CMC LINK FAQ

November 24, 2014 by Jana Cain

CMC LINK is a unique customized job resource provided by the CMC. So just what is LINK exactly? Read on to find out!

What is LINK?

LINK stands for Leveraging Insider Networking Knowledge. A few years ago the CMC Employer Relations team brainstormed ideas for how to better support students who were finding their jobs outside of OCR and the job board. After further discussion with the career advisors and a few alumni contacts, LINK was born!

Who is LINK for?

LINK is open to all MBA and MSx students, including dual/joint degree  and international students. We make a point of clarifying with companies that we can be a resource for filling their internship as well as full-time roles. We also ask them about processes for international students and experienced hires.

How does LINK work?

In a nutshell, LINK uses student company and industry preferences to guide the CMC’s outreach in uncovering desired job opportunities. We use this student data to conduct outreach with alumni and recruiters to get the scoop on job opportunities and recruiting processes within companies of interest. The Recruiting Relationship Managers (RRMs) work really hard to bring you, the students, the most relevant and up-to-date information about the companies where you want to work. We close that feedback loop through a number of channels including, email distribution lists and direct emails, newsletters, and small group forums called LINK Cafes. We also try to facilitate personalized interactions with popular companies through Hot LINKs, which are on-campus small group lunches with the company that are preceded or followed by coffee chats.

We rely on student feedback to drive our outreach efforts, so don’t be afraid to reach out to an advisor or RRM with any questions, new interests, or updates on leads that you’ve uncovered. The data we refer to also shows us which students expressed an interest in which companies, so we are able to follow-up with students individually, as needed, regarding visa sponsorship and experienced hire processes.

Can you further explain the difference between a LINK Cafe and Hot LINKs?

Sure! LINK Cafes are informal forums led by a RRM and focus on recruiting updates for a particular industry. Topics can include new job opportunities and recruiting insights. We can’t guarantee that a job is always going to be available at a hot company, however. LINK Cafes are also an opportunity for students to ask questions about where we are with our outreach, or to gain more clarity about an open role. In keeping with the relaxed, informal vibe, the CMC also provides light cafe fare (snacks, coffee, and tea).

HOT LINKs are company-specific small group lunches (provided by the CMC), designed to give students a more personal interaction with the company. Hot LINKs are typically limited to no more than a dozen students. Before or after lunch, the company will usually hold coffee chats as an opportunity for one-on-one dialogue.

This is sounding really interesting. When does LINK start?

We will be launching LINK in winter quarter. MBA2s and MSxers will start seeing LINK related announcements in early January. MBA1s will start receiving LINK communications towards the conclusion of winter OCR, at the end of January. LINK communications will continue until the end of June for MBA1s and MBA2s, and until the end of August for MSx.

LINK Cafes usually happen weekly. That is, a LINK Cafe may take place each week, but not every industry will be represented in each LINK Cafe.  Hot LINKs are bit more infrequent as they are subject to company and student availability.

Where do I go to find out when LINK Cafes and Hot LINKs are happening?

Great question! This year we will be promoting all LINK activity via the dashboard. If you have signed up for LINK, you will see announcements for when LINK Cafes and Hot LINKs will be taking place. The RRMs will also send announcements via email using industry distribution lists that we create when you sign up. If you don’t sign up for LINK, you will not receive these announcements or be able to view them on the dashboard.

What else can I look forward to as a LINK participant?

The benefits of LINK are many! For starters, LINK will give you access to jobs that won’t get posted to the job board. Often the jobs we uncover are new, and/or the hiring manager wants to be selective, so they request that the jobs not be posted to the job board. We will use LINK to promote those opportunities to students instead of posting more widely. As part of that request, we also will not be posting jobs to the club leaders. The clubs will certainly be able to continue forwarding jobs they uncover, but any roles sourced by the CMC will be posted to the LINK participants using LINK distribution lists.

