreach Activities: TURTLE programs are encouraged to engage in outreach activities. Examples include, facilitating opportunities for the trainees to give back to their communities, providing information to the training community on culturally-aware practices for future scientists focused on AI/AN health, and facilitating family understanding and engagement for supported trainees as they complete their research training.
• How the program will provide supported trainees with additional mentors with expertise complementary to their Ph.D. advisors (for example, from different fields or communities) and networking opportunities to support the trainees' interests in AI/AN health research and promote their success in obtaining Ph.D.s and continuing in research careers.
• How the program confirms that participating organizations where the trainees are enrolled are promoting the development and retention of trainees for the duration of their graduate careers. To increase the likelihood of success in completing their Ph.D. degrees, TURTLE programs are encouraged to maintain contact with trainees beyond the time they are financially supported by the training program.
• Mechanisms for mentor training for the TURTLE program mentors and for monitoring mentoring success, including oversight of the effectiveness of the trainee/research mentor match.
• Conflict resolution practices to address potential conflicts that may impede trainee progress, for example, mentor-mentee, peer-peer, faculty-student, staff-trainee, or faculty-faculty conflicts.
• Candidate Review Process: Describe plans for a candidate review process that will allow a broad group of research-oriented trainees interested in AI/AN health research the ability to participate in the training program. The process should employ selection processes that are consistent with applicable law.
• Trainee Appointments and Financial Support: Applications should describe at what stage in the trainees' careers they will be supported on the training grant and the length of appointments. NIGMS typically supports trainees for 1-4 years during the early years of their graduate program. If trainees are enrolled at different organizations, applications should describe how management of trainee appointments and terminations and disbursement of training funds will be handled. 
• Evidence that trainees conducted rigorous research that advanced scientific knowledge and/or technologies, with increasing self-direction (for example, peer-reviewed publications in  Training Table 5A , or other measures of scientific accomplishment appropriate to the field).
• The rate of Ph.D. degree attainment for program appointees and time-to-degree for trainees (for example,  Training Table 8A ), including how many individuals obtained a Ph.D. degree, are still in training, left the program with a master's degree, or withdrew from the program with no degree.
• The success of recent program graduates transitioning into careers in the biomedical research workforce (for example,  Training Table 8A ).
• The plan for the TURTLE program evaluation to determine whether the training program is effective in meeting the research training mission and objectives.
• Methods to determine if the TURTLE training climate is perceived as inclusive, safe, and supportive of trainee development and retention. Include methods to obtain reliable and representative input from trainees and to safeguard anonymity to ensure candid feedback.
• Mechanisms to ensure the TURTLE program is responsive to outcomes analyses, program evaluations, and trainee feedback regarding the effectiveness of the TURTLE research training environment.
• Activities designed to share outcomes and effective practices of the program with the broader community, for example, presenting program data or materials to members of the research training community via web postings or presentations.
• Strategy to ensure the secure storage and preservation of program data and outcomes and how the data will be centralized, safeguarded, and retrievable during leadership and staff changes.

Note: Training Program Evaluation is not a form of human subjects research. Training grants prepare individuals for careers in the biomedical research workforce by developing and implementing evidence-informed educational practices including didactic, research, mentoring, and career development elements. While funded programs are expected to conduct ongoing program evaluations and assessments to monitor the effectiveness of the training and mentoring activities, training grant funds are not intended to support Human Subjects Research (check additional information on Human Subjects Research from  NIH  and  HHS ).

Program Staff: Briefly explain the leadership and administrative structure as well as the succession plan for critical positions.

• The administrative and training experience to provide strong leadership, direction, management, and administration of the proposed program. 
• A commitment to training future biomedical researchers, leading recruitment efforts to broaden participation, and fostering inclusive research environments.
• Received training on how to effectively mentor trainees from all backgrounds, including trainees from groups underrepresented in the biomedical sciences . 
• Additional Administrative Staff: In addition to having the appropriate infrastructure, effective administration of a training grant requires personnel with the organizational skills to recruit, appoint and track students, report outcomes, monitor the budget, and ensure stipends and tuition are provided in a timely manner. Describe the current or planned administrative staff required to develop, implement and run the TURTLE training program. 

