<![CDATA[Vault.com Career Advice Blog]]>https://vault.com/feedhttps://images.vault.com/vaultlogo.gifVault.com Career Advice Bloghttps://vault.com/feedVault.com RSSSun, 12 Jul 2026 18:34:17 GMT<![CDATA[What Indeed’s ‘Jobs Need People’ Campaign Means for Your Job Search]]>https://vault.com/blogs/job-search/what-indeed-s-jobs-need-people-campaign-means-for-your-job-searchhttps://vault.com/blogs/job-search/what-indeed-s-jobs-need-people-campaign-means-for-your-job-searchTue, 30 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;These days, it’s not unusual for job seekers to apply for dozens (or even hundreds) of jobs without getting an interview, rejection email, or any type of response whatsoever. In fact, according to data cited by Indeed in its new “&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.indeed.com/news/releases/indeed-jobs-need-people-brand-campaign&quot; target=&quot;_blank&quot;&gt;Jobs Need People&lt;/a&gt;” campaign, 81% of job seekers say they’ve applied for positions and never received a response from the employer. Meanwhile, 45% aren’t even sure whether they’re qualified for many of the jobs they’re applying for. The result is a hiring process that often feels frustrating, impersonal, and increasingly disconnected from the people it’s supposed to serve.&lt;/p&gt; &lt;p&gt;This is essentially the backdrop behind Indeed’s campaign. On the surface it may look like a typical advertising effort, but the campaign could actually lead to major changes in how job seekers and employers connect.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why Indeed Is Launching This Campaign Now&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Over the past several years, the hiring process has become increasingly automated (and frustrating). Employers use &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/job-search/how-to-spot-applicant-tracking-systems-during-a-job-search&quot; target=&quot;_blank&quot;&gt;ATS (Applicant Tracking Systems)&lt;/a&gt;, AI-powered screening tools, automated assessments, and algorithmic ranking systems to manage overwhelming application volumes.&lt;/p&gt; &lt;p&gt;At the same time, job seekers have responded by using AI to write resumes, generate cover letters, optimize keywords, and submit applications at unprecedented scale. The result of all of this has become something of an arms race—candidates are using AI to get through employer filters, employers are using AI to manage application volume, and somewhere in the middle, many people may feel like they’ve lost the human element entirely.&lt;/p&gt; &lt;p&gt;Indeed’s campaign appears to be a direct response to this growing frustration. The company argues that hiring shouldn’t feel like endless searching and keyword matching. Instead, it wants to position itself as an AI-powered matching platform that helps the right employers and candidates find each other more effectively. According to Indeed, traditional keyword-based search now accounts for less than 30% of sponsored applications on its platform, while AI-driven tools continue to drive hiring activity.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Problem Indeed Is Trying to Solve&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;What’s interesting here is that the campaign indirectly acknowledges a problem many job seekers have been discussing for years—the modern hiring process often seems…pretty broken.&lt;/p&gt; &lt;p&gt;According to Indeed, job seekers often spend several hours a day researching companies and applying for jobs, with more than half of those job seekers assuming they won’t even receive a single response. To make matters worse, job seekers are all but required to constantly tailor their resumes to include keywords if they even want a chance at getting past ATS. All of this results in an extremely frustrating and often demoralizing experience.&lt;/p&gt; &lt;p&gt;On the employers’ side, hiring managers receive thousands of resumes and are often overwhelmed by application volume, hence the apparent need for tools like ATS and AI.&lt;/p&gt; &lt;p&gt;Speaking of AI, the challenges surrounding job searching have become exaggerated in the age of AI. Employers use AI systems to help manage applications, which leads to candidates relying on keyword optimization rather than genuine authenticity, and candidates can now generate application materials faster than ever before, creating even larger applicant pools for employers to sort through.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What This Means for Job Seekers&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Perhaps the most important aspect of Indeed’s campaign is the indication that hiring may be moving away from things like keyword optimization and toward more comprehensive candidate profiles, which is a very good thing.&lt;/p&gt; &lt;p&gt;For years, job seekers have been hearing about how to beat ATS by tailoring their resumes to specific keywords found in job descriptions. While that’s still important, Indeed may be starting a new trend where job search platforms emphasize skills, experience, certification, and career interests. This is incredible news for job seekers whose backgrounds don’t fit traditional career paths perfectly.&lt;/p&gt; &lt;p&gt;Indeed has publicly discussed AI tools designed to identify candidates who may be capable of succeeding in roles even if their resumes don’t match every requirement to a tee. The idea is to focus more on potential and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://firsthand.co/blogs/resumes-cover-letters/the-importance-of-transferable-skills&quot; target=&quot;_blank&quot;&gt;transferable skills&lt;/a&gt;&#160;rather than rigid keyword alignment.&lt;/p&gt; &lt;p&gt;Now, all of this doesn’t mean that resumes will somehow become irrelevant. Instead, it means that job seekers may need to think more strategically about how they present their capabilities, accomplishments, and career goals across their entire professional profile.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Human Element&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;It’s undeniable that AI has been dominating virtually every discussion when it comes to work (and everything else). Indeed’s campaign comes at the perfect time, since it’s instead emphasizing the message that people still matter in the age of AI.&lt;/p&gt; &lt;p&gt;According to Indeed’s leadership, AI can improve efficiency and help make better matches for job seekers and employers, but hiring is ultimately a human decision. Often, candidates bring skills, creativity, and potential that cannot be fully captured by a resume alone. For job seekers who are skeptical of automated hiring systems, this is huge.&lt;/p&gt; &lt;p&gt;It’s also worth mentioning that while AI is changing how companies recruit, evaluate, and manage talent, most employers are still looking for candidates with exceptional communication skills, adaptability, leadership potential, and problem solving ability.&lt;/p&gt; &lt;p&gt;At the end of the day, we’re looking at what can potentially be a huge shift in the way job seekers find work and how employers evaluate potential talent. We may never go back to the old days of physical job applications and classified ads looking for new talent (and maybe we shouldn’t anyway), but it seems we’re on track to return to authenticity and a far less frustrating job search experience.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/job-search/what-indeed-s-jobs-need-people-campaign-means-for-your-job-search<![CDATA[Remote Work vs. Return to Office: The Great Workplace Debate]]>https://vault.com/blogs/workplace-issues/remote-work-vs-return-to-office-the-great-workplace-debatehttps://vault.com/blogs/workplace-issues/remote-work-vs-return-to-office-the-great-workplace-debateFri, 26 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;Not too long ago, it seemed like remote work might permanently transform the workplace. Millions of employees began working from home during the pandemic, and many organizations discovered that business could continue even when employees weren’t sitting in an actual office. Fast forward to the present, and there’s a great debate between those who champion remote work and those who want to bring people back to the office.&lt;/p&gt; &lt;p&gt;According to a recent &lt;em&gt;Wall Street Journal&lt;/em&gt; &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.wsj.com/economy/jobs/work-from-home-is-here-to-stayeven-if-some-ceos-dont-love-it-5bd6690a?st=mVBR8s&amp;reflink=desktopwebshare_permalink&quot; target=&quot;_blank&quot; data-mce-fragment=&quot;1&quot;&gt;report&lt;/a&gt;, remote work appears to be settling into a permanent role in the labor market, even as CEOs continue pushing for employees to return to the office. Some companies have implemented stricter return-to-office policies, while others continue offering hybrid or fully remote arrangements.&lt;/p&gt; &lt;p&gt;This has created division among leaders who see value in in-person work and employees who have become accustomed to the flexibility that remote work provides. So, who’s got the right of it? Today we’re going to take a look at the issue to try and determine what the future of work might look like. Let’s begin.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why CEOs Continue to Push for Office Attendance&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;When executives discuss return-to-office policies, the conversation usually centers around three core themes: collaboration, mentorship, and company culture. Concerning the “collaboration” component, many leaders believe that innovation happens more naturally when people are physically together—informal conversations before meetings, quick brainstorming sessions, and spontaneous problem-solving discussions can be difficult to replicate over video calls.&lt;/p&gt; &lt;p&gt;Moving on to “mentorship,” the concern is particularly relevant for interns, recent graduates, and early-career professionals. In a traditional office environment, employees can observe how experienced colleagues interact with clients, handle workplace challenges, and solve problems. Those lessons aren’t always as clearly visible in a training manual or Zoom call.&lt;/p&gt; &lt;p&gt;Finally, for the “company culture” component, many CEOs argue that culture is easier to build in person. It’s one thing to read about company values on a website, but it’s another thing entirely to experience those values through daily interactions with coworkers.&lt;/p&gt; &lt;p&gt;The bottom line is, for leaders responsible for developing talent and maintaining organizational performance, these concerns are pretty understandable.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why Employees Prefer Flexibility&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;With all that being said, employees often view the situation quite differently. For many workers, remote work represents something incredibly valuable: control over their time. Depending on where you live, commuting &lt;em&gt;alone&lt;/em&gt; can consume hours each week. Remote work eliminates that burden while often allowing employees to spend more time with family, pursue hobbies, exercise, or simply reduce stress.&lt;/p&gt; &lt;p&gt;There’s also a financial component. Working remotely can reduce transportation and vehicle maintenance costs, parking expenses, wardrobe purchases, and even housing costs for employees who choose to live farther away from expensive city centers.&lt;/p&gt; &lt;p&gt;Many employees also believe they are more productive at home. Without constant interruptions, impromptu meetings, or other office distractions such as chatty colleagues, some workers feel they can focus more effectively on deep, meaningful work.&lt;/p&gt; &lt;p&gt;Perhaps most importantly, many professionals simply don’t want to give up a benefit they’ve already experienced. Once the sort of flexibility remote work provides becomes a part of someone’s lifestyle, returning to a five-day office schedule can feel like a step backward.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What the Research Actually Says&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One reason the remote work debate persists is that the research doesn’t really provide a simple answer. Studies have found that remote work can increase employee satisfaction and reduce turnover in many situations. Along with this, employees often report improved work/life balance and greater autonomy.&lt;/p&gt; &lt;p&gt;At the same time, research has also identified some challenges. For instance, remote workers can experience isolation, weaker professional relationships, and fewer opportunities for informal learning. Additionally, some studies suggest that collaboration and knowledge sharing may suffer when employees rarely meet in person.&lt;/p&gt; &lt;p&gt;The reality is that remote work can benefit some activities while simultaneously making others more difficult. For example, individual tasks that require concentration are great when working remotely, while activities involving mentorship, relationship building, or creative collaboration may be better in person.&lt;/p&gt; &lt;p&gt;This is one reason hybrid work paradigms have become so popular—rather than forcing organizations to choose between two extremes, hybrid models attempt to capture the advantages of both approaches.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What the Debate Means for Early-Career Professionals&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;While seasoned professionals may have established networks and reputations, students and recent graduates are often still in the process of building theirs. The truth is, learning happens differently early in your career. Sometimes the most valuable lessons come from overhearing a client call, sitting next to a high-performing colleague, or having an informal conversation after a meeting. Those opportunities can be harder to find in a fully remote environment.&lt;/p&gt; &lt;p&gt;This doesn’t mean young professionals should avoid remote roles altogether. Many people have successfully launched careers in remote settings; however, it’s worth recognizing that flexibility and development opportunities don’t always line up with one another. When you’re checking out job listings, consider questions such as these:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Will I receive mentorship?&lt;/li&gt; &lt;li&gt;How often will I interact with senior employees/leaders?&lt;/li&gt; &lt;li&gt;Will training opportunities be available?&lt;/li&gt; &lt;li&gt;How does the company support employee development?&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;If you can find a remote opportunity that ticks at least some of those boxes, you’ll be in a good spot. If not, it would be to your advantage to do a little more research or seek other opportunities. Remember, these factors may have a bigger long-term impact on your career than the number of days you’re spending in an office.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Is Either Side Winning?