Week 8: Elites

Statement: As an OSU student, you should understand that there will be certain opportunities in life not made available to you simply because you did not attend an “elite” East Coast, Ivy League institution. That is, people you meet in the future WILL make evaluations about you (some fair, some not) for something that may have no bearing on your actual capabilities. Arbitrary decisions like these are a reality of the inherent structure of the job interview process. Practicing developing an understanding of their potential impact on human beings is a useful exercise in shaping the way you should think about this process.

My thoughts on this statement:

It’s disheartening to know that despite working hard and being capable, some doors may remain closed simply because I didn’t attend an Ivy League. As the article highlights, top firms often rely on structured recruiting pipelines that overwhelmingly favor students from elite institutions. Hiring managers often work directly with specific schools and resumes from outside/non-Ivy League schools are frequently discarded.

Judging someone’s talent solely by the school’s name on their resume ignores the systemic inequalities embedded in college admissions and life opportunities. Many capable students attend state schools like OSU due to financial constraints, family obligations and lack of access, not lack of talent. Or maybe OSU is just the best fit for them. Yet the hiring process often equates “prestige” with “merit,” reinforcing cycles of privilege and exclusion.

If I were denied a job because of my alma mater, I would feel disappointed but also more motivated to challenge the system. I’d seek alternative ways to build credibility, through internships, personal connections, or standout achievements.

A solution for recruiters is to attend career fairs and meet students face to face to get to know students at a personal level. Companies should have virtual open house so any students can attend to seek opportunities.