Program Mentors: Describe the plans for building a team of TURTLE program mentors. Mentors, who often serve as role models, are an important component of the TURTLE program. Program mentors will provide additional guidance, encouragement and support for trainees that complements what they receive from their Ph.D. research advisors. They may be drawn from across the United States and territories. Program mentors from diverse backgrounds, such as individuals from underrepresented racial and ethnic groups, , persons with disabilities, and women are encouraged  to participate. Mentors should have expertise and experience relevant to the proposed program. When recruiting a team of mentors and role models to support the TURTLE trainees, it is expected that the following characteristics will be considered:

• Experience with teaching, mentoring, and sustaining the interest of students in biomedical fields. Programs are encouraged to recruit mentors with AI/AN health research experience.
• Awareness of the evidence base for effective student development in the biomedical research workforce.
• The ability to make strong connections with the students and understand the challenges they are experiencing.
• Understanding of and experience with appropriate cultural norms and expectations of AI/AIN health research.
• Sufficient knowledge of the biomedical research enterprise to give sound advice to students about how to effectively navigate the academic environment and career advancement options.
• Flexibility to adapt to the needs of each student.

Program Participants and Trainees:  

• The UE5 development phase may include graduate students as program participants to pilot the training, mentoring, and networking activities and to build a pool of potential trainees for the training phase of the award. Describe any plans to recruit program participants for the UE5 phase.
• For the T32 training phase, the recipient organization will select the trainees to be supported by the research training program. It is the responsibility of the organization to establish the qualifications, consistent with applicable law, of the trainees before they are supported by the program. The T32 phase of the TURTLE program is intended to support full-time students earning a Ph.D. degree in a field that is relevant to AI/AN health research. Trainees from multiple Ph.D.-granting institutions and scientific fields can be supported by a single TURTLE program. A Recruitment Plan to Enhance Diversity is required in the transition application discussed below.

Consistent with existing NIH practices and applicable law: (1) Funded programs may not use the race, ethnicity, or sex (including gender identity, sexual orientation, or transgender status) of a participant, trainee, mentor, or faculty candidate as an eligibility or selection criteria, and (2) NIH does not use the race, ethnicity, or sex of prospective participants, participants, trainees, mentors, or faculty in the application review process or funding decisions.   Applicants and award recipients are encouraged to consult with their General Counsel to ensure all applicable laws and regulations are being followed in program design and implementation .

Organizational Environment and Commitment: Describe any additional aspects of the organizational environment and commitment not addressed under “Facilities & Other Resources”. Appropriate organizational commitment should include the provision of adequate staff, facilities, and educational resources that can contribute to the planned program. This section should not duplicate information provided elsewhere.

Resource Sharing Plan Note: Effective for due dates on or after January 25, 2023, a Data Management and Sharing Plan is not applicable for this NOFO.

Individuals are required to comply with the instructions for the Resource Sharing Plans as provided in the SF424 (R&R) Application Guide, with the following modification:

• A Resource Sharing Plan is not required for this NOFO.

Only limited Appendix materials are allowed. Follow the instructions for the Appendix as described in the SF424 (R&R) Application Guide.

PHS Human Subjects and Clinical Trials Information

Not Applicable.

Delayed Onset Study

3. Unique Entity Identifier and System for Award Management (SAM)

See Part 2. Section III.1 for information regarding the requirement for obtaining a unique entity identifier and for completing and maintaining active registrations in System for Award Management (SAM), NATO Commercial and Government Entity (NCAGE) Code (if applicable), eRA Commons, and Grants.gov

4. Submission Dates and Times

Part I.  contains information about Key Dates and times. Applicants are encouraged to submit applications before the due date to ensure they have time to make any application corrections that might be necessary for successful submission. When a submission date falls on a weekend or Federal holiday , the application deadline is automatically extended to the next business day.

