Nilsson, HannaSvensson, Ida2025-08-072025-08-072025-08-07https://hdl.handle.net/2077/89197This study explores how leadership styles and motivational factors influence talent attraction and retention among recent graduates in Swedish management consulting firms. In the context of dynamic labor markets with constant transformation and changing preferences among generations, the study investigates the roles of Transformational and Transactional Leadership, combined with intrinsic and extrinsic motivation, with Self-Determination Theory and Herzberg’s Two-Factor Theory as theoretical framework. This is done with a qualitative method, using semi-structured interviews with recent graduates employed in consulting firms of various sizes. The study revealed that meaningful work, flexible conditions, and supportive leadership are central components to retaining talent. The findings also show that transformational leadership and intrinsic motivation foster an environment of long-term engagement, while transactional approaches may lead to short-term performance, not suitable for effective talent attraction and retention. The study contributes to a deeper understanding of generational expectations and offers practical insights for firms aiming to adapt their talent management strategies to changing demands.engLabor Market TransformationGenerational ChangesManagement Consulting IndustryTalent ManagementLeadership StylesEmployee MotivationCareer ExpectationsText