Develop Strategies & Utilize Resources

Get to know potential candidates at our networking events.

With these events, employers can meet with individual students or small groups. Learn more about office hours and coffee chats.

Partner with one or more of our student clubs to host presentations and site treks.

Reach out to students using our resume database, known as Candidate Search on CareerHub. You can target students who have indicated their industry and function preferences. Notify them of upcoming events or your organization’s interest in them.

Both students and recruiters appreciate the flexibility and convenience of virtual interviews and virtual events.

Keep in touch with former employees or summer interns who are currently Stanford GSB students. Enlist their help in your recruiting efforts.

Integrate your existing social media resources into your recruiting campaign. Your recruiting relationship manager can suggest approaches that are effective at Stanford GSB.

Connect with students at highly-targeted events. Host a diversity panel, industry conference, or leadership event.

Career Hub is your direct access to job-seeking GSB students and alumni. Attract job seekers by enhancing your company profile. Offer more reasons to be intrigued by your organization and engage with it.

• Add a company logo, as well as a banner image, to convey the impression you want to be received.
• Link to company-sponsored social media sites.
• Create an overview and insider view specific to the GSB audience.
• Make specific contacts visible to students to give outreach a human face.

Stanford GSB students and alumni are drawn to jobs with these characteristics:

• High-impact roles and intellectually stimulating responsibilities
• Innovative company and/or industry
• Inspiring management and a dedicated mentor
• Career path with increasing responsibility and opportunity
• Opportunity to work with great people
• Competitive compensation

Take a look at the MBA and MSx class profiles, but realize that 70% of students change their function and/or industry upon graduation. Students’ interests may shift from year to year, so start fresh with each new class.

Consider the long-term value of hiring students for the summer. In an average year, 15–20% of job-seeking graduates accept full-time jobs with their summer employer.

After completing the recruiting process each year, talk to your recruiting relationship manager about what worked well and opportunities for improvement.