Organizations must submit applications to Grants.gov (the online portal to find and apply for grants across all Federal agencies). Applicants must then complete the submission process by tracking the status of the application in the eRA Commons , NIH’s electronic system for grants administration. NIH and Grants.gov systems check the application against many of the application instructions upon submission. Errors must be corrected and a changed/corrected application must be submitted to Grants.gov on or before the application due date and time. If a Changed/Corrected application is submitted after the deadline, the application will be considered late. Applications that miss the due date and time are subjected to the NIH Grants Policy Statement Section 2.3.9.2 Electronically Submitted Applications .

Applicants are responsible for viewing their application before the due date in the eRA Commons to ensure accurate and successful submission.

Information on the submission process and a definition of on-time submission are provided in the SF424 (R&R) Application Guide.

5. Intergovernmental Review (E.O. 12372)

This initiative is not subject to intergovernmental review .

6. Funding Restrictions

All NIH awards are subject to the terms and conditions, cost principles, and other considerations described in the NIH Grants Policy Statement .

Pre-award costs are allowable only as described in the NIH Grants Policy Statement .

Note, however, that for the training phase (T32), pre-award costs are not allowable charges for stipends or tuition/fees on training grants because these costs may not be charged to the grant until a trainee has actually been appointed, and the appropriate paperwork submitted to the NIH awarding component. Any additional costs associated with the decision to allow research elective credit for short-term research training are not allowable charges on a training grant.

Carryover of unobligated funds from the development phase (UE5) to the research training phase (T32) will require prior NIH approval. 

For the training phase (T32), the National Research Service Award (NRSA) policies  apply. An N RSA appointment may not be held concurrently with another Federally sponsored fellowship, traineeship, or similar Federal award that provides a stipend or otherwise duplicates provisions of the NRSA.

NIGMS does not permit automatic carryover of training grant (T32) funds from one budget period to the next.

7. Other Submission Requirements and Information

Applications must be submitted electronically following the instructions described in the SF424 (R&R) Application Guide. Paper applications will not be accepted.

Applicants must complete all required registrations before the application due date. Section III. Eligibility Information contains information about registration.

For assistance with your electronic application or for more information on the electronic submission process, visit How to Apply – Application Guide . If you encounter a system issue beyond your control that threatens your ability to complete the submission process on-time, you must follow the  Dealing with System Issues guidance. For assistance with application submission, contact the Application Submission Contacts in Section VII .

Important reminders:

All PD(s)/PI(s) must include their eRA Commons ID in the Credential field of the Senior/Key Person Profile form . Failure to register in the Commons and to include a valid PD/PI Commons ID in the credential field will prevent the successful submission of an electronic application to NIH.

The applicant organization must ensure that the unique entity identifier provided on the application is the same identifier used in the organization’s profile in the eRA Commons and for the System for Award Management. Additional information may be found in the SF424 (R&R) Application Guide.

See more tips for avoiding common errors.

Upon receipt, applications will be evaluated for completeness and compliance with application instructions by the National Institute of General Medical Sciences. Applications that are incomplete and/or non-compliant will not be reviewed. 

Requests of $500,000 or more for direct costs in any year

Applicants requesting $500,000 or more in direct costs in any year (excluding consortium F&A) are not required to contact a Scientific/Research Contact before submitting the application. The Policy on the Acceptance for Review of Unsolicited Applications that Request $500,000 or More in Direct Costs as described in the SF424 (R&R) Application Guide is not applicable for this notice of funding opportunity.

Recipients or subrecipients must submit any information related to violations of federal criminal law involving fraud, bribery, or gratuity violations potentially affecting the federal award. See Mandatory Disclosures, 2 CFR 200.113 and NIH Grants Policy Statement Section 4.1.35 .

Send written disclosures to the NIH Chief Grants Management Officer listed on the Notice of Award for the IC that funded the award and to the HHS Office of Inspector Grant Self Disclosure Program at [email protected] .

Applicants are required to follow the instructions for post-submission materials, as described in  the policy .

Section V. Application Review Information

1. criteria.

Only the review criteria described below will be considered in the review process. Applications submitted to the NIH in support of the NIH mission are evaluated for scientific and technical merit through the NIH peer review system.