Another perk is inclusion in the LINK resume books. Last year, we compiled industry-specific resume books that were shared with over 5,000 GSB alumni. We do this to give alums a heads up and reminder that we have this great talent pool they can tap to fill any hiring needs. If you’re not in LINK, you will not be included in the resume book. Note, these resume books are not the same as the class resume books that employers buy. So if you gave permission to be included in the employer resume database but do not opt-in to LINK, your resume will not be included in the LINK resume book(s).

Finally, participating in LINK will heighten your visibility within the CMC, which is key for job referrals. Oftentimes, alums will reach out seeking referrals from RRMs or advisors for specific roles. Naturally, it is easiest for us to refer students that we have interacted with regularly – which means that LINK participants tend to be top of mind for such roles.

This sounds *amazing*! How do I sign up?

LINK is opt-in only via the Career Dashboard. In the Permissions section of your profile, you will find the “LINK Communications?” question. Answer “yes” if you wish to participate. If you answer “no” or do not answer the question at all, you will not be part of LINK. You can opt in or out at any time. However, LINK is only open to students who are still seeking a position (yes, we will check!).

We also pull your company preferences from your profile.  You can update your company information in the Career Targets section of the profile. List your top five companies of choice, and we’ll handle the rest!

Anything else I should know?

CMC LINK is just one more resource you can use in your job search, but it’s not the only one. We fully expect that you will continue to utilize your personal and professional networks to connect with contacts within your companies of interest.

More information about LINK, including the overview that was presented last week, can be found here, on MyGSB: https://mygsb.stanford.edu/mba/career/your-career-campaign/job-search-pathways/just-in-time/cmc-link

Please do not hesitate to reach out to the CMC with any additional questions!

CPG and Retail Recruiting Primer for MBA1s

November 6, 2014 by Jana Cain

Hello MBA1s – welcome to recruiting! Now that the AAP is over, I’m sure you’ve been inundated with a wide variety of career search information. From job postings, to workshops, to advising appointments, the recruiting process can be quite overwhelming. This primer is geared towards students interested in working for a large company that has a structured recruiting process, particularly those that do not recruit on campus at the GSB. I met with many of these companies at the National Black MBA Association Career Expo in Atlanta, GA this past September. Below are my findings, as well as some general tips to keep in mind as you move forward in your job search. The bulk of the companies I spoke with are in the CPG and Retail industries.

Interest in a career in consumer products (aka consumer packaged goods aka CPG aka FMCG (fast moving consumer goods) is common for MBAs, therefore most companies in the space have pretty straightforward and formalized processes for their summer and full-time hiring. That said, navigating the space and process can be a challenge for GSB students.  All companies requested that interested students (a) submit their resumes online on their respective company career sites, (b) set up a job search agent on the company career site to alert them to new postings, and (c) designate NBMBAA as the “source” when submitting an application. This conference is a key recruiting resource for companies to bring in candidates from non-core schools. Therefore, even though GSB students were not present at the conference, they are encouraged to cite the conference as the source for their application to ensure a timely review. On a final note, it can also be beneficial to join the National Black MBA Association, noting the membership on one’s resume.

Please note that the typical recruiting cycles for these companies is to target non-core schools at the diversity conferences in the fall (September-October), and then do their core school recruiting in the winter. Therefore, application windows for non-core students will be closing this month, so apply as soon as possible. Do not wait until the last minute to apply to a posted role – many companies do not remove the posting until all slots are filled, and slots can fill quickly (so if you see a role posted today, it may not be posted next week). Students can reach out to me directly for additional information on the companies listed. Please check the company’s career site first. If you do not see a role of interest posted online, just let me know and I will follow-up with the recruiter. For all companies listed, I will be checking in with the recruiters early next quarter to get a status update on their hiring.

