| |
College Recruiting
Top methods for recruiting new college
hires, 5=extremely effective, 1=not
effective, 2007
|
1.
(tie) On-campus recruiting |
35% |
|
(tie) Internship program |
30 |
|
3. Co-op program |
29 |
|
4. Career/job fairs |
28 |
|
5. tie) Internet postings
on campus web site |
24 |
|
(tie) Faculty contacts |
24 |
|
Note: Survey of 267
employers. |
|
Source:
Source: National Association
of Colleges and Employers |
New MBA Hires
Median base salary, signing bonus
and other guaranteed compensation
for Stanford Business School MBA
new hires, class of 2006
| |
Base |
Signing bonus |
Other guaranteed compensation |
|
All graduates |
$110,000 |
$20,000 |
$30,000 |
|
Consulting |
$110,000 |
$20,000 |
$17,500 |
|
Management consulting |
$100,000 |
$20,000 |
$20,000 |
|
Strategic planning |
$101,000 |
$14,500 |
$13,500 |
|
Finance |
$120,000 |
$25,000 |
$75,000 |
|
Financial analyst |
$91,200 |
$17,500 |
$24,000 |
|
Investment banker |
$95,000 |
$35,000 |
$137,500 |
|
Inv. researcher/ portfolio
mgr |
$125,000 |
$22,500 |
$75,000 |
|
General management |
$100,000 |
$22,500 |
$18,375 |
|
Marketing/sales |
$101,000 |
$20,000 |
$20,000 |
|
Product/marketing mgr. |
$97,500 |
$20,000 |
$10,000 |
|
Business development
|
$110,000 |
$12,500 |
$24,000 |
|
Product development mgr. |
$115,000 |
$25,000 |
$20,000 |
Note: Data on 371
MBA new hires.
Source:
Stanford Business School
|
|
Read
more about developing an intern pipeline.