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;At this stage in the game, it doesn’t appear that there’s a clear frontrunner in the remote work/return-to-office debate. Employees continue to value flexibility, and many organizations recognize that remote work can be an extremely powerful recruiting and retention tool. At the same time, many executives remain convinced that certain aspects of business perform better when people work together in person.&lt;/p&gt; &lt;p&gt;The likely outcome isn’t a complete return to the office or a fully remote future. Instead, many employers appear to be settling into some form of hybrid model that balances the flexibility of remote work with in-person collaboration. In other words, the future of work may not be about choosing a side in the debate but rather finding the right balance.&lt;/p&gt; &lt;p&gt;If you’re looking to optimize your career growth, focus on the bigger picture rather than exclusively targeting fully remote roles. Sure, remote roles are great, but don’t overlook any opportunities you may miss by not taking an in-person or hybrid role.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/workplace-issues/remote-work-vs-return-to-office-the-great-workplace-debate<![CDATA[25 Best Investment Banks to Work For in 2026]]>https://vault.com/blogs/in-the-black-vaults-finance-careers-blog/25-best-investment-banks-to-work-for-in-2026https://vault.com/blogs/in-the-black-vaults-finance-careers-blog/25-best-investment-banks-to-work-for-in-2026Wed, 24 Jun 2026 00:00:00 GMTVault Careers/contributors-network/vault-careers&lt;p&gt;Today, we’re excited to release&#160;our 2026&#160;&lt;a href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banks-to-work-for-top-25&quot; target=&quot;_blank&quot;&gt;Banking 25&lt;/a&gt;, a ranking of the best investment banking firms to work for in North America. The ranking is based on a survey of&#160;thousands of banking professionals who were asked to rate their firms in several workplace categories, including benefits, compensation, culture, hours, training, and work-life balance. They were also asked to rate firms other than their own in terms of prestige.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The 10 Best Investment Banking Firms to Work For in 2026 Based on Vault’s Annual Banking Survey Are:&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;1.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/centerview-partners&quot; target=&quot;_blank&quot;&gt;Centerview Partners&lt;/a&gt;&lt;/p&gt; &lt;p&gt;2.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/evercore-partners&quot; target=&quot;_blank&quot;&gt;Evercore&lt;/a&gt;&lt;/p&gt; &lt;p&gt;3.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/moelis-company&quot; target=&quot;_blank&quot;&gt;Moelis &amp; Company&lt;/a&gt;&lt;/p&gt; &lt;p&gt;4.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/morgan-stanley&quot; target=&quot;_blank&quot;&gt;Morgan Stanley&lt;/a&gt;&lt;/p&gt; &lt;p&gt;5.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/lazard&quot; target=&quot;_blank&quot;&gt;Lazard&lt;/a&gt;&lt;/p&gt; &lt;p&gt;6.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/pjt-partners&quot; target=&quot;_blank&quot;&gt;PJT Partners&lt;/a&gt;&lt;/p&gt; &lt;p&gt;7.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/guggenheim-securities-llc&quot; target=&quot;_blank&quot;&gt;Guggenheim Securities&lt;/a&gt;&lt;/p&gt; &lt;p&gt;8. &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/william-blair-company&quot; target=&quot;_blank&quot;&gt;William Blair&lt;/a&gt;&lt;/p&gt; &lt;p&gt;9.&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/harris-williams&quot; target=&quot;_blank&quot;&gt;Harris Williams&lt;/a&gt;&lt;/p&gt; &lt;p&gt;10. &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/clearsight-advisors&quot; target=&quot;_blank&quot;&gt;Clearsight Advisors&lt;/a&gt;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;No. 1 Centerview “invests heavily in the career development of their bankers”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Centerview ranks No. 1 overall for the seventh&#160;straight year, again earning the label of “Best Investment Banking Firm to Work For.” In addition to ranking No. 1 in the Banking 25, Centerview takes the No. 1 spot in 15&lt;span&gt;&#160;&lt;/span&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-to-work-for/benefits&quot; target=&quot;_blank&quot;&gt;Quality of Life Rankings&lt;/a&gt;: Benefits, Business Outlook, Client Interaction, Compensation, Culture, Firm Leadership,&#160;Formal Training, Hiring Process, Hours, Informal Training, Promotion Policies, Quality of Work, Relationships with Managers, Satisfaction, and Work/Life Balance. The firm also&#160;holds steady at the&#160;No. 2 spot in&#160;our&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/most-prestigious-banking-companies&quot; target=&quot;_blank&quot;&gt;Prestige Rankings&lt;/a&gt;.&lt;/p&gt; &lt;p&gt;Centerview’s professionals tell us “there is no better culture on the Street and the people at the firm are truly amazing—supportive, caring, intellectual, and hardworking.” In addition, they say&#160;the firm “invests heavily in the career development of their bankers” and you get&#160;“early exposure to high-profile clients and transactions,” which makes for a “good foundation for analysts.&quot; And, as a bank long known for its excellent pay, Centerview offers “top of the Street compensation—higher than all banks and almost all buyside opportunities,” say insiders.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;No. 2 Evercore “provides exceptional hands-on responsibility early on”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Evercore holds steady at No. 2 overall and rises one place to rank No. 3 in Prestige. Meanwhile, the firm ranks No. 1 in both&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-for-inclusion/overall-inclusion&quot; target=&quot;_blank&quot;&gt;Overall Inclusion&lt;/a&gt;&#160;and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-for-inclusion/lgbtqplus-individuals&quot; target=&quot;_blank&quot;&gt;LGBTQ+ Inclusion&lt;/a&gt;;&#160;No. 2 in Business Outlook, Firm Leadership,&#160;Formal Training, and Hiring Process; and No. 3 in Compensation, Promotion Policies, Quality of Work, Relationships with Managers,&#160;and Satisfaction. Evercore insiders tell us that the best aspects of working for the firm&#160;include “the live deal exposure, responsibility early on,&#160;learning opportunities, and amazing clients.” Indeed, the firm “provides exceptional hands-on responsibility early on, with meaningful exposure to senior bankers and clients from day one.”&lt;/p&gt; &lt;p&gt;In addition, insiders tell us&#160;“the people at Evercore are amazing—they are smart and hardworking but also nice and caring.”&#160;Evercore bankers also say “base salaries are strong relative to the market, and bonuses meaningfully reward individual contribution as well as overall firm results.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt;No. 3 Moelis has a&#160;“collaborative, entrepreneurial, meritocratic environment”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Moelis&#160;again ranks&#160;No. 3. overall, while also ranking No. 9 in Prestige. In addition, Moelis impressively ranks No. 2 or No. 3 in every one of&#160;our Quality Life Rankings. It also ranks No. 2 in LGBTQ Inclusion and No. 3 in&#160;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-for-inclusion/people-of-color&quot; target=&quot;_blank&quot;&gt;Best Banking Firms for People of Color&lt;/a&gt;. Moelis insiders say the best aspects of working for the firm include “the collaborative, entrepreneurial, and meritocratic environment”; “great deal flow, early responsibility, opportunities to grow”; and&#160;“attractive&#160; compensation.” In addition, there is a&#160;“strong apprenticeship model&quot; at the firm,&#160;allowing junior bankers to “learn directly from senior team members, which accelerates technical and client-development skills.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt;No. 4&#160;Morgan Stanley offers&#160;“strong informal mentorship, access to interesting work, and great internal mobility”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Morgan Stanley leaps three places to&#160;rank No. 4 overall this year, up from No. 7 last year. The firm also ranks No. 5 in Prestige as well as No. 5 in Firm Leadership. Morgan Stanley insiders tell us that the firm’s culture is “collaborative and collegial” and “the people are “smart and hardworking.” In addition, insiders rave about the&#160;“early responsibility, access to mentorship, and deal exposure,” as well as the “strong informal mentoring, access to interesting work, and great internal mobility.” They also say they benefit greatly from the&#160;“prestige and brand name” of this “large institution.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt;No. 5&#160;Lazard offers&#160;“exposure to complex, high profile transactions, and senior bankers early in your career”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Lazard rises one spot to take the No. 5 ranking in the Vault 25, up from No. 6 last year. In addition, the firm yet again&#160;ranks&#160;No. 1 in &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-to-work-for/international-opportunities&quot; target=&quot;_blank&quot;&gt;International Opportunities&lt;/a&gt;, while ranking No. 3 in Benefits, No. 4 in Promotion Policies, and No. 5 in Quality of Work, Relationships with Managers, and Satisfaction. According to Lazard insiders, the best aspects of working for the firm include the “incredibly smart colleagues,” “collaborative culture,” “mentorship opportunities,” and “exposure to complex, high profile transactions, and senior bankers early in your career.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Clearsight, Loop Capital, and Goldman also earn No. 1s&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;In our Inclusion Rankings,&#160;Clearsight Advisors (new to our survey and rankings this year) takes the No. 1 spot in &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-for-inclusion/women&quot; target=&quot;_blank&quot;&gt;Best Banking Firms for Women&lt;/a&gt;, while Loop Capital takes the No. 1 spot in &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking/best-banking-companies-for-inclusion/people-of-color&quot; target=&quot;_blank&quot;&gt;Best Banking Firms for People of Color&lt;/a&gt;. And in our Prestige Rankings, Goldman Sachs holds onto its No. 1 ranking.&lt;/p&gt; &lt;p&gt;&lt;em&gt;Our new banking company profiles include many more direct quotes from banking professionals—about hours, work/life balance, overall satisfaction, compensation, benefits, training, inclusion, business outlook, and more.&lt;/em&gt;&lt;/p&gt; &lt;p&gt;&lt;em&gt;View the entire&lt;span&gt;&#160;&lt;/span&gt;&lt;/em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/best-companies-to-work-for/banking&quot; target=&quot;_blank&quot;&gt;&lt;em&gt;2026 Vault Banking Rankings&lt;/em&gt;&lt;/a&gt;&lt;em&gt;.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/in-the-black-vaults-finance-careers-blog/25-best-investment-banks-to-work-for-in-2026<![CDATA[The 5 Most Exciting AI Startups to Work For in 2026]]>https://vault.com/blogs/job-search/the-5-most-exciting-ai-startups-to-work-for-in-2026https://vault.com/blogs/job-search/the-5-most-exciting-ai-startups-to-work-for-in-2026Wed, 24 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;Artificial intelligence continues to reshape the job market, creating new opportunities for students, recent graduates, and early-career professionals. While major tech companies are investing heavily in AI, some of the most sought-after employers are AI-native startups that are building products (and entire businesses) around the technology. Here are five AI startups that stand out not only because of what they do, but also because of what they offer their employees.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;OpenAI&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;If there’s a company that has become synonymous with modern AI, it’s &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://openai.com/careers/&quot; target=&quot;_blank&quot;&gt;OpenAI&lt;/a&gt;. The creator of ChatGPT remains one of the most influential organizations in the industry, working on everything from advanced reasoning models to AI agents and multimodal systems. For employees, that means the opportunity to help shape technologies that are being used by hundreds of millions of people worldwide.&lt;/p&gt; &lt;p&gt;OpenAI also offers one of the more attractive benefits packages in the AI sector. Employees receive comprehensive health coverage, generous parental leave, retirement benefits, and equity participation. The company also emphasizes flexibility, including hybrid work arrangements and relocation support for many positions.&lt;/p&gt; &lt;p&gt;With regards to company culture, OpenAI encourages its employees to embrace creativity, focus, and rapid learning. The company also emphasizes that ideas can come from anywhere within the organization, regardless of title or tenure, creating an environment where employees are expected to contribute rather than simply follow directions. This type of culture may be very attractive to those who enjoy working on ambitious projects.&lt;/p&gt; &lt;p&gt;Perhaps most importantly for career-minded professionals, OpenAI places its employees alongside some of the world’s leading AI researchers, engineers, and product leaders. The learning opportunities alone make it one of the most coveted employers in technology.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Anthropic&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Another company that needs no introduction, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.anthropic.com/careers&quot; target=&quot;_blank&quot;&gt;Anthropic&lt;/a&gt; emerged as one of OpenAI’s strongest competitors, largely due to the rapid growth of its Claude AI. Founded by former OpenAI researchers, Anthropic has built its reputation around developing powerful AI systems while maintaining a focus on safety and ethics, which are becoming increasingly important as AI becomes more integrated in business and society.&lt;/p&gt; &lt;p&gt;From an employee perspective, Anthropic offers a highly competitive benefits package. The company provides employees with equity ownership, comprehensive medical benefits, flexible time off, wellness programs, parental benefits, and retirement plans.&lt;/p&gt; &lt;p&gt;One feature that stands out is Anthropic’s mission-driven culture. Employees are often drawn to the company’s emphasis on AI safety, governance, and long-term societal impact. For professionals who want to work on cutting-edge AI while also considering its consequences, Anthropic is an excellent option.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Perplexity&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.perplexity.ai/hub/careers&quot; target=&quot;_blank&quot;&gt;Perplexity&lt;/a&gt; is becoming one of the most recognizable names in the AI game. The company is attempting to reinvent online search by combining conversational AI with source-backed answers. In a time when people are looking for direct answers instead of endless lists of links, Perplexity is positioning itself as a serious competitor in the information-discovery space.