Here are the companies I spoke with (in alphabetical order):

American Express

Bristol-Myers Squib

Campbell Soup Company

Chevron

Coca-Cola – Sustainability internship forwarded to clubs

Colgate-Palmolive

Diageo

Kellogg

L’Oreal

Mars

PepsiCo – planning to participate in OCR for Marketing

Proctor & Gamble

Unilever

Of course, the CMC has a number of longstanding relationships with other CPG and Retail organizations. Please feel free to reach out to myself or Grace Yokoi if there are particular companies of interest that you want to learn more about (you may want to check out our blog from our CPG/Retail outreach this summer, here).

There are also some companies that are new to GSB OCR to keep an eye out for. I did not speak with them at the conference, but have been in touch with them since. Expect to see job postings and/or on-campus appearances from them in the coming weeks:

Heinz

Sephora

Starbucks

The CMC looks forward to working with you on your job search! Please do not hesitate to contact us with any questions.

GSBers Trek to SF for Annual CMC Tech Crawl

November 6, 2014 by Molly Magnuson

Two weeks ago, a group of ten-second year GSB MBA2 and MSx students trekked up to San Francisco for the third annual CMC tech crawl. We visited Dropbox, ZenPayroll, and Tilt – all of which were great hosts and very welcoming. The day was informative, interesting, and a lot of fun!

The bus left the GSB bright and early, at 8am! While we know GSBers often have early mornings and crazy schedules, we were impressed with their willingness to be up and at ‘em early on a Wednesday, when classes don’t start until the afternoon (if at all!).

Dropbox was our first stop of the day. Adam Nelson (MBA ’12), the Head of Channel Partnerships for Dropbox, greeted us. He rallied a great group of MBA Dropboxers to give us an office tour and then sit down for a Q&A. Sameh Elamaway (MBA ’12) and Kindra Mason (MBA ’14) also joined and gave great perspectives on coming from the GSB and joining Dropbox. We were grateful to also have two non-GSB MBAs to share their experience working at Dropbox and the benefit that having an MBA plays into their roles. The vibe in the Dropbox office was this cool intersection between techy and artistic.

It was a beautiful day in San Francisco (hello October in SF!) so we walked the few blocks from Dropbox to Tilt. It was nice to get some fresh air and stretch our legs. Mike Duboe (MBA ’13) was our kind and gracious host. He is a Growth Team Lead with Tilt. Before the group left for an office tour, we grabbed some drinks and snacks to fuel us for the next hour. Mike walked us around the office and even took us out on the Tilt roof deck; I think a few of us could have stayed all day. We ended the tour in a conference room where James and Bryan, the CEO and COO of Tilt, joined us. James and Brian gave such great perspectives on starting and running a company. They were cool, funny, and inspiring.

Our final stop of the day was at ZenPayroll. ZenPayroll was the smallest of the companies we visited and we immediately felt at home when we walked in. No really, we took off our shoes and left them by the door. ZenPayroll provided a delicious lunch for the crew and then we sat down with Tomer Cohen, the co-founder and Chief Product Officer. Tomer told us more about ZenPayroll and then allowed the students to ask questions about founding a company, entrepreneurship, and the state of the industry.

We hopped on the bus and drove south after ZenPayroll so that students could get back for compressed courses. One of the highlights of the day was hearing the animated chatter on the bus ride back about the different companies we visited. It wasn’t long, though, before most of the bus was asleep for a pre-class snooze.

All three companies that hosted us were incredible. They provided delicious snacks, cool swag, and such great insights and opportunities to ask questions. It was a wonderful day all around. We’re already looking forward to the next trek!

Venture Capitalists Return to Backing Science Start-Ups (NY Times)

October 22, 2014 by Vic Menon

VestScience2aron makes an eco-friendly pesticide derived from spider venom. Bagaveev uses 3-D printers to make rocket engines for nanosatellites. Transatomic Power is developing a next-generation reactor that runs on nuclear waste.

They all have one thing in common: money from Silicon Valley venture capitalists.

After years of shying away from science, engineering and clean-technology start-ups, investors are beginning to take an interest in them again, raising hopes among entrepreneurs in those areas that a long slump is finally over. But these start-ups face intense pressure to prove that their science can turn a profit more quickly than hot tech companies like Snapchat and Uber.