Specific to this NOFO: NIGMS recognizes that effective, well-designed research training programs that promote broad participation in the biomedical research workforce can take place in a wide variety of organizational environments and with mentors who have varying levels of NIH research project grant support. Reviewers should evaluate the proposed TURTLE program considering the applicant organization's stated objectives, organizational context, available resources, and the capacity of those resources to meet the stated objectives. Reviewers should note that identification by the applicant of current shortcomings and challenges can be viewed as positive factors if accompanied by sound plans for how the applicant would use the TURTLE award to overcome or remediate these challenges.

Reviewers will provide an overall impact score to reflect their assessment of the likelihood for the project to strongly advance research training by fulfilling the goals of the program, in consideration of the following review criteria and additional review criteria, as applicable for the project proposed.

Reviewers will consider each of the review criteria below in the determination of scientific merit and give a separate score for each. An application does not need to be strong in all categories to be judged likely to have major scientific impact.

• Evaluate whether the proposed program will develop a pool of scientists who earn biomedical Ph.D.s and have the technical, operational, and professional skills to pursue culturally appropriate AI/AN health-related research careers.
• Consider whether the application provides convincing evidence that the proposed program will significantly advance the stated goal of the TURTLE program.
• Evaluate whether the PD/PI or PD/PI team have the potential to provide both administrative and research training leadership to the development and implementation of the proposed program.
• If the project proposes a multi-PD/PI team, evaluate whether the team has complementary and integrated expertise. Consider whether the leadership approach, governance, and organizational structure are appropriate for the proposed program.
• Consider whether an appropriate level of effort will be devoted by the program staff and leadership to ensure the program's intended goal is accomplished.
• Discuss whether the approach to recruiting the Program Mentor team is likely to assemble a pool of individuals who will have the appropriate scientific background, mentor training and experience in mentoring trainees to promote the success of the TURTLE program. 
• Evaluate whether the objectives, plan, and timeline for the Development Plan are feasible and attainable.
• Consider whether the Development Plan will sufficiently develop or enhance the appropriate staff expertise, trainee recruitment procedures, grants administration capacity, career enhancement activities, information technology infrastructure, and trainee tracking resources to support a successful training phase.
• Evaluate whether the overall training plans and timelines are feasible, attainable and will align with the TURTLE program objectives.
• Discuss whether the overall training plan describes effective activities for support of the Ph.D. training experiences, and for skills development, cohort building, career advancement and outreach.
• Assess whether the planned strategy and administrative structure to oversee and monitor the program will ensure appropriate and timely trainee progress.
• Assess the suitability of the program mentor recruitment, training and monitoring plan, as well as any plans for engaging the Ph.D. thesis advisors.
• Evaluate whether the planned activities are likely to recruit a sufficient pool of individuals interested in earning a Ph.D. and conducting AI/AN health research.
• Assess whether the plans for tracking TURTLE trainees and for the program evaluation are sound and likely to provide useful information on the effectiveness of the program.
• Evaluate whether the environment of the applicant organization(s) will contribute to the intended goals of the proposed program.
• Assess whether the application provides tangible evidence of sufficient organizational commitment.

As applicable for the project proposed, reviewers will evaluate the following additional items while determining scientific and technical merit, and in providing an overall impact score, but will not give separate scores for these items.

Generally not applicable. Reviewers should bring any concerns to the attention of the Scientific Review Officer.

As applicable for the project proposed, reviewers will consider each of the following items, but will not give scores for these items, and should not consider them in providing an overall impact score.

Reviewers will consider whether the budget and the requested period of support are fully justified and reasonable in relation to the proposed program.

2. Review and Selection Process 

Applications will be evaluated for scientific and technical merit by (an) appropriate Scientific Review Group(s), in accordance with NIH peer review policy and procedures , using the stated review criteria. Assignment to a Scientific Review Group will be shown in the eRA Commons.

As part of the scientific peer review, all applications will receive a written critique.

Applications may undergo a selection process in which only those applications deemed to have the highest scientific and technical merit (generally the top half of applications under review) will be discussed and assigned an overall impact score.