&lt;/p&gt; &lt;p&gt;When it comes to employee benefits, Perplexity offers competitive compensation, equity grants, comprehensive healthcare benefits, flexible time off, and opportunities to work closely with a relatively small but rapidly growing team. That last part might be particularly attractive since employees at smaller companies tend to have greater visibility and influence than they might at larger ones. If you’re ambitious enough, that could mean faster career growth and promotions.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Cursor&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://cursor.com/careers&quot; target=&quot;_blank&quot;&gt;Cursor&lt;/a&gt; has become one of the breakout success stories in AI-powered software development. The company develops an AI coding platform that helps developers write, edit, and understand software more efficiently. As AI-assisted coding becomes more common, demand for these tools will continue to grow.&lt;/p&gt; &lt;p&gt;From a career perspective, Cursor offers employees the chance to work on a product that is experiencing rapid adoption, and the company has attracted significant attention from both investors and developers.&lt;/p&gt; &lt;p&gt;Employees at Cursor receive competitive salaries, meaningful equity ownership, healthcare benefits, and opportunities to work directly on products that are shaping the future of software development.&lt;/p&gt; &lt;p&gt;For those who are interested in engineering, product management, design, or AI infrastructure, Cursor is one of the most interesting employers in the current AI landscape.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Scale AI&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;While some AI startups focus on consumer-facing products, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://scale.com/careers&quot; target=&quot;_blank&quot;&gt;Scale AI&lt;/a&gt; has built its business around the infrastructure that powers modern AI systems. The company provides data labeling, model evaluation, and AI development services to enterprises, technology companies, and government organizations. In many ways, Scale AI operates behind the scenes, but its influence throughout the AI ecosystem is substantial.&lt;/p&gt; &lt;p&gt;Employees at Scale AI benefit from exposure to a wide range of AI applications across industries. Along with this, Scale AI employees receive equity ownership, healthcare coverage, wellness benefits, retirement programs, flexible work arrangements, and professional development opportunities.&lt;/p&gt; &lt;p&gt;For professionals interested in AI operations, infrastructure, or business strategy, Scale AI offers a unique entry point into one of the fastest-growing sectors in technology.&lt;/p&gt; &lt;p&gt;When it comes to evaluating potential employers, compensation and perks are only part of the equation. What makes these companies particularly attractive is the combination of excellent employee benefits, rapid growth, meaningful work, and exposure to one of the most important technological shifts of our time.&lt;/p&gt; &lt;p&gt;Of course, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/career-readiness/careers-at-ai-startups-what-young-professionals-should-expect&quot; target=&quot;_blank&quot;&gt;startup life&lt;/a&gt; isn’t for everyone. The pace can be intense, expectations can be high, and change is often constant. That said, startups are excellent for professionals who are looking to accelerate their careers while working at the forefront of innovation.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/job-search/the-5-most-exciting-ai-startups-to-work-for-in-2026<![CDATA[Can Interviewers Tell If You’re Using AI? Here Are the Signs]]>https://vault.com/blogs/interviewing/can-interviewers-tell-if-you-re-using-ai-here-are-the-signshttps://vault.com/blogs/interviewing/can-interviewers-tell-if-you-re-using-ai-here-are-the-signsMon, 22 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;By now, AI has become a common component of the job search process. Candidates use AI tools to improve resumes, prepare for interviews, research employers, and practice answering common interview questions. When used appropriately these tools can be pretty helpful, but the problem is some job seekers are taking things a step further.&lt;/p&gt; &lt;p&gt;As &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/interviewing/recorded-job-interviews-what-they-are-and-how-to-ace-them&quot; target=&quot;_blank&quot;&gt;recorded interviews&lt;/a&gt;, virtual interviews, and remote hiring become more commonplace, some candidates are attempting to use AI tools in real time during job interviews. In many cases, candidates assume they’re appearing polished and prepared when they’re actually sending up a series of red flags. Here are some of the biggest signs interviewers may notice when a candidate is relying on AI during a job interview.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Your Answers Sound Too Perfect&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One of the biggest giveaways is language that sounds unusually polished, formal, or generic. Most people don’t speak the way AI writes, or the way most people write for that matter. Real conversations contain pauses, minor imperfections, incomplete thoughts, and occasional course corrections.&lt;/p&gt; &lt;p&gt;When a candidate responds to every question with a flawlessly structured answer full of corporate buzzwords and polished transitions, it can feel unnatural. Experienced interviewers will be able to detect whether an answer sounds more like one of those &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/workplace-issues/how-linkedin-can-create-unrealistic-career-expectations&quot; target=&quot;_blank&quot;&gt;crazy LinkedIn posts&lt;/a&gt; than a genuine conversation.&lt;/p&gt; &lt;p&gt;Ironically, trying to sound overly professional can sometimes backfire and make you sound less authentic.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;There’s a Delay Before Every Answer&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Interviewers expect candidates to take a moment to think about difficult questions. That’s right, pausing to think for a moment is completely normal. What stands out is when there is a noticeable delay before nearly every answer.&lt;/p&gt; &lt;p&gt;If you’re constantly looking off screen, reading prompts, or waiting for the AI tool to generate a response, interviewers may begin to notice a pattern, and the conversation will start feeling less spontaneous and more scripted.&lt;/p&gt; &lt;p&gt;Many hiring managers aren’t necessarily looking for perfect answers. Instead, they’re looking for evidence that you can think on your feet. Long pauses during routine questions can make them consider whether the answer is actually yours.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;You’re Reading Instead of Conversing&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Another common sign is a lack of natural interaction. All good interviews sound like conversations, with candidates typically responding to follow-up questions, adjusting their answers based on context, and engaging directly with the interviewer.&lt;/p&gt; &lt;p&gt;If you’re using AI during an interview, you will absolutely struggle with this. You may appear focused on reading rather than listening, and while your answers may technically address the question, they will likely fail to acknowledge details mentioned earlier in the discussion.&lt;/p&gt; &lt;p&gt;This could become painfully obvious if the interviewer asks an unexpected follow-up question—if you genuinely understand the topic you should be able to adapt, but if you’re reading AI-generated responses your loss of momentum will be very apparent to the interviewer.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Your Examples Don’t Match Your Experience&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;AI tools are very good at generating impressive sounding stories, but they can often contain those famous hallucinations or other inaccuracies. Let’s say a candidate claims they led a major business initiative, developed a sophisticated workflow, or dramatically improved a team’s performance. Here, the interviewer may ask follow-up questions:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;“How did you measure success?”&lt;/li&gt; &lt;li&gt;“What obstacles did you encounter?”&lt;/li&gt; &lt;li&gt;“What would you do differently today?”&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;When candidates are relying on AI-generated examples that don’t genuinely represent their experience, these follow-up questions can and will expose gaps very quickly. Remember, the more impressive a story sounds, the more likely the interviewer is to explore it further.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Your Communication Style Changes Mid-Interview&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;For the most part, people have consistent communication styles. If your introduction sounds casual and conversational but your answers suddenly become highly technical, polished to perfection, or filed with management jargon, the interviewer will notice the shift.&lt;/p&gt; &lt;p&gt;Similarly, if one answer sounds like it came from a consultant, the next sounds like it came from a marketing executive, and the next sounds like it came from an academic paper, the inconsistency will raise questions in the interviewer’s mind.&lt;/p&gt; &lt;p&gt;Remember, authenticity tends to be consistent, while AI-generated content can be all over the place tone-wise.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;You Struggle with Simple Follow-Up Questions&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Yup, it’s those dreaded follow-up questions again, and they are perhaps the biggest giveaway of all. Many AI tools can help generate decent initial answers; however, interviewers rarely stop there. That’s right, the real challenge starts when the interviewer asks additional questions that delve deeper into your experiences and the examples you provide.&lt;/p&gt; &lt;p&gt;Candidates who genuinely own their experiences should have no trouble expanding on them, but if you’re relying on AI-generated responses you will have a real problem keeping up with impromptu follow-up questions.&lt;/p&gt; &lt;p&gt;Keep in mind that in many cases, interviewers become suspicious not because of the original answer, but because of what happens afterward.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why You Shouldn’t Use AI During an Interview&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Even if you successfully avoid detection, using AI during an interview creates a bigger problem—it prevents employers from getting to know the real you. Remember, the company you’re interviewing with isn’t hiring ChatGPT, it’s hiring a person.&lt;/p&gt; &lt;p&gt;Potential employers want to understand how you think, communicate, solve problems, and interact with others. Those qualities are difficult to evaluate when another system is generating your responses.&lt;/p&gt; &lt;p&gt;There’s also a practical concern involved here. If you get hired based on answers that don’t reflect your actual knowledge or abilities, it will become obvious over time and you’ll likely run into problems later on.&lt;/p&gt; &lt;p&gt;The bottom line is, AI can be great for researching companies or refining stories about your experience; it can even be helpful for learning how to answer common interview questions. One thing AI should never be is a substitute for your own thinking, even during a job interview. Remember, the best candidates aren’t always the ones with the most polished answers—they’re the ones who demonstrate genuine knowledge, self-awareness, and authenticity.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/interviewing/can-interviewers-tell-if-you-re-using-ai-here-are-the-signs<![CDATA[What the Latest H-1B Lottery Data Means for International Students]]>https://vault.com/blogs/international-students/what-the-latest-h-1b-lottery-data-means-for-international-studentshttps://vault.com/blogs/international-students/what-the-latest-h-1b-lottery-data-means-for-international-studentsThu, 18 Jun 2026 00:00:00 GMTVault Careers/contributors-network/vault-careers&lt;p&gt;New H-1B data is out from the U.S. Citizenship and Immigration Services (USCIS), the government agency that manages the H-1B visa lottery program, and to better understand what it means for international students pursuing careers in the U.S., we spoke with Marcelo Barros, author of &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.amazon.com/International-Advantage-Get-Noticed-Hired/dp/0692463151&quot; target=&quot;_blank&quot;&gt;&lt;em&gt;The International Advantage&lt;/em&gt;&lt;/a&gt;. Below is an excerpt from that conversation.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Vault: Let’s jump right into it. What’s so important about this new data from USCIS?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Barros: The data confirms what I’ve been telling international students for years: that the U.S. labor market increasingly rewards specialized knowledge, advanced education, and high-value skills. With 71.5 percent of H-1B winners this year holding a U.S. master&#39;s degree or higher, up from 57 percent last year, international graduate students are the clear winners in the most recent H-1B lottery.&#160;This reinforces the importance of pursuing graduate education strategically and developing expertise in fields where employers face persistent talent shortages.&lt;/p&gt; &lt;p&gt;However, international students must understand that earning a degree doesn’t mean that a successful job search is guaranteed; the degree is only part of the equation. Positioning themselves as highly skilled professionals is what ultimately drives career success and what gives them a shot at working visas.&#160;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Other data from USCIS says the number of properly submitted registrations plummeted by 38.5 percent in fiscal year 2027 vs. fiscal year 2026. What does this drop in applications mean for international students?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;At first glance, a nearly 40 percent decline in H-1B registrations may sound alarming, but international students shouldn’t interpret this as a sign that U.S. employers have lost interest in hiring global talent. The decline is largely the result of changes designed to make the H-1B registration process more transparent and less susceptible to abuse. In previous years, some applicants benefited from multiple registrations submitted on their behalf, which artificially inflated demand. Recent reforms shifted the process to a beneficiary-centered selection system, significantly reducing duplicate registrations and creating a more accurate picture of actual demand. Also, as &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/international-students/the-new-100-000-h-1b-visa-fee-what-international-students-need-to-know&quot; target=&quot;_blank&quot;&gt;we’ve discussed previously&lt;/a&gt;, the $100,000 H-1B filing fee mostly kept Indian IT outsourcing companies at bay.