NY Times article

LA: Consumer retail outreach

October 14, 2014 by Grace Yokoi

Jana Cain and I (Grace Yokoi) spent a few days in LA over the summer meeting with companies and alumni in consumer retail. Company sizes varied: very large /public, large/private, medium-sized/growing, very small. Below are our insights.

 

THE HONEST COMPANY

We met with the head of HR and Facilities, who gave us a company overview. As of July, the company was 235 employees across LA, Ontario (fulfillment), and Austin (call center). Their original line was “essentials”, comprised of 17 products. They have been growing product lines (oral care, vitamins, cleaning products). In June 2012 they launched as an ecommerce/subscription business, but in April 2013 started a push into retail (Target, Costco, with limited products).

They’ve been focused on senior-level hiring to build out some of their functions. They look more for skills and functional capabilities than they do a CPG background. The interns they’ve had so far have gotten connected either through their investors, or through referrals from friends. This summer there was a Wharton intern in the operations team who focused on two things: potential expansion, and processes/procedures for sourcing materials. This intern had this locked down in February.

They are looking into expanding into a more formal recruiting program, but will still rely heavily on word-of-mouth and internal referrals. Recruitment for any new opportunities will begin in late January.

 

MOONFRYE

(See the latest news on them) Kara Nortman (MBA ’04) welcomed us to the Moonfrye office, showed us their products, and talked to us about the business. What was important to her in starting the company waMFLogos to work on a technology-enabled business that allowed women to do things that are most meaningful to them. They target the “party city snob”– moms who want to have high-quality parties for their children but are short on time. Their competitors are Party City, Oriental Trading, and Party Express. This meeting was important to us not only because of the potential for internships, but also because we know Kara to be an amazing mentor and manager. This was apparent in how she treats her 15 employees: she has recognized their talent and promoted them very quickly into big roles.

 

NESTLE

At Nestle we met with a recruiter to learn more about their MBA hiring. Nestle as an entity is broken out into five divisions that all recruit and operate autonomously:

  • Nestle Purina
  • nestleNestle Nutrition/Life Sciences, which includes Gerber
  • Nestle Water
  • Nestle Professional (which services restaurants and other commercial accounts)
  • Nestle USA (pretty much all of the food)

The bulk of Nestle USA’s recruiting effort is focused on internships. It has just one graduate program, in Marketing. The great news for GSB students is that Nestle has moved away from core versus non-core recruiting and now takes a more digital approach to attract talent. They post to approximately 19 school job boards as well as host webinars. Recruiting gets in full swing from November to January, with final round interviews taking place in February.

Interns are placed in one of the three US hubs – Glendale, CA, Ohio, and Oakland, CA. Internship candidates must have US Work Authorization. For full-time hiring, interested candidates should check the Nestle careers website. They are open to hiring new MBAs that did not do a CPG internship.

 

ROLL GLOBAL

Roll Global is a privately-held business of POM Wonderful fame (they do a lot more than that). We started our morning by meeting with the roll globalDirector of Strategy from Roll Global’s strategy consulting group – the group in which all new MBA hires start. The  group is largely comprised of ex-consultants and is used as a pipeline to supply to talent to the other business groups in the company. Once candidates have spent roughly 2 years in  the group they can then move on to brand-based projects throughout the company.

New this year will be opportunities for MBAs in the marketing function. Interested candidates will need to have an extensive marketing background to be considered a good fit.

 

BEYOND MEAT

After a full morning of traveling back and forth across the valley, we were thrilled to meet with one of the co-founders of Beyond Meat. Founded as an 100% plant-based meat alternative, this is a truly innovative company that is growing quite rapidly. They BeyondMeat_logo_cmyk_newlaunched their branded product in 2013 and were already getting picked up by Whole Foods and Safeway as of early July 2014. Their focus continues to be exclusively on meat (no prepared foods).

They don’t have any full-time MBA hires yet, though they did have two MBA interns (gotten through networking/referrals). They are likely to begin recruiting in the spring.