Applications will be assigned on the basis of established PHS referral guidelines to the appropriate NIH Institute or Center. Applications will compete for available funds with all other recommended applications submitted in response to this NOFO. Following initial peer review, recommended applications will receive a second level of review by the appropriate national Advisory Council or Board. The following will be considered in making funding decisions, consistent with applicable law:

• Scientific and technical merit of the proposed project as determined by scientific peer review.
• Availability of funds.
• Relevance of the proposed project to program priorities.
• Broad geographic distribution.
• Contributions to portfolio breadth as outlined in the NIGMS Strategic Plan.

If the application is under consideration for funding, NIH will request "just-in-time" information from the applicant as described in the  NIH Grants Policy Statement Section 2.5.1. Just-in-Time Procedures . This request is not a Notice of Award nor should it be construed to be an indicator of possible funding.

Prior to making an award, NIH reviews an applicant’s federal award history in SAM.gov to ensure sound business practices. An applicant can review and comment on any information in the Responsibility/Qualification records available in SAM.gov.  NIH will consider any comments by the applicant in the Responsibility/Qualification records in SAM.gov to ascertain the applicant’s integrity, business ethics, and performance record of managing Federal awards per 2 CFR Part 200.206 “Federal awarding agency review of risk posed by applicants.”  This provision will apply to all NIH grants and cooperative agreements except fellowships.

3. Anticipated Announcement and Award Dates

After the peer review of the application is completed, the PD/PI will be able to access his or her Summary Statement (written critique) via the  eRA Commons . Refer to Part 1 for dates for peer review, advisory council review, and earliest start date.

Information regarding the disposition of applications is available in the NIH Grants Policy Statement Section 2.4.4 Disposition of Applications .

Section VI. Award Administration Information

1. award notices.

A Notice of Award (NoA) is the official authorizing document notifying the applicant that an award has been made and that funds may be requested from the designated HHS payment system or office. The NoA is signed by the Grants Management Officer and emailed to the recipient’s business official.

In accepting the award, the recipient agrees that any activities under the award are subject to all provisions currently in effect or implemented during the period of the award, other Department regulations and policies in effect at the time of the award, and applicable statutory provisions.

Recipients must comply with any funding restrictions described in Section IV.6. Funding Restrictions. Any pre-award costs incurred before receipt of the NoA are at the applicant's own risk.  For more information on the Notice of Award, please refer to the  NIH Grants Policy Statement Section 5. The Notice of Award and NIH Grants & Funding website, see  Award Process.

2. Administrative and National Policy Requirements

The following Federal wide and HHS-specific policy requirements apply to awards funded through NIH:

• The rules listed at 2 CFR Part 200 , Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards.
• All NIH grant and cooperative agreement awards include the NIH Grants Policy Statement as part of the terms and conditions in the Notice of Award (NoA). The NoA includes the requirements of this NOFO. For these terms of award, see the NIH Grants Policy Statement Part II: Terms and Conditions of NIH Grant Awards, Subpart A: General and Part II: Terms and Conditions of NIH Grant Awards, Subpart B: Terms and Conditions for Specific Types of Grants, Recipients, and Activities .
• HHS recognizes that NIH research projects are often limited in scope for many reasons that are nondiscriminatory, such as the principal investigator’s scientific interest, funding limitations, recruitment requirements, and other considerations. Thus, criteria in research protocols that target or exclude certain populations are warranted where nondiscriminatory justifications establish that such criteria are appropriate with respect to the health or safety of the subjects, the scientific study design, or the purpose of the research. For additional guidance regarding how the provisions apply to NIH grant programs, please contact the Scientific/Research Contact that is identified in Section VII under Agency Contacts of this NOFO.

All federal statutes and regulations relevant to federal financial assistance, including those highlighted in  NIH Grants Policy Statement Section 4 Public Policy Requirements, Objectives and Other Appropriation Mandates.

Recipients are responsible for ensuring that their activities comply with all applicable federal regulations.  NIH may terminate awards under certain circumstances.  See  2 CFR Part 200.340 Termination and  NIH Grants Policy Statement Section 8.5.2 Remedies for Noncompliance or Enforcement Actions: Suspension, Termination, and Withholding of Support . 