&#160;&lt;/p&gt; &lt;p&gt;For years, international students have justifiably complained that some firms found ways to game the H-1B lottery. When registrations are inflated by duplicate or speculative filings, highly qualified international students joining the lottery faced greater uncertainty. For students and professionals who’ve invested years in their education and careers, a more merit-driven process is not too much to ask.&#160;&lt;/p&gt; &lt;p&gt;The bottom line is U.S. employers continue to face talent shortages in critical areas such as technology, engineering, data analytics, healthcare, finance, and advanced manufacturing. Companies are still hiring international talent through the H-1B program when candidates demonstrate the skills, experience, and business value they need.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;USCIS also stated that this year only 17.7 percent of H-1B applications were selected in the lowest wage category. What should students take away from this statistic?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;This is such an important statistic, and I think it’s fantastic that USCIS released this critical piece of data. But first of all, it’s important not to overreact, or overanalyze this piece of data. With that said, if this trend continues going forward, international students securing entry-level roles that may place them in the lowest H-1B wage category may want to actively implement alternative backup plans. If the probability of selection at the lowest tier remains so low as it did this past year, then I believe international students must ask themselves, “What are my back-up plans? Do I want to return home if I don’t secure a working visa? Do I try to pursue another degree in the U.S.? Do I maybe consider Canada as an alternative?” Options need to be explored early on, and some good planning will be needed.&lt;/p&gt; &lt;p&gt;We also do remind international students and their employers that STEM graduates normally enjoy three years of OPT, with no visa hassle. And international students are capable and hungry to make a difference and can certainly do so during their three-year OPT tenure at a U.S. firm. Smart employers understand that. We’ll be working with employers a little differently going forward so they can understand the power of this model and get the most value out of international students on OPT.&#160;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;How should international students interpret the shift the U.S. government has taken with respect to emphasizing attracting highly skilled workers while reducing lower-skilled labor pathways?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Students who bring advanced technical, analytical, and leadership capabilities will get jobs—and hopefully beat visa odds. That has always been the case, and perhaps this is now true more than ever.&#160;Once again, international students must think beyond academics and actively build career-ready skills. And why not start doing so even before coming to the U.S.? At The International Advantage, we encourage students to develop professional networks, gain internship experience, strengthen communication skills, and double down on their international advantages&#160;and expertise so U.S. employers view them as difficult to replace.&#160;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What advice would you give to international students concerned about the increasing competitiveness of the H-1B process?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;My advice is simple and it hasn’t changed: Focus on becoming indispensable, and that starts by fully honoring and leveraging the amazing international advantages that you as an international student bring when you choose to come to the U.S. Also, the students who succeed are rarely the ones who simply meet the minimum job requirements. When you apply for jobs, make sure you meet “preferred qualifications.” Be the candidate who can solve business problems, generate measurable results, and consistently demonstrate value.&lt;/p&gt; &lt;p&gt;At The International Advantage, we teach students to think like business professionals rather than job seekers who desperate need sponsorship. Employers sponsor talent because they believe that talent is rare to find and will help their organization grow, innovate, or operate more effectively. When students understand this mindset, they become significantly more competitive regardless of immigration policy changes.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Finally, how are the schools you partner with reacting to what’s going on in terms of helping their international students land jobs in the U.S.?&#160;&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;I’d say it really depends on the university. In general, I feel that U.S. universities have been greatly under pressure lately, and even some of our long-term university partners have struggled lately to offer additional job search support for their international students.&#160;But then there are universities that have found ways to move forward, despite the challenging times.&lt;/p&gt; &lt;p&gt;For example, this past February I visited the Indiana University Kelley School of Business, and had the pleasure to work directly with their international students to help them land jobs in the U.S. That was a wonderful opportunity, and I’ve recently heard some amazing job search wins from Kelley international students, which of course is very motivating for me.&#160;&lt;/p&gt; &lt;p&gt;Similarly, the University of Notre Dame Mendoza College of Business has decided to make a substantial investment in the career development journey of their international students, and The International Advantage will join forces with Mendoza’s Graduate Programs Career Development team&#160;this September to help their incoming class of international students land jobs in the U.S. I’m very excited about the format that the Career Development team chose, as it will allow for a great deal of small group interaction with their new international students.&lt;/p&gt; &lt;p&gt;And finally, over the summer, via webinars, The International Advantage will be working with international students enrolled at University of Maine, Colby College, and University of New England to help them hit the ground running from a job search standpoint when they arrive in the U.S. I believe that there’s enormous value in prepping our international students for the tough job search road they have in front of them before they arrive in the U.S. to join our universities here.&#160;&lt;/p&gt; &lt;p&gt;In general, I’d say that our U.S. universities are always looking for ways to help international students achieve their job search goals, which of course is great news for international students.&#160;&lt;/p&gt; &lt;p&gt;&lt;em&gt;Marcelo Barros is the author of&#160;&lt;/em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.amazon.com/The-International-Advantage-Noticed-Hired/dp/0692463151&quot; target=&quot;_blank&quot;&gt;&lt;em&gt;The International Advantage: Get Noticed. Get Hired!&lt;/em&gt;&lt;/a&gt;&lt;em&gt;, which gives international students advice on how to find the job they want in the U.S. Universities interested in partnering with Barros to prepare their new, incoming class of international students to stay and work in the U.S. after graduation should get in touch with the author to book their fall job search programs. And International students interested in landing a great job in the U.S. should follow The International Advantage via&#160;&lt;/em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/marcelobarrosinternational/&quot; target=&quot;_blank&quot;&gt;&lt;em&gt;LinkedIn&lt;/em&gt;&lt;/a&gt;&lt;em&gt;.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/international-students/what-the-latest-h-1b-lottery-data-means-for-international-students<![CDATA[Preparing for the Investment Banking Hiring Process: A Head of Recruiting’s Playbook]]>https://vault.com/blogs/employer-posts/preparing-for-the-investment-banking-hiring-process-a-head-of-recruiting-s-playbookhttps://vault.com/blogs/employer-posts/preparing-for-the-investment-banking-hiring-process-a-head-of-recruiting-s-playbookThu, 18 Jun 2026 00:00:00 GMTSara Walker, Head of Recruiting at Harris Williams&lt;p&gt;Each year, I speak with undergraduate and MBA students who are thoughtful, motivated, and ready to refine their approach to the investment banking recruiting process. This practical guide is meant to help students effectively navigate the recruiting process with curiosity, confidence, and professionalism.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;When to Start and What “Early” Really Means&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One of the most common questions candidates have is when to start preparing. The short answer is earlier than you think, but not too early that you can’t do it well.&lt;/p&gt; &lt;p&gt;Recruiting doesn’t begin when applications open. It begins when candidates start building a working understanding of the industry, evaluating what kinds of firms and roles actually fit them and developing the skills needed to contribute on day one. Joining organizations like &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://toigofoundation.org/&quot; target=&quot;_blank&quot;&gt;Toigo&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.fortefoundation.org/&quot; target=&quot;_blank&quot;&gt;Forte&lt;/a&gt;, and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://cgsm.org/&quot; target=&quot;_blank&quot;&gt;Consortium&lt;/a&gt; provide a great opportunity for MBAs to explore paths. For undergraduate students, in addition to attending career fairs, we highly recommend joining organizations geared toward finance and networking with upperclassmen who’ve already completed internships.&lt;/p&gt; &lt;p&gt;Starting early isn’t about perfecting every answer but giving yourself enough time to craft and refine your story as your understanding of the industry deepens (more on what makes a good story below).&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Research Firms Beyond Surface-Level Prep&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;When targeting firms during the recruiting process, strong candidates consistently go beyond rankings and websites. They spend time understanding the types of deals their target firms work on, the clients they serve, and what sets them apart. Two tips for this. First, set alerts to follow recent firm news, thought leadership articles, and deal closings. Second, set up phone calls with early-career professionals at the firms. Alumni from your school will be especially likely to take a call. It’s worth the hunt to find them on LinkedIn.&lt;/p&gt; &lt;p&gt;Rather than collecting facts, the goal of these calls should be building context. This will allow you during the recruiting process to clearly explain why the work, platform, and environment appeal to you. Candidates who do this well come into conversations with informed questions and a point of view.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Look for Client Interaction and Meaningful Deal Exposure&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Many candidates rightly ask how much deal exposure they will get early in their careers.&lt;/p&gt; &lt;p&gt;At Harris Williams, we operate in a segment of the market where steady deal volume creates frequent opportunities to work on live client engagements from start to finish. That repetition matters. You want to find a place where you can build judgment, confidence, and an understanding of how decisions play out in real market conditions.&lt;/p&gt; &lt;p&gt;Make this a priority in your early conversations. Push for specificity when you speak with other early-career bankers: &lt;em&gt;How many deals have you seen through from start to finish?&lt;/em&gt; &lt;em&gt;How are you beginning to build relationships with clients?&lt;/em&gt; These questions will tell you a lot about a firm.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Prioritize Mentorship and an Apprenticeship Model&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Candidates also want to know who’s invested in their growth and how development actually happens. It’s helpful to look for places where senior team members stay put.&lt;/p&gt; &lt;p&gt;At firms where senior leaders built their own careers internally, mentorship tends to be embedded rather than programmatic. At Harris Williams, more than 80 percent of our managing directors were promoted from within, including our Co‑CEOs, Bob and John, who both started their careers here.&lt;/p&gt; &lt;p&gt;For early career bankers, mentorship is one of the most important drivers of development. Technical skills can be taught, but judgment is built through close exposure to senior leaders and consistent feedback. An apprenticeship model accelerates that process by making learning part of the day-to-day work, not something that happens separately.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;How to Evaluate Culture&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Culture fit is not about fitting into a mold. It is about alignment.&lt;/p&gt; &lt;p&gt;The strongest teams are made up of individuals who bring different backgrounds, viewpoints, and ways of thinking, while sharing a commitment to excellence, integrity, and collaboration. We‘re interested in candidates who add to the culture and raise the standard for those around them.&lt;/p&gt; &lt;p&gt;Culture is also one of the hardest things to evaluate from the outside. The most reliable insights come from conversations, showing up to firm events, and spending time with people across levels to understand how teams work together day to day. We encourage candidates to take advantage of both on‑campus and virtual opportunities to ask questions, observe dynamics, and assess whether the environment feels like the right place to build their career.&lt;/p&gt; &lt;p&gt;You can learn more about &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.harriswilliams.com/careers&quot; target=&quot;_blank&quot;&gt;Harris Williams opportunities here&lt;/a&gt;.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Bringing It All Together&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Candidates who differentiate themselves can clearly explain what they’ve learned from their experiences and how those lessons shaped where they want to focus. This ultimately becomes your story, which you ideally have fully thought through.&lt;/p&gt; &lt;p&gt;One way to think about this is through both skillset and mindset.&lt;/p&gt; &lt;p&gt;On the skillset side, strong candidates demonstrate a foundation in technical concepts and a track record of execution. They can point to moments where they’ve worked through complex problems or delivered results under pressure, particularly in situations that require analyzing data or making decisions with incomplete information. The key is not just what you did, but how you approached it and what you took away from it.&lt;/p&gt; &lt;p&gt;On the mindset side, we look for qualities that signal long-term potential. Curiosity shows up in how deeply you’ve explored your experiences and the questions you ask. Coachability appears in how you talk about feedback. Adaptability comes through in how you’ve navigated ambiguity or learned something new quickly.