 

 

TIEKS by Gavrieli

_0030_cardinal_folded_2 Although Tieks have been a bit too pricey for Jana and me, we were excited to reconnect with the founder, MBA ’08 Kfir Gavireli. We were inspired by his story of bootstrapping (to this day) his company and being very focused on the web-only fashion brand. He spoke to us of the early days and all he had to learn, as well as the challenges of manufacturing and building relationships with factories. He works with his sister and brother-in-law, and have 42 employees. He hasn’t thought it makes sense to hire on any MBAs without direct, relevant, applicable experience, but he is a wealth of knowledge on the industry and was very generous with his time. It was one of my favorite meetings.

 

 

 

 

NASTYGAL

Grace and I were quite impressed when we arrived at the Nastygal offices. Truly a hidden gem in a classic (read: nondescript) highrise in downtown L.A., the Nastygal offices looked and felt more like a Silicon Valley startup than an apparel manufacturer. We met with a member of Nastygal’s People and Culture (HR) team to get the inside scoop on how the company attracts and retains talent. nastygal

First and foremost, all hiring at Nastygal happens just-in-time, including internships. Internships are paid  but they’re not MBA specific and are only part-time (2-3 days per week). The team is looking into the feasibility of a more formal program that could incorporate a full-time offer at the end. On the full-time side, they do have a year long strategy externship for MBAs, which can be a good fit for an ex-consultant. Once inside the company, the People and Culture team runs the “Summer School Program”, which encourages employees to hold skills training workshops for each other.

Nastygal sources most of their hires from LinkedIn and internal referrals. They’d also be happy to accept resumes from the CMC, so if you’re interested in learning more about open opportunities, let Grace or I know!

 

TOMS SHOES

The HR folks we met asked us many questions on how a summer internship might be structured to be valuable to MBA students. They have just started thinking this through, and want it to be a great experience for students. They talked about the company as very fast-moving, where priorities change quickly. They had 9 summer interns (not MBA) this year. Each intern worked in a specific area (supply chain, sales, marketing, ecommerce, etc) and they also all did a group project together. We look forward to seeing where they will go with regards to MBA recruiting.

 

NEUTROGENA

We met with Megneutrogenaan Williams (GSB ‘09), who is currently a Brand Manager. Megan provided some valuable insight into Neutrogena’s recruiting. First and    foremost, the company relies heavily on their internship classes to fill their full-time hiring needs. Once on board, however, interns are not guaranteed to get a full-time offer for the same location where they did their internship.

Neutrogena recruits heavily from the diversity conferences, so it is recommended that candidates connect at one of the large fall conferences in advance of applying. The application process begins with the online application to Johnson & Johnson, indicating a location preference. The company will look outside of their intern pool for full-time roles if they have more open roles than qualified intern candidates.

 

DISNEY CONSUMER PRODUCTS

sofiaWe met with our recruiter at DCPthe Disney Consumer Products corporate offices in Glendale. After touring the offices and viewing the upcoming product releases, Joel shared information about Disney’s consumer products group and their recruiting process.

Disney Consumer Products works closely with their publishing group to leverage Disney storylines into consumer products for the public. The product portfolio not only includes toys, games and apparel, but also additional books and publications as well as digital media (apps, online games, etc). MBAs hired into the Consumer Products group could work in any one of those product categories.

All of Disney’s hiring from the GSB will be handled through one central point person. This will be for all roles (corporate, studios, ABC, ESPN, etc). Full-time roles tend to be just-in-time hires. Internship recruiting will begin in late fall into winter.

 

MATTEL

barbie1 Ashley Lewis (MBA ’12) is on the global brand team for Barbie at Mattel. She loves the job as it’s a blend of creative and analytical. The global brand teams set the strategy for the product, and pricing, and think about what the line should look like. They work with the design team and engineers to create the line. Ashley got the fulltime job by networking with a friend of a friend who worked at Mattel. Mattel does not seem to have much of an on-campus presence anywhere; they buy the resume books for Anderson, Booth, Marshall, and Vanderbilt (likely because they have strong alumni representation there). Our advice would be to talk to Ashley if you are interested in Mattel.

