I just wish Maryland had decent livable laid back college towns with strong second tier schools. At least if smarter or more driven kids are going to Towson or Salisbury, those schools (and towns) will step up their game. |
Who is rania? |
Rania from the article in the first post. |
Companies are not charities. It costs them extra time and money to visit more schools. What's the business case? |
Perhaps. True talent doesn’t find itself at this firms. |
Did anyone catch the dig on Northeastern - I was floored that Northeastern's per pupil spending was "less per student on instruction than the Boston public schools." Now, granted, Boston spends more per student than any other district, but still - you would think a private university that charges $80K/year to educate 20K bright, motivated kids could do better than a school district that is trying to educate 54,000 kids with various levels of readiness and other issues. |
Can we talk about Wisconsin being ignored despite having top departments? Very few top students there by choice. |
Huh? Legacy is huge at Princeton. |
No, it isn’t. I know legacies at Cornell, Brown, Chicago and Yale after not getting into Princeton. |
I don’t agree with this. As a low income student, etc. who went to one of these schools, there have not been any barriers as far as ascending, etc. Frankly, once you’re in a company—and I’m talking about companies with established governing structures like public companies, companies that are close to IPOing, long-standing private companies, etc. your school/prior contacts are not going to tip the needle on mobility. It’s about showing impact, thinking outside of the box, being well-liked among your peers/leadership, and being able to make the case that you’re ready for the next job level. No company is 100% a meritocracy, but a lot of companies try to get as close to this as possible. Also, in the hiring processes, especially for standard/non-exec employees (really anything below VPs) there are controls in place to stem nepotism. For example, hiring processes with an emphasis on performance rather than who you know. A VP can refer someone for a role but if the hiring manager does not think they are a fit/they don’t perform well in the interview (s), or there just happens to be a better candidate, even if by a millimeter, they’re not getting hired. Also, I generally don’t observe VPs recommending candidates, especially at lower levels (i.e., roles/levels that do not report to VPs). They may recommend a peer, another potential VP, or someone within C-Suite. The pool for this levels of jobs (i.e., executive leadership) is quite low. Most people will never make it to this level irrespective of school, wealth, etc. |
That's a good plan, too but you are on a wrong forum. This is a college forum. Go to a trade school forum. |
Princeton is in the worst possible place with legacy. The numbers are something like 1/4 legacies get in 1/40 non-legacies get in The alumni community thinks legacy is worthless, because most of their kids get denied. Meanwhile everyone else can see that if you aren’t a legacy you’re in a much worse position. |
No Hopkins is. |
+1 as a middle class kid who went to a top Ivy for undergrad then a top law school. I do agree that the rich elite kids did tend to stick together during college, and I was not and will never be part of whatever network they have. But I had no trouble breaking into Biglaw, which from my observation is based on merit - interviews, grades to get an offer. And quality of work to stay employed. |
DP. It's not even an article. It's an opinion piece from a very slanted perspective. The writer seems ignorant of ED rules and financial aid, but seeing he is from the Ed dept under the Trump administration, I think it is duplicity rather than ignorance. |