&lt;/p&gt; &lt;p&gt;The most effective candidates bring these elements together. Rather than walking through a resume chronologically, they focus on a few defining experiences and answer three questions clearly:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;What did I do?&lt;/li&gt; &lt;li&gt;What did I learn?&lt;/li&gt; &lt;li&gt;How does that shape why I’m here?&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;When candidates can connect those answers to the demands of the role—analytical rigor, teamwork, adaptability, resourcefulness, and good judgement—their story becomes memorable.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Final Thought&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Recruiting for investment banking is demanding, but it doesn’t need to be opaque. Candidates who approach the process with curiosity and preparation tend to perform best and find roles where they can grow quickly. It’s important to use recruiting as an opportunity to learn about what you want from your career—not just how to interview well.&lt;/p&gt; &lt;p&gt;&lt;em&gt;This post was sponsored by &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/commercial-banking-and-investment-banking/harris-williams&quot; target=&quot;_blank&quot;&gt;Harris Williams&lt;/a&gt;.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/employer-posts/preparing-for-the-investment-banking-hiring-process-a-head-of-recruiting-s-playbook<![CDATA[What Is Digital Transformation Consulting? A Career Guide for MBA Students and Job Seekers]]>https://vault.com/blogs/consult-this-consulting-careers-news-and-views/what-is-digital-transformation-consulting-a-career-guide-for-mba-students-and-job-seekershttps://vault.com/blogs/consult-this-consulting-careers-news-and-views/what-is-digital-transformation-consulting-a-career-guide-for-mba-students-and-job-seekersThu, 18 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;If you’ve spent any time researching consulting careers lately, you’ve probably noticed one phrase appearing again and again: “digital transformation.” Whether you’re looking at job postings from major consulting firms, reading about corporate strategy, or exploring MBA recruiting trends, digital transformation seems to be everywhere. In fact, many consulting firms now count it among their largest and fastest-growing practice areas. So, what exactly is digital transformation, why are so many companies investing in it, and what does it mean for aspiring consultants?&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What Digital Transformation Means&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;When people hear the term “digital transformation,” they might assume it means buying new software or implementing AI tools. While technology certainly plays a role, digital transformation is actually much broader than that.&lt;/p&gt; &lt;p&gt;At its core, digital transformation involves using technology to fundamentally improve how an organization operates, serves customers, and creates value. Sometimes this means adopting AI tools, and other times it means modernizing outdated systems, automating repetitive tasks, improving data analytics capabilities, or redesigning customer experiences.&lt;/p&gt; &lt;p&gt;In other words, digital transformation is less about technology itself and more about how organizations use technology to achieve business goals. That’s one reason consulting firms have become so heavily involved. Most companies don’t simply need new software, but instead need help determining which technologies make sense, how to implement them, and how to ensure employees actually use them effectively.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why Digital Transformation Has Become So Important&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The rapid growth of cloud computing, data analytics, automation, and AI has changed customer expectations and the dynamics of competition across nearly every industry. Consumers now expect seamless digital experiences, employees expect modern workplace tools, executives want better (and more accurate) access to real-time data, and investors want improved efficiency and productivity.&lt;/p&gt; &lt;p&gt;Nowadays, organizations that fail to keep pace can quickly find themselves at a severe disadvantage. Consider something as simple as online banking—twenty years ago, customers were generally comfortable visiting a branch to perform routine transactions. Today, most customers expect to handle most (if not all) of their banking through a mobile app.&lt;/p&gt; &lt;p&gt;This same pattern has played out across industries like healthcare, retail, manufacturing, education, and countless others. The point is, as technology evolves, organizations must evolve with it if they wish to remain profitable.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why AI Is Accelerating Everything&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;While digital transformation isn’t necessarily new, AI has dramatically increased its importance. Many organizations are now trying to determine how AI can improve productivity, customer service, and operational efficiency. The real challenge is that implementing AI successfully requires more than simply purchasing a tool or subscribing to a platform.&lt;/p&gt; &lt;p&gt;What most organizations really need help with is modernizing systems, redesigning or often automating workflows, upgrading data infrastructure, and training employees on new technologies and processes. As a result, top consulting firms have significantly expanded their AI and digital transformation capabilities in recent years.&lt;/p&gt; &lt;p&gt;Of course, this has created a growing demand for professionals who can bridge the gap between technology and business strategy. This is where future consultants come into play.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What Digital Transformation Consultants Do&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Digital transformation consulting can be somewhat difficult to define since the work varies pretty significantly from project to project. For instance, a consultant might spend one engagement helping a healthcare system modernize its patient scheduling process, while the next project could involve helping a retailer improve its e-commerce platform. Another might focus on implementing AI tools across a financial services organization.&lt;/p&gt; &lt;p&gt;Despite these differences, most digital transformation projects share the common goal of helping organizations operate more effectively. To achieve this, digital transformation consultants might start by evaluating business processes, identifying any inefficiencies, and assessing potential technology solutions.&lt;/p&gt; &lt;p&gt;Next, they typically develop implementation roadmaps, manage any necessary organizational changes, measure business outcomes, and support large-scale technology deployments. You’ll notice that many of the responsibilities we just mentioned have as much to do with people and business processes as they do with technology itself.&lt;/p&gt; &lt;p&gt;The point is, you don’t necessarily need a computer science degree to work in digital transformation consulting. In fact, most successful consultants come from business, economics, engineering, or other backgrounds.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What This Means for Future Consultants&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The rise of digital transformation reflects a broader shift that’s occurring right now throughout the consulting industry. Clients are now expecting consultants to combine strategic thinking with the ability to implement emerging technologies effectively. In other words, it’s no longer enough to simply recommend a solution—organizations want help executing it.&lt;/p&gt; &lt;p&gt;As AI, automation, and data analytics continue to reshape industries, that demand is likely to grow. For aspiring consultants, this means developing a mix of business acumen, analytical thinking, communication skills, and technological literacy.&lt;/p&gt; &lt;p&gt;As organizations continue investing in AI, automation, analytics, and modern operating systems, digital transformation is likely to remain a major source of consulting opportunities for years to come. For students, MBA candidates, and early-career professionals exploring consulting, it’s a practice area that shouldn’t be ignored.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/consult-this-consulting-careers-news-and-views/what-is-digital-transformation-consulting-a-career-guide-for-mba-students-and-job-seekers<![CDATA[Using AI for Interview Prep Without Sounding Like Everyone Else]]>https://vault.com/blogs/interviewing/how-to-use-ai-for-interview-prep-without-sounding-like-everyone-elsehttps://vault.com/blogs/interviewing/how-to-use-ai-for-interview-prep-without-sounding-like-everyone-elseTue, 16 Jun 2026 00:00:00 GMTRoman Shvidun&lt;p&gt;You&#39;ve got an interview coming up and decide to turn to AI for help.&#160;In 20 minutes, Claude helps you generate a polished mock script, sample &lt;a href=&quot;https://vault.com/blogs/consult-this-consulting-careers-news-and-views/consulting-interview-prep-good-vs-bad-answers-to-top-questions&quot; target=&quot;_blank&quot;&gt;questions&lt;/a&gt;, and a STAR answer for every prompt. Sounds awesome, right?&lt;/p&gt; &lt;p&gt;Well, the problem is you’re not the only person with tech access. The person interviewing before you, the one after, and the one after that can all do the same thing with ChatGPT, Gemini, or Claude. The result is you all end up knowing the same stuff, preparing the same way, and sounding the same, which your interviewer will obviously notice. If you already sound like dozens of people, it means there&#39;s nothing unique about you, you won’t stand out, and you likely won’t get through to the next round.&lt;/p&gt; &lt;p&gt;So, what do you do instead?&lt;/p&gt; &lt;p&gt;In this post, we’ll explain exactly that: five smart ways to use AI when &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/interviewing/preparing-for-your-interview&quot; target=&quot;_blank&quot;&gt;preparing for an interview&lt;/a&gt; without losing your voice.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;1. Research the company&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Most candidates use AI to get a quick company summary and walk in with surface-level facts everyone else already has. You can do better in&#160;a few minutes. Start by feeding AI the company name and asking what&#39;s actually happened lately. Product launches, leadership changes, anything recent that&#39;s moved the business. Then jump on Vault and other career sites to see what current employees are saying. For public companies, you&#39;ve got more to pull from. Drop the latest 10-K or earnings call transcript into AI and ask it to pull out the risks the company is naming itself.&lt;/p&gt; &lt;p&gt;Then, turn what you learned into questions you’re likely to ask the interviewer. That signals you read the materials. Pair these with the standard &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/interview-questions-advice&quot; target=&quot;_blank&quot;&gt;interview questions&lt;/a&gt; for your role and you&#39;re set for both directions of the conversation.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;2. Practice your delivery out loud with feedback tools&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Use a voice-feedback tool like &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://yoodli.ai/&quot; target=&quot;_blank&quot;&gt;Yoodli&lt;/a&gt; or &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://orai.com/&quot; target=&quot;_blank&quot;&gt;Orai&lt;/a&gt; to record yourself answering the five or six questions most likely to come up, then play it back. You’ll catch the “ums” you didn’t know you were saying and the spots where your tone drops at the end of a thought. Push further by pasting your recorded answers into an LLM and asking for three sharp follow-up questions and answers for each. Practice those out loud too till you eliminate redundancies in your responses.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;3. Build your stories around specifics only you can give&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Pick three to five relevant stories, like a project you turned around, a decision you got wrong and fixed, or a process you streamlined that saved real time. Feed each one to an LLM as rough bullet points and ask for a STAR or SOAR outline. Now add the parts AI can&#39;t write. The actual budget you worked with, the stakeholder who pushed back hardest, the metric you checked every morning, the risk that almost killed the project.&#160;Aim for one number, one named stakeholder, and one specific tension in every story.&lt;br /&gt; &lt;br /&gt; “The candidates who stand out aren’t the ones with the most polished answers,” says David Kolodny, Co-Founder of &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.wilburlabs.com/&quot; target=&quot;_blank&quot;&gt;Wilbur Labs&lt;/a&gt;. “They&#39;re the ones who can tell you exactly what went wrong and what they’d do differently. Interviewers have heard a thousand success stories. What they’re really listening for is whether you understand &lt;em&gt;why&lt;/em&gt; something worked or, better yet, why it didn’t—and what you personally did about it. That kind of specificity is what no AI tool can manufacture for you.”&lt;/p&gt; &lt;p&gt;&lt;strong&gt;4. Build a loop for the questions you didn&#39;t prep for&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;No matter how much you practice, an interviewer will ask something that wasn&#39;t on your list. Loops help you stay on your fit instead of blanking out.&lt;/p&gt; &lt;ul&gt; &lt;li&gt;&lt;strong&gt;Clarify:&lt;/strong&gt; Before you start answering, restate the question back in your own words. Something like, “So, you’re asking how I’d approach X if Y was the constraint, right?” If you’re wrong, you’ll find out in three seconds instead of three minutes.&lt;/li&gt; &lt;li&gt;&lt;strong&gt;Confirm scope:&lt;/strong&gt; Say what you’re working with out loud. Time, resources, assumptions you’re making, whatever’s in your head. It tells the interviewer where your answer is coming from and gives them a chance to redirect you early if you’ve taken the question the wrong way.&lt;/li&gt; &lt;li&gt;&lt;strong&gt;Structure:&lt;/strong&gt; Float two or three approaches in a sentence each, then pick one. Say why you’d start there. Even when your pick isn’t perfect, showing you weighed the trade-off is half the score.&lt;/li&gt; &lt;li&gt;&lt;strong&gt;Iterate:&lt;/strong&gt; Mid-answer, check in with something like: “Is this the depth you wanted, or do you want me to dig in more on X?” You’d be surprised how often interviewers say, “Actually, I care more about the other part,” which saves you from burning your runway on the wrong thing.&lt;/li&gt; &lt;li&gt;&lt;strong&gt;Reflect:&lt;/strong&gt; Wrap up by naming what could go wrong with your approach and how you’d test it if you had more time. Ending on judgment goes further than ending on certainty.