 

 

 

Welcome Back, MBA2s. The CMC is Here to Support You.

September 28, 2014 by Rebecca Chopra

Welcome back, MBA2s! We hope that you had a wonderful and enriching summer.

Each of you will be returning with different questions and plans starting this fall, and the CMC stands ready to support you no matter your career path.  If you feel torn, ambivalent or stuck, need help thinking through the big questions, or just need to bounce ideas off someone, sign up for an appointment with one of our advisors.

It’s been a busy summer for the CMC.  We had an opportunity to offer career education programming for MBA1s during the academic adjustment period. The initiative is called  “Career Design” and integrates elements of design thinking into the career management process.

We encourage each of you to:

  • Spend a few minutes filling out your Dashboard online profile. Recruiters use this to find candidates and we will be using the information you give us to source new relationships with hundreds of organizations.
  • Check out our newly revamped MyGSB CMC pages: We also have a broad range of content, education, and perspectives available.
  • Save the Date!: The CNN for MBA2s will be on October 1st. And then OCR starts on Oct 20th.
  • Employment Data on the Class of 2014 will become available in mid-October.

You are not going through your job search alone.  The CMC is here to support you every step of the way.  We look forward to working with you this year!

The CMC’s Policies Regarding Full Time Offers 2014-15

September 24, 2014 by Becky Charvat

On behalf of the Career Management Center team, I want to say we hope you had a fantastic summer and are excited to be back on campus. We, at the CMC, are certainly glad you’re back!

At this point, you have likely been having conversations with previous employers, summer employers, or potential new employers about full time job opportunities. It’s important to remember that communication and positioning with the employer are key and that the CMC can help coach you through any challenging situation. 

For your reference, ALL organizations who recruit GSB students are bound by the CMC’s Recruiter Conduct Policies. This means that regardless of the channel through which you found your job (On Campus Recruiting, Networking, Head Hunter, etc), the company(ies) from which you receive an offer must adhere to GSB recruiting policies. This includes offer consideration deadlines and incentives or changes in offer terms.  This year the offer consideration deadlines for MBA2′s are:

  • December 5, 2014 – MBA2 Offer Consideration Deadline for Pre-existing student/employer relationships (summer interns, pre-MBA employer)
  • January 9, 2015 – MBA2 Offer Consideration Deadline for fall recruiting and non pre-existing relationships

The policies regarding incentives, start dates, and changes in offer terms are:

  • An initial job offer containing incentives such as base signing bonus, cash bonuses, performance bonuses, and tuition reimbursement must remain open in its entirety until the offer consideration deadline. Changes in initial offer terms including start date, job location, job function, and base salary are considered violations of the recruiting policies.
  • If you request a different office location or  materially different job function (ie: role change and/or drastically different responsibilities) and the company accommodates this request, this is considered a rebound offer; defined as when the original offer is for one office/location/role/function, but a secondary offer is made for an alternate office/location/role/function, most common with Consulting firms or Banks, particularly as far as location is concerned.
  • If you request, and as a result a company makes, a rebound offer, this is considered a little differently than the way standard offers are considered per the GSB policy. Any firm offering a rebound offer must allow students to have 3 weeks from the written (rebound) offer date to consider that offer, but as long as the company leaves the original offer out until at least Dec 5, 2014, they are not in violation of our offer policy.