The following special terms of award are in addition to, and not in lieu of, otherwise applicable U.S. Office of Management and Budget (OMB) administrative guidelines, U.S. Department of Health and Human Services (DHHS) grant administration regulations at 2 CFR Part 200, and other HHS, PHS, and NIH grant administration policies.

The administrative and funding instrument used for this program will function as a cooperative agreement, an "assistance" mechanism (rather than an "acquisition" mechanism), in which substantial NIH programmatic involvement with the recipients is anticipated during the performance of the activities. Under the cooperative agreement, the NIH purpose is to support and stimulate the recipients' activities by involvement in and otherwise working jointly with the award recipients in a partnership role; it is not to assume direction, prime responsibility, or a dominant role in the activities. Consistent with this concept, the dominant role and prime responsibility will remain with the recipients for the project as a whole, although specific tasks and activities may be shared among the recipients and the NIH as defined below.

The PD(s)/PI(s) will have the primary responsibility for:

• Adhering to the overall objective of the TURTLE program.
• Developing capacity to administer a National Research Service Award (NRSA) Training grant.
• Developing programmatic activities.
• Contributing to the cooperative nature of the TURTLE program.

Recipients will retain custody of and have primary rights to the data and software developed under these awards, subject to Government rights of access consistent with current DHHS, PHS, and NIH policies.

During the UE5 phase, NIH staff have substantial programmatic involvement that is above and beyond the normal stewardship role in awards, as described below:

Project Coordinator . The Project Coordinator will not participate in the oversight of the NOFO, application review, or programmatic and budgetary stewardship of the award. The Project Coordinator will also not participate as an active researcher in the evaluation of the TURTLE program. NIH Project Coordinator(s) will:

• Guide the development of each TURTLE award and the TURTLE network by providing overall advice and coordination.
• Facilitate, not direct, activities.
• Ensure that the activities supported by the TURTLE awards are consistent with NIH missions and goals.
• Make recommendations regarding project direction to accomplish the goals of the TURTLE program.
• Promote communication between NIH and the grantee.
• Provide support to facilitate the timely progress toward agreed-upon programmatic goals, outcome measures, and milestones.
• Work closely and effectively with awardees to ensure standardized information and data needed to evaluate program effectiveness and preparedness for the transition to the training grant phase are submitted in a timely fashion.

Program Official . The NIH Program Official will be responsible for oversight of the NOFO and the normal programmatic stewardship of the award, including participating in funding recommendations, and will be named in the Notice of Award. The Program Official will not partake of the duties of the Project Coordinator.

Joint Responsibilities:

There are no joint responsibilities between the recipient and NIH staff.

Dispute Resolution:

During the awarded UE5 phase, disagreements between award recipients and the NIH that arise regarding matters related to the direction of the funded program may be brought to a Dispute Resolution Panel. The panel will be composed of three members: a designee of the recipient, one NIH designee, and a third designee with expertise in the relevant area who is chosen by the other two. This special dispute resolution procedure does not alter the recipient's right to appeal an adverse action that is otherwise appealable in accordance with PHS regulation 42 CFR Part 50, Subpart D and DHHS regulation 45 CFR Part 16.

3. Data Management and Sharing

Note: The NIH Policy for Data Management and Sharing is effective for due dates on or after January 25, 2023.

Consistent with the NIH Policy for Data Management and Sharing, when data management and sharing is applicable to the award, recipients will be required to adhere to the Data Management and Sharing requirements as outlined in the NIH Grants Policy Statement . Upon the approval of a Data Management and Sharing Plan, it is required for recipients to implement the plan as described.

4. Reporting

When multiple years are involved, recipients will be required to submit the  Research Performance Progress Report (RPPR)  annually and financial statements as required in the NIH Grants Policy Statement Section 8.4.1 Reporting.  To learn more about post-award monitoring and reporting, see the NIH Grants & Funding website, see Post-Award Monitoring and Reporting .

For the Development phase (UE5): 

• Recipients will be required to submit progress as instructed in the Education RPPRs section of RPPR Instruction Guide .
• A final RPPR and the expenditure data portion of the Federal Financial Report are required at the end of the UE5 award period.

