The tech industry is massive and it encapsulates many areas of focus, as well as companies of different sizes. With that comes a variety of recruiting methods. For those who are considering tech, it is important to understand these various methods and to never assume a ‘one size fits all’ approach.
What is a recruiting trend that I should keep in mind as I conduct my internship/job search?
Middle management roles in tech are being consolidated and cut, as organizations appear to favor a more level organizational structure aimed at cost-cutting and increasing opportunities for decision-making.
Employers are increasingly recruiting for tech-centric roles, especially those that require backgrounds in engineering or AI. Employers are also increasingly seeking applicants interested in roles in Human Resources.
What is the recruiting approach I should keep in mind as I conduct my internship/job search?
Simply put, tech recruiting is quite varied. Recruiting efforts can be led by Human Resources for some employers, while others tap alumni to lead school teams to recruit. Some will offer a fully virtual interview process, while others prefer in-person interviews. Some employers see referrals as crucial, while others do not. Because of these and other variations, it is important for applicants to not only research the roles and companies they are considering, but to also clearly understand each employer’s unique recruiting approach. Info sessions, networking, and notes/activities within CMS can help you quickly understand each employer’s nuanced approach to recruiting. Resist the urge to think of tech recruiting as a monolith!
Does Tech embrace applicants who are looking to pivot?
In recent years, tech firms have shown less interest in applicants looking to pivot, instead focusing on applicants who can quickly adapt to a new environment and leverage previously exhibited, relevant skills in their new role.
How important is networking in this industry? And with whom?
Students should engage with alumni and hiring managers at tech firms, as opposed to recruiting teams. In several instances, “big tech” firms have clearly stated that students should not directly engage recruiters. Due to the shrinking size of recruiting teams at these organizations, they are unable to respond to direct student outreach.
Is there anything unique about the interviewing process?
Case interviews are possible for certain functions (consulting, tech-specific roles), but not an industry-wide trend. Some companies will require an assessment for those applicants moving forward from the application process.
What does full-time recruiting look like? Are internships the best path to a full-time role?
Many “big tech” and larger firms will participate in full-time recruiting to satisfy needs not met through return offers to the previous summer’s internship class. For these employers, internships can be seen as the best path to a full-time role. When firms’ hiring needs are not met through return offers, full-time recruiting will take place in early Fall, with offers typically extended in the late Fall semester and into January. Additional full-time hiring needs can appear into the Spring semester, but typically on an as-needed basis.
Smaller tech firms will participate in full-time hiring for more immediate needs, meaning you may find more opportunities available throughout the Spring semester. This recruiting process is best characterized as being on a rolling basis.
What does internship recruiting look like?
“Big tech” and larger tech firms will typically determine an internship class’s size on current team/functional project needs and anticipated full-time hiring needs for the following year. These employers will typically recruit during the Fall semester. “Big tech” tends to recruit earlier (sometimes as early as late August), while larger tech firms primarily focus on internship recruiting in mid-to-late October into November. For these employers, the recruiting process is quite structured, meaning it has anticipated timing for application submissions, interviewing, and offer extensions. While these employers base internship class sizes on eventual anticipated full-time need, they do not typically make offers to the entire internship class.
Smaller tech firms will participate in internship hiring based on more immediate needs, where teams determine need for that summer and/or as funding for an intern is secured. For these employers, internship recruiting is commonly seen in the late Fall semester (late November/early December) through the Spring semester. This recruiting process is best characterized as being on a rolling basis.
Is there a consensus timeline for internship recruiting in tech?
Is there a clear ‘cut off’ point for employer engagement regarding hiring in this industry?
Full-time: There is no clear ‘cut off’ point as employers can identify need throughout the academic year and into Summer post-graduation. Roles appearing in late-Spring onward may not necessarily be strictly for graduating students, but instead are roles where they would be seen as viable applicants.
Internships: Many employers in tech will have their internship recruiting wrapped up by mid-March. Exceptions may arise if teams within an organization identify need and funding late in the academic year.
RESOURCE GUIDE
- Who Went Where (CMS)
- Technology Channel (CDO website)
- Understanding Tech Employers’ Timing & Approach to B-School Recruiting (CDO website)
- Hey CMS, how can I… (CDO website)
- Outcomes Index (CMS)
- Salary Database (CMS)
- Offer Timeline (CMS)
- Offer Job Source (CMS)
- Offer Trends (CMS)