If you’re getting pressure from an organization to accept an offer I recommend the following steps:

  1. Be honest with yourself – do you really want this offer/job? If not, decline the offer. Employers are balancing many factors and don’t appreciate being strung along.  Declining an offer can be done in way that leaves doors open for you. Click here for more information.
  2. Ask for time to consider the offer. Be appreciative and succinct in your communication. Thank the employer for the offer, tell them it’s a big decision, and you will need some time to consider.
  3. Remind the employer of the GSB policies.  There are times when employers are unaware of the deadlines or confuse them with other schools. As a FYI, Wharton’s offer consideration deadline for offers made during OCR or from a new employer is 12/1/2014 and Harvard’s is 12/5/2014.
  4. Ask the CMC to get involved. As the Director of Employer Relations & Recruiting, I manage any employer policy violations.  I will confront employers with policy violations only with a student’s permission. In no way do I want to intrude on an employer-student relationship. I can be vague with an organization (meaning I don’t mention any student names) and lightly remind them of our policies, or I can be direct and warn them of their infraction.  I appreciate hearing about employers who pressure a student to accept an offer. This allows me to better coach employers and students.

Now that you’re back on campus and embarking on your second year at the GSB, again, know that the entire CMC staff is here to support you throughout your career search. Please don’t hesitate to contact us if you have questions about offer consideration, potential employer policy violations, or just want to chat about career related topics in general.

We look forward to hearing about your summer adventures!

 

CMC Summer Debrief Advising and Resume Review Days

September 22, 2014 by Rebecca Chopra

Welcome Back! CMC Summer Debrief Advising (MBA2s)

If your summer internship experiences have left you with more questions than answers, the CMC is offering opportunities to focus on debriefing your summer. Over a 60-minute meeting we will facilitate reflection and takeaways, and help you figure out the next best steps in your job search.

Sessions will be offered for MBA2s primarily during the weeks of 9/15, 9/22, and 9/29. Sign-up via the dashboard (select CMC Events tab, then Advising Appointments) for a “CLV 1:1 Coaching” session. When you meet with the advisor, mention that you wish to debrief your summer.

MBA2 Resume Reviews on 9/30 & 10/1

Some recruiting activities get started in the next couple weeks. The first Resume Drop Deadline for OCR Week 1 is quickly approaching on 10/3 at 8am. On Campus Interviews start on October 20th, 2014.

>> Before you drop your resume sign up for a resume review appointment with an advisor to get feedback on your resume.

To Sign-Up: Go to MyGSB -> My Career Dashboard -> CMC Events -> Advising Appts -> Resume Review

We are here to support you through the process.  Sign up for a 1-on-1 meeting with an advisor to get feedback on how best to position yourself for your target role.

Questions? Check My Career Dashboard for advising appointments, recruiting companies, deadlines, and job descriptions.

Mobile app for My Career Dashboard

September 11, 2014 by Vic Menon

Mobile apps

Now you can access My Career Dashboard from any mobile device! Our new mobile app lets you:

  • Manage OCR
  • Make advising appointments
  • Search and apply to jobs listed on the job board
  • Reserve space at career workshops & events
  • View your career calendar
This is a new feature we are piloting so initially it is available to MBA2s only. We plan to make it available to MBA1 and MSx students. Because it is a pilot, we appreciate your feedback!
 
»  Instructions for mobile app

Submit Your Resume – MBA2 Resume Database

July 25, 2014 by Charlotte Carter

Each year over 150 employers use the Resume Database to target students for off-campus and on-campus recruiting events and interviews. You can begin uploading your resume to the Class of 2015 Resume Database on Tuesday, August 5th. The deadline to submit your resume is Monday, August 18th at 9am AM PDT. You can add your resume or make changes after you submit it, but after the deadline employers may have already accessed the resume database and therefore may miss your resume or changes you may have made. So be sure to submit by the deadline!

If you wish to be included in the Resume Database, log into My Career Dashboard. Then follow these steps:

  1. Select the menu under Account >> Resume Manager
  2. Click on the “Upload New” button
  3. Upload your updated resume (Word doc or PDF accepted, use the GSB template as a reference)
  4. Preview your resume
  5. Mark your resume as active by selecting the yellow star icon, the star indicates your default resume
  6. In the Profile section of the Dashboard, answer ‘Yes’ in the section labeled Permission – Employer Resume Database

Need resume guidance?

If you have any questions, please email Charlotte Carter.