We received a ton of great feedback on the research we published this week in collaboration with Live Data Technologies – thanks to everyone who reached out, commented, and shared it!
In case you missed it, check out our data and analysis:
Here's what the research actually proves
The long tail is the market.
A handful of companies don’t hire most MBAs. Instead, thousands of companies hire a few each.The term “industry” is too broad.
Consulting ≠ MBB, tech ≠ FAANG, finance ≠ bulge bracket. Each bucket is a set of micro-markets, with different processes and timelines.Role-first > company-first.
When candidates lock on a role and problem set (for example, a product marketing manager in B2B data), the focus narrows, outreach is specific, and interviews can be easier to land. (For more on role-first, check out Doug Massa's framework).Smaller companies offer more ownership.
Titles can be tough to calibrate. Smaller and mid-sized firms give employees a greater scope of responsibilities at an earlier stage, and compensation can ramp more quickly – even if the initial title isn't all that glamorous.School stereotypes are lazy.
EVERY top program places MBA grads across sectors. Your school selection should follow your target roles, not mythology about a “finance school vs. tech school.”Recruiting is an operations problem – not a vibe.
Candidates with recruiting pipelines that diversify by company size, sub-industry, and job family consistently outperform those who “spray and pray."
Okay, you read the research. Now what?
If you're recruiting from an MBA program now, here are the moves you can make this week to firm up your strategy:
1) Pick your lane – in one sentence
Say what you want to do in simple terms: target role + type of company.
For example, “Product marketing at a B2B software company.” Or “Ops at a healthcare services company.” If you can’t say it clearly, employers won’t see it.
Deliverable: Write the one-liner, and keep it somewhere visible.
2) Make a target list that isn’t just the "usual" ten companies
Our data shows that most MBAs don’t land at the same handful of brands. That’s the point. Add competitors, customers, vendors, and spin-outs related to any well-known company you're targeting. That’s where a lot of the real hiring happens.
Deliverable: Create a list of 60-100 companies. Mix big, mid-size, and private firms.
3) Lead your outreach with a problem, not praise
Skip the platitudes, like “I love your brand.” Instead, open the conversation with one thing you noticed – and how you’d tackle it. Busy managers respond to something useful.
Deliverable: Write 5-6 short, reusable notes you can tweak in a few minutes.
4) Interview for scope of responsibilities, not just the title
Titles vary. What matters more is ownership and impact. Ask:
“What decisions does this role own”
“Which KPIs will this role be accountable for?"
Smaller and mid-size teams will give you more ownership and responsibilities – even if the title sounds the same as the one you had before b-school.
Deliverable: After each conversation, ask yourself "What would I really own?"
5) Use your internship to build a new story
If you’re pivoting careers, choose the internship that lets you make an impact that will mean something to your target full-time role.
Deliverable: Create a simple 30/60/90 outline: what you’ll learn, fix, and implement.
Your unfair advantage is where others won’t look for opportunity
Most MBA candidates crowd the same handful of companies. However, you’ll get farther, faster, by working the side entrances – by looking at mid-market, niche teams, and roles that offer real scope.
If you're a current student or are hiring MBAs, what are you thinking, seeing, and hearing in the job market today? Let me know at [email protected] – I want to hear your perspectives.