&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;For &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/interviewing/5-behavioral-interview-questions-investment-banks-are-asking-now&quot; target=&quot;_blank&quot;&gt;behavioral questions&lt;/a&gt;, take STAR a step further with STAR-L. Same Situation, Task, Action, Result, but you tack on a quick Learning line at the end.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;5. Keep your real voice while using AI&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;AI’s output is often monotonous, overly-polished, and abstract. But you’re different. You have a unique voice, phrasings that AI can’t replicate, and emotions that make your responses human. Here’s how to keep all of that intact when AI is in your prep workflow:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;&lt;strong&gt;Speak it before you write it.&lt;/strong&gt; Say the answer out loud in the words you’d use over coffee, record it if you can, and let that recording be your baseline voice.&lt;/li&gt; &lt;li&gt;&lt;strong&gt;Swap corporate phrases for plain ones.&lt;/strong&gt; If your AI draft says, “Leverage cross-functional alignment,” write something like this instead: “I got design, sales, and support on the same page.”&lt;/li&gt; &lt;li&gt;&lt;strong&gt;Read every answer out loud the night before.&lt;/strong&gt; If a line trips you up when reading it, it&#39;ll trip you in the interview room too.&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;There are some specific tell-tale signs of AI to avoid, according to Rawad Baroud, CEO of &lt;a href=&quot;https://www.zerogpt.com/&quot; target=&quot;_blank&quot;&gt;ZeroGPT&lt;/a&gt;, a tool used by hiring teams and educators to detect AI-generated content. Baroud says, “The dead giveaways are sentence length consistency, transition words like ‘moreover’ and ‘furthermore’ showing up multiple times in a short stretch, and a polite generality where every claim could apply to any company in any industry.”&lt;/p&gt; &lt;p&gt;So, what Baroud recommends is this: “Read your draft out loud and listen for that flatness. The moment you hear it, rewrite that line with a concrete example, a number, or a name. Two or three of those rewrites per answer is usually enough to bring your voice back in.”&lt;/p&gt; &lt;p&gt;&lt;em&gt;Roman Shvidun is a writer specializing in business, marketing, and technology, contributing to over 60 SaaS websites. Making complex subjects accessible, Roman has become a recognized voice in the SaaS industry, shaping discussions around key trends and developments.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/interviewing/how-to-use-ai-for-interview-prep-without-sounding-like-everyone-else<![CDATA[Jefferies vs. The AI Hype: Why Human Talent Still Matters in Finance]]>https://vault.com/blogs/in-the-black-vaults-finance-careers-blog/jefferies-vs-the-ai-hype-why-human-talent-still-matters-in-financehttps://vault.com/blogs/in-the-black-vaults-finance-careers-blog/jefferies-vs-the-ai-hype-why-human-talent-still-matters-in-financeTue, 16 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;In recent years, students interested in finance have been bombarded with warnings about artificial intelligence—“AI is coming for analyst jobs,” “AI will eliminate entry-level jobs,” “AI will reduce hiring,” and so on. It can be easy to assume that investment banking analyst programs might disappear altogether sometime in the (very) near future, but a &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.jefferies.com/about/leadership-letters/much-to-do-together-in-the-summer-of-2026/&quot; target=&quot;_blank&quot;&gt;recent letter&lt;/a&gt;&#160;from Jefferies CEO Rich Handler and President Brian Friedman suggests otherwise.&lt;/p&gt; &lt;p&gt;In a surprisingly candid message to the firm’s summer interns, the executives addressed AI directly and made an observation that runs counter to much of the current narrative. That’s right, Jefferies just hired its largest intern class ever. The firm received more than 40,000 applications and ultimately selected 406 interns representing 144 schools, indicating that Jefferies is betting heavily on the next generation of talent. This reinforces the idea that while AI may change entry-level jobs, it won’t necessarily eliminate them.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Eliminating Work vs. Eliminating Workers&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One of the biggest concerns surrounding AI is that if technology automates a task, it automatically eliminates the person performing it. In reality, history suggests things are rarely that simple—Excel didn’t eliminate accountants, email didn’t eliminate administrative professionals, and so on. Instead, those technologies changed how work was performed and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/innovate-with-influence-global-high-tech/will-ai-change-workplace-expectations-the-same-way-email-did&quot; target=&quot;_blank&quot;&gt;raised expectations&lt;/a&gt; for productivity.&lt;/p&gt; &lt;p&gt;AI is very likely to have a similar effect. Many of the tasks traditionally assigned to junior bankers such as research, data gathering, document review, and presentation drafting can be assisted with AI tools; however, those tasks represent only part of what analysts do.&lt;/p&gt; &lt;p&gt;The broader purpose of entry-level finance roles has always been professional development. Junior employees learn how transactions work, how clients communicate, how teams collaborate, and how decisions get made under pressure.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Finance Is a “Relationship Business”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One of the most interesting themes throughout the Jefferies letter is that it barely treats AI as the main story. Instead, the authors repeatedly emphasize relationships, integrity, curiosity, teamwork, and judgment. This might seem a little old-fashioned in the age of AI and other fancy technologies, but it’s a nice reminder of what drives successful careers in finance.&lt;/p&gt; &lt;p&gt;Remember, deals are negotiated by people, clients hire people they trust, and investors allocate capital based on confidence in people and organizations—that’s a whole lot of “people!”&lt;/p&gt; &lt;p&gt;Even the most sophisticated AI system cannot replace the human relationships that sit at the center of most financial transactions. This is particularly important for students who worry that they need to become AI experts before entering the industry. The reality is that firms are still looking for many of the same qualities they’ve always valued: strong communication skills, intellectual curiosity, professionalism, and of course, the ability to work effectively under pressure.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Critical Skills in the Age of AI&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The financial professionals who thrive over the next decade will almost certainly be those who learn how to use AI effectively, and the key here is understanding what “using AI effectively” actually means.&lt;/p&gt; &lt;p&gt;In most cases, banks are looking for professionals who can use technology to work more efficiently, analyze information more quickly, and focus more time on higher-value activities. This might mean automating certain tasks, using AI to speed up research and summarize reports, or putting together drafts. At any rate, the professionals who combine these capabilities with excellent soft skills will likely have a significant advantage.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Importance of Human Judgment&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Once reason finance may prove more resilient than some people might expect is that the industry relies heavily on judgment. Imagine a merger transaction—here, technical analysis, valuation work, and financial models are important, but so are questions like “Should this deal happen?” or “What could go wrong?” Indeed, these are &lt;em&gt;judgment&lt;/em&gt; questions.&lt;/p&gt; &lt;p&gt;By now, we all know how great AI is at gathering information, but humans are still the ones who make the final decisions. In other words, technology can support analysis, but professionals are ultimately responsible for making recommendations and accepting accountability for outcomes.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What Students Should Do&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;If you’re pursuing a finance career in the AI era, preparation is key. The best thing you can do for yourself right now is experiment with the technology and learn as much as you can about it, particularly in the context of your desired role. This means knowing how AI tools work, and where they fall short.&lt;/p&gt; &lt;p&gt;In addition to this, soft skills are becoming valuable differentiators. Solid communication skills, critical thinking, professional judgment, and leadership qualities will set you apart from candidates who rely too heavily upon technologies like AI. Moving forward, the candidates who understand how to combine technological capabilities with uniquely human strengths will position themselves as valuable assets to potential employers.&lt;/p&gt; &lt;p&gt;At a time when many headlines suggest (often sensationally so) that AI will dramatically reduce opportunities for young professionals, one major investment bank just hired its largest intern class ever—this is very encouraging, and while the future of finance may look different from the past, there is still plenty of room for ambitious young professionals who are willing to learn, adapt, and grow alongside emerging technologies.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/in-the-black-vaults-finance-careers-blog/jefferies-vs-the-ai-hype-why-human-talent-still-matters-in-finance<![CDATA[Best U.S. Cities for MBA Students Targeting Consulting Careers]]>https://vault.com/blogs/consult-this-consulting-careers-news-and-views/best-us-cities-for-mba-students-targeting-consulting-careershttps://vault.com/blogs/consult-this-consulting-careers-news-and-views/best-us-cities-for-mba-students-targeting-consulting-careersFri, 12 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;For prospective MBA students pursuing consulting careers, choosing the right location to study can significantly affect access to recruiting opportunities, alumni networks, and internship pipelines. Here’s a look at some of the best U.S. cities for MBA students targeting top consulting firms post-graduation.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;New York&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;If your goal is to maximize the number of consulting roles available to you, New York remains the single most important city in the country. The Big 3 consulting firms (&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/mckinsey-company&quot; target=&quot;_blank&quot;&gt;McKinsey&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/boston-consulting-group),&quot; target=&quot;_blank&quot;&gt;BCG&lt;/a&gt;, and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/bain-company&quot; target=&quot;_blank&quot;&gt;Bain&lt;/a&gt;) all maintain large offices there. The same is true across the Big 4 professional services firms (&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/deloitte-consulting-llp&quot; target=&quot;_blank&quot;&gt;Deloitte&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/accounting/pwc-llp&quot; target=&quot;_blank&quot;&gt;PwC&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/accounting/ey-llp&quot; target=&quot;_blank&quot;&gt;EY&lt;/a&gt;, and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/accounting/kpmg-llp&quot; target=&quot;_blank&quot;&gt;KPMG&lt;/a&gt;).&lt;/p&gt; &lt;p&gt;For MBA students at Columbia Business School and New York University Stern School of Business, there are major networking advantages. During recruiting season, it’s common for students to attend multiple firm presentations and alumni events. With a little leg work, they may also meet up and chat with network connections. In addition, these schools have clubs and associations that can further benefit your career.&lt;/p&gt; &lt;p&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://groups.gsb.columbia.edu/mca/home/&quot; target=&quot;_blank&quot;&gt;Columbia’s Management Consulting Association&lt;/a&gt; “prepares students for a career in consulting—which entails both unpacking what consulting as a profession entails, and tips on navigating the internship and full-time recruiting process.” &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.sternmcg.org/&quot; target=&quot;_blank&quot;&gt;NYU’s Management Consulting Group&lt;/a&gt; “provides students with a comprehensive understanding of the consulting industry through professional panels, workshops, and case competitions.”&lt;/p&gt; &lt;p&gt;New York is also home to strong financial services consulting demand, which creates additional opportunities for candidates with quantitative, analytics, or finance-related backgrounds. The tradeoff here is that competition is pretty intense, but if your goal is maximizing your interview probability rather than minimizing competition, New York is a logical choice.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Boston&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;In Boston, schools like Harvard University and Massachusetts Institute of Technology have long-standing relationships with major consulting firms, creating an exceptionally dense recruiting environment.&lt;/p&gt; &lt;p&gt;Boston is also a hub for many healthcare, biotech, and technology firms. That makes it a particularly appealing city for students with STEM, healthcare, or quantitative backgrounds who are interested in specialized consulting work.&lt;/p&gt; &lt;p&gt;Another advantage of Boston is its consulting-focused student organizations. At &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.hbs.edu/recruiting/employment-data/Pages/default.aspx&quot; target=&quot;_blank&quot;&gt;Harvard Business School&lt;/a&gt;, consulting is one of the most popular post-MBA career paths, and students benefit from extensive alumni involvement during the recruiting process. In addition to this, students at MIT Sloan School of Management have access to a &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://sloangroups.mit.edu/managementconsulting/home/&quot; target=&quot;_blank&quot;&gt;dedicated consulting club&lt;/a&gt;, as well as a technology-oriented consulting ecosystem that combines strategy, analytics, and healthcare.&lt;/p&gt; &lt;p&gt;The region is also home to numerous healthcare and life sciences consulting firms such as Trinity Life Sciences and ClearView Healthcare Partners, creating opportunities that can be difficult to find in other consulting hubs. Yet another advantage is networking accessibility. Compared to larger cities, Boston’s professional ecosystem can feel smaller and more interconnected, which sometimes makes relationship-building easier for students.