For the Research Training phase (T32):

• Recipients will be required to submit progress as instructed in the Training RPPRs section of RPPR Instruction Guide .
• The recipient institution must submit a completed Statement of Appointment ( PHS Form 2271 ) for each trainee appointed or reappointed to the training grant for 8 weeks or more. Grantees must submit the PHS 2271 data electronically using the xTrain system. More information on xTrain is available at  xTrain (eRA Commons) . An appointment or reappointment may begin any time during the budget period, but not before the budget period start date of the grant year.
• A notarized statement verifying possession of permanent residency documentation must be submitted with the Statement of Appointment ( PHS Form 2271 ). Individuals with a Conditional Permanent Resident status must first meet full (non-conditional) Permanent Residency requirements before receiving support.
• Termination Notice: Within 30 days of the end of the total support period, the institution must submit a Termination Notice ( PHS Form 416-7 ) via  xTrain  for each trainee appointed for eight weeks or more.
• A final RPPR and the expenditure data portion of the Federal Financial Report, and Termination Notices for all Trainees, are required for closeout of a T32 award as described in the  NIH Grants Policy Statement .

NIH NOFOs outline intended research goals and objectives. Post award, NIH will review and measure performance based on the details and outcomes that are shared within the RPPR, as described at 45 CFR Part 75.301 and 2 CFR 200.301.

Failure by the recipient institution to submit required forms in a timely, complete, and accurate manner may result in an expenditure disallowance or a delay in any continuation funding for the award.

Instructions for the Transition from the UE5 to the T32 Component

Transition Application

The transition to the T32 phase of funding is not automatic and is contingent upon satisfactory progress towards achieving the UE5 milestones, administrative review, and the availability of funds. NIGMS will provide detailed instructions about transition applications to UE5 recipients approximately six months prior to the end of the UE5 award period. TURTLE UE5 recipients wishing to submit the T32 transition application should prepare the application using the  PHS 2590 forms . Follow the PHS 2590 instructions unless instructed otherwise below. 

 The T32 Transition Application must include the following components:

• Detailed budget and budget justification. Submit an updated proposed training budget using PHS 2590 budget forms for each of the five years of the T32 phase.
• Biographical sketches.   Include biosketches for the PD/PI team and Program Mentors using the  Non-Fellowship Biosketch format . The PD/PI team and Program Mentors’ personal statements should include a description of their mentoring and training philosophy, including commitment to inclusion in the research training environments.
• Other Support
• All Personnel Report
• Hiring or training program personnel with the appropriate expertise.
• Ability to recruit a pool of research-oriented trainees in alignment with the goals of the TURTLE program. For example, the establishment of any needed partnerships with Ph.D. granting organizations providing predoctoral research training to future researchers interested in pursuing a career in AI/AN health research.
• An effective, updated plan for research training, career development, and networking activities and the personnel and technologies to deliver these activities. Include any data from piloting training, career development, or networking pilots.
• Establishment of effective recruitment, training and monitoring practices for mentors associated with the program.
• Development of grants administration capacity, including management of consortium arrangements if applicable, trainee appointments and terminations, reporting and the administration of trainee stipends, tuition  and training-related expenses.
• The capacity to track and report on trainee progress and outcomes
• Recruitment Plan to Enhance Diversity (3 pages) : Applicants should describe a Recruitment Plan to Enhance Diversity. For purposes of this requirement, “recruitment” refers to outreach efforts intended to encourage individuals to apply for the program.  “Recruitment” does not mean the appointment or hiring of an individual into the program. Include outreach strategies and activities designed to recruit a sufficient pool of potential trainees whose career goals align with the purpose of the program. Applicants are encouraged to consider strategies on the NIGMS webpage . Activities may include forming partnerships with Ph.D. programs that enroll students interested in AI/AN health research, attending national meetings for research-oriented students, or hosting summer experiences to conduct AI/AN health research.
• Plan for Instruction in Methods for Enhancing Rigor and Reproducibility (3 pages) . Applicants should include a plan that will be implemented in the training phase of the award for the oversight of "Instruction in Methods for Enhancing Rigor and Reproducibility". The plan should describe how the program will reinforce the principles important for enhancing research rigor and reproducibility, for example, critical evaluation of foundational research underlying a project, rigorous experimental design and data interpretation, computational and quantitative approaches, consideration of relevant biological variables such as sex, authentication of key biological and/or chemical resources, data and material sharing, record keeping, and transparency in reporting. The plan should be appropriate and reasonable for the nature and duration of the proposed activities. Applicants are encouraged to consult the  NIGMS clearinghouse for training modules to enhance data reproducibility and other resources when developing the plans.
• Plan for Instruction in the Responsible Conduct of Research (3 pages): Applicants should include a plan that will be implemented in the training phase of the award for the oversight of “Instruction in the Responsible Conduct of Research (RCR)” for appointed trainees to ensure the appropriate content is being provided by the Ph.D. degree granting organization. Applicants are encouraged to review the instructions for Plan for Instruction in the Responsible Conduct of Research as provided in the SF424 (R&R) Application Guide for topics typically covered. Programs are encouraged to provide additional modules for the responsible conduct of AI/AN health research. 