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;San Francisco&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;For students interested in technology consulting, AI-strategy, or startup-related advisory work, San Francisco is the place to be. Consulting firms in the Bay Area frequently work with technology companies, venture-backed startups, and high-growth businesses, creating significant demand for expertise in digital transformation, AI implementation, product strategy, and enterprise technology.&lt;/p&gt; &lt;p&gt;MBA students at Stanford Graduate School of Business and UC Berkeley Haas School of Business benefit from close proximity to leading consulting firms like Bain, McKinsey, and BCG, as well as the broader technology ecosystem. Stanford’s curriculum includes extensive &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.gsb.stanford.edu/experience/learning/entrepreneurship&quot; target=&quot;_blank&quot;&gt;entrepreneurship and technology-focused coursework&lt;/a&gt;, while Haas offers programs and coursework focused on &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://em-executive.berkeley.edu/artificial-intelligence-business-strategies?utm_source=Google&amp;utm_network=g&amp;utm_medium=c&amp;utm_term=berkeley%20haas%20artificial%20intelligence&amp;utm_location=9004457&amp;utm_campaign_id=17436043565&amp;utm_adset_id=138870799873&amp;utm_ad_id=602328258648&amp;gad_source=1&amp;gad_campaignid=17436043565&amp;gbraid=0AAAAADDa9X2DeVbAeKLzXnwQVlpgOlDxW&amp;gclid=CjwKCAjw857RBhAgEiwAI-1yKAXO7UpvcZ_tVFRWfGNTTPh65Al4QhXvhmfxR5CeEdhdT7PUdquxERoCROIQAvD_BwE&quot; target=&quot;_blank&quot;&gt;artificial intelligence&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://em-executive.berkeley.edu/business-analytics-leaders?utm_source=Google&amp;utm_network=g&amp;utm_medium=c&amp;utm_term=berkeley%20analytics&amp;utm_location=9004457&amp;utm_campaign_id=17436043613&amp;utm_adset_id=142511372314&amp;utm_ad_id=783022701353&amp;gad_source=1&amp;gad_campaignid=17436043613&amp;gbraid=0AAAAADDa9X0_JwaZosjdLBcsq61bsf9gt&amp;gclid=CjwKCAjw857RBhAgEiwAI-1yKL4akLdi1dR9VylUipPlyeh_2swLwc46aBh2L_zkmMmAgASUqcvilhoC7qIQAvD_BwE&quot; target=&quot;_blank&quot;&gt;data analytics&lt;/a&gt;, and digital innovation. The result is an environment where MBA students can simultaneously build consulting skills and gain exposure to the technologies that are shaping client work in the modern world.&lt;/p&gt; &lt;p&gt;The bottom line is firms in this area value candidates who have technical experience. MBA students with engineering or product backgrounds will have an advantage when it comes to career opportunities.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Chicago&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Chicago is one of the most important consulting cities in the U.S., even if it doesn’t always receive the same attention as New York or San Francisco.&lt;/p&gt; &lt;p&gt;Several top consulting firms have major operations there, including McKinsey, BCG, Bain, and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/kearney&quot; target=&quot;_blank&quot;&gt;Kearney&lt;/a&gt;. Historically, Chicago has been closely tied to midwestern corporate America, which means consultants in the city often work with large industrial, manufacturing, healthcare, and consumer companies.&lt;/p&gt; &lt;p&gt;For students interested in traditional management consulting, Chicago offers solid recruiting pipelines paired with a somewhat lower cost of living when compared to coastal cities. Chicago is also home to highly respected universities with deep consulting recruiting connections, including Booth (University of Chicago) and Kellogg (Northwestern University).&lt;/p&gt; &lt;p&gt;Both &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.chicagobooth.edu/mba/full-time/career-impact/employment-report&quot; target=&quot;_blank&quot;&gt;Booth&lt;/a&gt; and &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.kellogg.northwestern.edu/companies-recruiters/recruiter-employment-outcomes/&quot; target=&quot;_blank&quot;&gt;Kellogg&lt;/a&gt; have long histories of placing graduates into consulting roles, and Kellogg in particular has its own &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://kellogg.campusgroups.com/consulting/home/&quot; target=&quot;_blank&quot;&gt;consulting club&lt;/a&gt; and is widely regarded as one of the strongest consulting feeders among U.S. MBA programs.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Dallas and Houston&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Dallas and Houston are becoming important consulting markets, particularly for students interested in energy, supply chain, or corporate transformation work.&lt;/p&gt; &lt;p&gt;Several major consulting firms have offices across Dallas and Houston, including McKinsey, BCG, Bain, Deloitte, and Accenture. Houston has become particularly important for consulting work tied to energy transition, industrial operations, and large-scale infrastructure projects, while Dallas continues to attract corporate headquarters and transformation-focused consulting engagements.&lt;/p&gt; &lt;p&gt;Texas has seen substantial corporate growth in recent years, and consulting firms have expanded accordingly. Lower living costs and business growth have also made these cities attractive alternatives to more expensive coastal cities.&lt;/p&gt; &lt;p&gt;Houston is particularly good for energy consulting, while Dallas has broader exposure across finance, telecom, healthcare, and operations consulting. These cities might not have the same global prestige as New York or Boston, but they can provide excellent career opportunities, often with less intense competition.&lt;/p&gt; &lt;p&gt;Another advantage is the growing strength of Texas’ MBA ecosystem. Rice Business (the business school at Rice University) has a &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://cdo.business.rice.edu/resources/consulting-club/&quot; target=&quot;_blank&quot;&gt;consulting club&lt;/a&gt;, as well as &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://cdo.business.rice.edu/reports/&quot; target=&quot;_blank&quot;&gt;solid connections&lt;/a&gt; to energy, healthcare, and operations-based consulting work. Meanwhile, Southern Methodist University Cox School of Business benefits from &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.smu.edu/-/media/site/cox/centersandinstitutes/cmc/employment-reports/ftmba-employment-report_2025.pdf&quot; target=&quot;_blank&quot;&gt;ties to the Dallas corporate community&lt;/a&gt;. For MBA students interested in consulting careers tied to corporate transformation, industrial strategy, or fast-growing business markets, Texas schools are an excellent choice.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Other Solid Consulting MBA Markets&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;While Chicago, New York, Boston, and San Francisco generally dominate consulting recruiting conversations, several smaller MBA ecosystems consistently produce excellent outcomes as well.&lt;/p&gt; &lt;p&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://statistics.mbacareers.wharton.upenn.edu/full-time/&quot; target=&quot;_blank&quot;&gt;The Wharton School&lt;/a&gt; benefits from access to both Philadelphia and New York consulting networks, while Tuck School of Business at Dartmouth has one of the most &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://umbrex.com/resources/directory-of-consulting-clubs/dartmouth-college-tuck-consulting-club/&quot; target=&quot;_blank&quot;&gt;consulting-focused MBA cultures&lt;/a&gt; in the country, along with an excellent alumni network.&lt;/p&gt; &lt;p&gt;Duke Fuqua School of Business &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.fuqua.duke.edu/employers/employment-reports&quot; target=&quot;_blank&quot;&gt;consistently places&lt;/a&gt; graduates into consulting firms across the Southeast, while UVA’s Darden School of Business is widely respected for its case-method approach, which aligns naturally with consulting recruiting and case interviews.&lt;/p&gt; &lt;p&gt;Location alone won’t get you an offer, but being in a city with solid recruiting infrastructure can meaningfully increase exposure to great opportunities. It’s also important to remember that consulting recruiting is highly relationship-driven. Cities with dense alumni and networking ecosystems often give students more chances to build those connections organically.&lt;/p&gt; &lt;p&gt;Keep in mind that the “best” city isn’t always the biggest or most prestigious one, but rather a place where you can realistically build relationships, access opportunities, and position yourself competitively in the recruiting process.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/consult-this-consulting-careers-news-and-views/best-us-cities-for-mba-students-targeting-consulting-careers<![CDATA[Recorded Job Interviews: What They Are and How to Ace Them]]>https://vault.com/blogs/interviewing/recorded-job-interviews-what-they-are-and-how-to-ace-themhttps://vault.com/blogs/interviewing/recorded-job-interviews-what-they-are-and-how-to-ace-themWed, 10 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;If you’ve applied for any internships or jobs recently, there’s a good chance you’ve encountered a recorded job interview or at least seen mention of one. Instead of speaking with the hiring manager over Zoom, you’re asked to log into a platform, answer a series of questions, and record your responses using your webcam. This means no interviewer and no conversation—just you and the camera. All of this might seem a little strange, so today we’re going to talk about recorded job interviews, and what you can do to prepare for one. Let’s begin.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What Is a Recorded Job Interview?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;A recorded job interview (sometimes called a one-way interview or digital interview) is an interview format where candidates record answers to pre-determined questions.&lt;/p&gt; &lt;p&gt;Typically, the process works like this: You receive an invitation from a potential employer and log into an interview platform. Then, a question appears on your screen and you’re given a short period of time to think about your response. Once the preparation time ends, your webcam begins recording and you deliver your answer. Afterward, you move on to the next question, then rinse and repeat until the interview is concluded.&lt;/p&gt; &lt;p&gt;Common platforms include HireVue, Spark Hire, and VidCruiter, all of which are used by major employers across a variety of industries. As for the questions themselves, they’re usually similar to what you might encounter during a traditional first-round interview. For example, you might get “Tell me about yourself,” or “Why are you interested in this company?”&lt;/p&gt; &lt;p&gt;In other words, the content of a recorded interview is very much the same as a standard face-to-face or Zoom interview, but the format is what sets these interviews apart.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why Do Employers Use Recorded Interviews?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Many large employers receive thousands, or even tens of thousands of applications for a relatively small number of positions. Reviewing resumes helps narrow the field, but employers still need a way to evaluate things like communication skills, professionalism, and overall fit before committing resources to live interviews.&lt;/p&gt; &lt;p&gt;Instead of coordinating schedules with hundreds of candidates, hiring managers can review responses when it’s convenient. Candidates can complete interviews on their own time, and hiring teams can compare applicants using the same set of questions. From an employer’s perspective, recorded interviews create a more standardized process—every candidate receives the same questions, the same amount of preparation time, and the same opportunity to respond.&lt;/p&gt; &lt;p&gt;In short, potential employers may turn to recorded job interviews for efficiency, as well as for the level of consistency they provide. So, it sure seems like recorded interviews are a plus for employers, but what about job seekers?&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Why Candidates Often Dislike Them&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Employers might appreciate the efficiency of recorded interviews, but candidates don’t always love the experience. Perhaps the biggest challenge is that talking to a camera feels awkward, since in a traditional interview, you’re interacting with another person. On a traditional interview, you can read facial expressions, adjust your answers based on reactions, and build rapport naturally.&lt;/p&gt; &lt;p&gt;Without feedback from an interviewer, many candidates struggle with pacing, confidence, or maintaining a conversational tone. Others may worry about saying the wrong thing because they can’t immediately clarify or recover from a mistake. These concerns are completely understandable, but it’s important to remember that most hiring managers already know recorded interviews feel different—this means they may not expect absolute perfection and should judge minor slip-ups accordingly.&lt;/p&gt; &lt;p&gt;Remember, if your responses are thoughtful and well-organized, you’ll be showing the hiring manager you can communicate effectively, even if you make a couple mistakes here and there.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;How to Perform Well in a Recorded Interview&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Success in a recorded interview really comes down to preparation. Here are some tips to help you succeed:&lt;/p&gt; &lt;p&gt;&lt;em&gt;Treat It Like a Traditional Interview&lt;/em&gt;&lt;/p&gt; &lt;p&gt;This may sound obvious, but it’s worth emphasizing. Dress professionally, choose a quiet location free of distractions, and test your technology beforehand. The fact that nobody is watching live doesn’t make the interview any less important.&lt;/p&gt; &lt;p&gt;&lt;em&gt;Look at the Camera&lt;/em&gt;&lt;/p&gt; &lt;p&gt;One of the most common mistakes candidates make is staring at themselves on the screen. Instead, focus on the camera lens whenever possible, as doing so creates the appearance of eye contact and helps your responses feel more natural when the hiring team reviews the recording.&lt;/p&gt; &lt;p&gt;&lt;em&gt;Use Structure&lt;/em&gt;&lt;/p&gt; &lt;p&gt;If you run into any behavioral questions, having a clear framework is key. Here, the STAR (Situation, Task, Action, Result) method is most effective. Structuring your answers this way helps ensure you provide enough detail without rambling. For more on the STAR method, check out our previous advice &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/interviewing/achieving-interview-success-with-the-star-method&quot; target=&quot;_blank&quot;&gt;here&lt;/a&gt;.&lt;/p&gt; &lt;p&gt;&lt;em&gt;Don’t Memorize Scripts&lt;/em&gt;&lt;/p&gt; &lt;p&gt;It can be easy to assume that recorded interviews require perfectly rehearsed answers, but in reality, over-rehearsing can make your responses sound robotic. Rather than memorizing every word, prepare key talking points and examples that demonstrate your skills and experiences. Remember, the goal is to sound prepared, not scripted.