Trainee Diversity Reports and the NIH Training Data Tables are not required for the transition application but will be required for subsequent progress reports and renewal applications.

Combine the required components into one compiled ( Merge PDFs: How to combine PDF files for free | Adobe Acrobat ), flattened  PDF ( Print to PDF (adobe.com) ) document.

The Authorized Organization Representative should submit the transition application PDF by email to the NIGMS Grants Management Specialist and Program Official.

UE5 recipients who are not approved to transition will receive written notification from NIGMS communicating the rationale for the disapproval. This notification typically will be sent within 60 days of receipt of the transition application.

Although the financial plans of NIGMS provide support for this program, awards pursuant to this funding opportunity are contingent upon the availability of funds.

Termination of the UE5 award phase

If transition from the UE5 phase to the T32 phase occurs at the originally scheduled end date of the UE5 award, then no specific steps to terminate the UE5 award are necessary. 

If the transition from the UE5 phase to the T32 phase occurs prior to the scheduled end date of the UE5 award phase, then a revised Notice of Award will be issued to terminate the UE5 phase award. Carryover of unspent funds from the UE5 phase into the T32 phase is permitted with prior approval from NIH.

A final RPPR and the expenditure data portion of the Federal Financial Report are required for closeout of an award as described in the NIH Grants Policy Statement Section 8.6 Closeout .

We encourage inquiries concerning this funding opportunity and welcome the opportunity to answer questions from potential applicants.

eRA Service Desk (Questions regarding ASSIST, eRA Commons, application errors and warnings, documenting system problems that threaten submission by the due date, and post-submission issues)

Finding Help Online:  https://www.era.nih.gov/need-help  (preferred method of contact) Telephone: 301-402-7469 or 866-504-9552 (Toll Free)

General Grants Information (Questions regarding application instructions, application processes, and NIH grant resources) Email:  [email protected]  (preferred method of contact) Telephone: 301-480-7075

Grants.gov Customer Support (Questions regarding Grants.gov registration and Workspace) Contact Center Telephone: 800-518-4726 Email:  [email protected]

SBA Company Registry (Questions regarding required registration at the SBA Company Registry and for technical questions or issues) Website to Email: http://sbir.gov/feedback?type=reg

Kalynda Gonzales Stokes, Ph.D. National Institutes of General Medical Sciences (NIGMS) Email: [email protected]

National Institute of General Medical Sciences (NIGMS) Email: [email protected]

Justin Rosenzweig National Institute of General Medical Sciences (NIGMS) Email: [email protected]

Section VIII. Other Information

Recently issued trans-NIH policy notices may affect your application submission. A full list of policy notices published by NIH is provided in the NIH Guide for Grants and Contracts . All awards are subject to the terms and conditions, cost principles, and other considerations described in the NIH Grants Policy Statement .

Awards are made under the authorization of Sections 301 and 405 of the Public Health Service Act as amended (42 USC 241 and 284) and under Federal Regulations 42 CFR 63A and 45 CFR Part 75 and 2 CFR Part 200.