&lt;/p&gt; &lt;p&gt;&lt;em&gt;Practice Speaking on Camera&lt;/em&gt;&lt;/p&gt; &lt;p&gt;Most people have very little experience speaking directly to a webcam, so practicing beforehand can make a huge difference. Try recording yourself answering common questions to get a feel for your pace, energy level, and clarity. You may notice habits you weren’t aware of, such as speaking too quickly or relying too heavily on filler words.&lt;/p&gt; &lt;p&gt;Recorded interviews aren’t everyone’s favorite (to say the least), but regardless, they’re becoming a staple of the modern hiring process. The key is to approach a recorded interview with the same level of preparation and seriousness as a live conversation. If you can demonstrate excellent communication skills, showcase your experience clearly and concisely, and maintain a solid level of professionalism, you’ll be a step ahead of the game.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/interviewing/recorded-job-interviews-what-they-are-and-how-to-ace-them<![CDATA[What Salesforce’s New 'AI Builder' Program Means for Students and Recent Grads]]>https://vault.com/blogs/innovate-with-influence-global-high-tech/what-salesforce-s-new-ai-builder-program-means-for-students-and-recent-gradshttps://vault.com/blogs/innovate-with-influence-global-high-tech/what-salesforce-s-new-ai-builder-program-means-for-students-and-recent-gradsMon, 08 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;For the past few years, one of the most common fears among college students and recent graduates has been that artificial intelligence will eliminate entry-level jobs before they even have a chance to get started. Depending on which headline you read, AI is supposedly replacing analysts, automating junior software developers, and reducing the need for entry-level white-collar workers altogether.&lt;/p&gt; &lt;p&gt;This is precisely why a recent announcement from &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/computer-software/salesforce&quot; target=&quot;_blank&quot;&gt;Salesforce&lt;/a&gt; might be a little surprising. The company revealed that it plans to hire 1,000 graduates and interns through its new &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://builtin.com/articles/salesforce-builder-program-hiring-new-grads&quot; target=&quot;_blank&quot;&gt;Builder Program&lt;/a&gt;, an initiative designed to recruit and develop what Salesforce calls “AI native” talent. Rather than viewing AI as a reason to reduce early-career hiring, Salesforce is treating AI-fluent graduates as a competitive advantage.&lt;/p&gt; &lt;p&gt;For students and young professionals, the announcement offers an important reminder: while AI is changing the job market, it may also be creating new opportunities for candidates who know how to work alongside AI and other emerging technologies effectively.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What Is the Salesforce Builder Program?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;According to Salesforce, the Builder Program will recruit 1,000 graduates and interns and place them into roles across engineering, product development, sales, and other business functions. The goal is to help accelerate the company’s AI initiatives, particularly around Agentforce, Salesforce’s growing portfolio of agentic AI products.&lt;/p&gt; &lt;p&gt;The program is part of Salesforce’s broader Futureforce recruiting initiative and is intended to fast-track early-career professionals into meaningful, high-impact work. Rather than spending months performing routine tasks, participants will work directly on projects involving AI implementation and customer-facing solutions.&lt;/p&gt; &lt;p&gt;In many ways, the Builder Program reflects a growing shift in how employers think about entry-level talent. Instead of asking whether AI will replace graduates, some companies are beginning to ask how graduates can help them use AI more effectively.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;A Different Approach to AI Hiring&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The timing of Salesforce’s announcement is very interesting. Over the past year or so, numerous executives have warned that AI could significantly reduce the number of entry-level positions available in certain industries. At the same time, some companies have openly discussed using AI to automate work that was traditionally performed by junior employees.&lt;/p&gt; &lt;p&gt;Salesforce itself has acknowledged that AI is changing workforce needs. CEO Marc Benioff noted that the company’s engineering headcount has remained relatively flat due in part to advances in AI-powered coding tools, yet Salesforce is simultaneously investing heavily in early-career hiring through programs like Builder.&lt;/p&gt; &lt;p&gt;Of course, this might sound a little contradictory at first, but it actually highlights a reality many students are likely beginning to discover—AI isn’t simply eliminating jobs, but rather changing the types of skills employers value.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What Does “AI Native” Actually Mean?&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The phrase “AI native” might sound a little intimidating, but fortunately, you don’t need a PhD in machine learning or years of experience building large language models. In practical terms, employers are looking for candidates who understand how to use AI as a productivity tool. They want people who can evaluate AI-generated outputs, identify when they’re useful, and recognize when they’re flawed.&lt;/p&gt; &lt;p&gt;For example, an AI-fluent employee might use AI to accelerate research, generate drafts, analyze large datasets, or automate repetitive tasks. The key is to know how to use AI responsibly and effectively, which is a very attainable goal for just about anyone. If you’d like to learn more about what “AI native” and phrases like it really mean in the context of a job search, check out our previous advice &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/job-search/what-job-descriptions-really-mean-when-they-ask-for-an-ai-expert&quot; target=&quot;_blank&quot;&gt;here&lt;/a&gt;.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What This Means for Job Seekers&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The Builder Program also highlights something that many students may not fully appreciate yet: AI literacy is becoming a workplace skill in very much the same way that spreadsheet proficiency, presentation skills, and internet research became workplace skills in previous generations.&lt;/p&gt; &lt;p&gt;That doesn’t mean AI expertise will replace traditional qualifications. Strong communication skills, problem solving ability, teamwork, leadership experience, and technical knowledge are still critically important. That said, candidates who can combine those strengths with AI fluency will likely have an advantage moving forward.&lt;/p&gt; &lt;p&gt;In fact, Salesforce’s hiring strategy suggests that employers may begin placing greater value on adaptability than on specific technical credentials alone. The candidates who thrive will likely be those who can learn new tools quickly and apply them to real business problems.&lt;/p&gt; &lt;p&gt;Even if you have no interest in working at Salesforce, the company’s hiring strategy offers useful insight into where recruiting may be heading. Right now, consulting firms are investing heavily in AI, accounting firms are building AI-powered audit and tax tools, banks are experimenting with AI, and so on.&lt;/p&gt; &lt;p&gt;Across industries, employers are trying to figure out how humans and AI can work together more effectively. The Salesforce Builder Program provides one possible answer: hire talented young professionals who are comfortable using AI and teach them how to apply those skills in a business environment.&lt;/p&gt; &lt;p&gt;The conversation around AI often focuses on jobs disappearing, but Salesforce’s announcement provides some much-needed encouragement—some companies may decide to invest in developing a new generation of professionals who can help organizations navigate an AI-driven future, and that means they’ll need lots of employees.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/innovate-with-influence-global-high-tech/what-salesforce-s-new-ai-builder-program-means-for-students-and-recent-grads<![CDATA[Day in the Life: Insights from Litigation Attorneys]]>https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/day-in-the-life-insights-from-litigation-attorneyshttps://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/day-in-the-life-insights-from-litigation-attorneysThu, 04 Jun 2026 00:00:00 GMTVault Law Editors/contributors-network/vault-law-editors&lt;p&gt;In Vault&#39;s&#160;&lt;a href=&quot;https://vault.com/practice-areas&quot; target=&quot;_blank&quot;&gt;Practice Area Resource Centers&lt;/a&gt;, among other things, we highlight Q&amp;As from various attorneys employed at law firms who have ranked for prestige in the relevant practice area. In this series, we will highlight some answers from attorneys at ranked firms regarding what their typical day is like working in a given practice area. Today, we feature some answers from our&#160;&lt;a href=&quot;https://vault.com/practice-areas/law/litigation&quot; target=&quot;_blank&quot;&gt;Litigation Practice Area Resource Center.&lt;br /&gt;&lt;br /&gt;&lt;/a&gt;&lt;strong&gt;Lauren Roberta Kennedy, Partner, &lt;a href=&quot;https://vault.com/company-profiles/law/cravath-swaine-moore-llp&quot; target=&quot;_blank&quot;&gt;Cravath:&lt;/a&gt;&#160;&lt;/strong&gt;&quot;It runs the gamut, but I do a lot of meeting and speaking with clients. Alongside being a litigator and handling active cases—meaning, I spend a lot of time with judges, their special matters, and referees—I am also very much involved in my clients’ day-to-day business activities. As a result, I spend a good amount of my time either on the phone or emailing clients, helping them not only with ongoing litigation but also their potential litigation-related business needs as well. I am also in constant communication with my associates on projects, whether that involves comments on a brief, strategizing on case discovery, or providing thoughts on a deposition outline. I find this feedback and mentorship role particularly satisfying in teaching the next generation here at the firm.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Charlotte Baigent, Associate &amp; Scott Danner, Partner, &lt;a href=&quot;https://vault.com/company-profiles/law/holwell-shuster-goldberg-llp&quot; target=&quot;_blank&quot;&gt;Holwell Shuster&lt;/a&gt;:&#160;&lt;/strong&gt;&lt;br /&gt;&lt;br /&gt;&quot;&lt;strong&gt;Scott:&lt;/strong&gt;&lt;span&gt;&#160;&lt;/span&gt;This certainly hasn’t been true of my whole career, but for the past year, my typical day has been going to court or to an arbitration hearing. I haven’t done the math, but I bet I’ve been in court or an arbitration more weekdays than not! When I’m not doing that, I’m advising clients, working on briefs, and doing my best to help our associates become better lawyers. A lot of the really fun strategizing and mentoring happens sitting together in our (single) office.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Charlotte:&lt;/strong&gt;&lt;span&gt;&#160;&lt;/span&gt;The rhythm of my work changes from one month to the next. One month, I could be flying around the country taking and defending depositions. The next month, I could be drafting motions and appellate briefs. I enjoy this diversity of experiences; I make an effort to have both a pre-trial case and an appeal on my docket each year, along with meaningful pro bono work.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Kelsey Bryan &amp; Chris Domingo, Partners, &lt;a href=&quot;https://vault.com/company-profiles/law/jones-day&quot; target=&quot;_blank&quot;&gt;Jones Day:&lt;/a&gt;&#160;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;&quot;&lt;strong&gt;Kelsey:&lt;/strong&gt;&lt;span&gt;&#160;&lt;/span&gt;Every day is different, depending on where my cases are in the litigation process. Some days, I am negotiating the details of discovery with opposing counsel and preparing a motion to compel; other days, I am taking the deposition of a key witness; and on others, I am preparing for argument on a summary judgment motion. Most days I get to collaborate with great colleagues on case strategy, whether in-person, in the office, or by video with folks across the country and the world.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Chris:&lt;/strong&gt;&lt;span&gt;&#160;&lt;/span&gt;The stage of the most pressing case on my docket usually dictates what I do during a “typical” day. If it’s in the early stages, there’s usually a focus on overall strategy and case management. As the case progresses, the focus shifts to discovery, motion practice, and finding ways to limit the opposing party’s claims or defenses. On a good day, we spend time in the courtroom presenting our client’s position to a judge or jury. Regardless of the case, there’s typically time spent on various administrative tasks and business development.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Thomas Schubert &amp; Sara Tofighbakhsh, Associates, &lt;a href=&quot;https://vault.com/company-profiles/law/mololamken-llp&quot; target=&quot;_blank&quot;&gt;MoloLamken:&lt;/a&gt;&#160;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;&quot;&lt;strong&gt;Sara&lt;/strong&gt;: Reflecting the diversity of MoloLamken’s caseload, there is no “typical” day at the office. One week, I draft summary judgment briefs under an expedited schedule. Another week, I fly across the country to take a deposition. Every month has a different focus that depends not only on the demands of my cases at the time but also on the enormous level of responsibility we are entrusted with as associates. We contribute to both the tactics and the strategy of our cases. Sometimes, this means spending days in deep legal research to draft the first cut of an appellate brief. Other times, this means assembling witness deposition lists with an eye on their strategic importance at trial. The common thread is that every single task I perform pushes the case forward.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Anwar Graves, Partner, &lt;a href=&quot;https://vault.com/company-profiles/law/omelveny-myers-llp&quot; target=&quot;_blank&quot;&gt;O&#39;Melveny:&lt;/a&gt;&#160;&lt;/strong&gt;&quot;While no day is ever the same, I usually spend my time counseling clients on urgent questions or case updates, working on trial or appellate briefs, conducting witness interviews, performing fact development, or planning deposition or trial strategy. I like the variety because it keeps things fresh and exciting.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Halley Josephs &amp; Mark Musico, Partners, &lt;a href=&quot;https://vault.com/company-profiles/law/susman-godfrey-llp&quot; target=&quot;_blank&quot;&gt;Susman Godfrey:&lt;/a&gt;&#160;&lt;/strong&gt;&quot;Nothing is “typical.” On any given day, we might be arguing in court, examining witnesses at trial, writing or revising a brief, taking or defending depositions, conferring with opposing counsel, running internal team strategy meetings, or reviewing documents. As partners, we’re also vetting new potential cases on a regular basis.&lt;/p&gt; &lt;p&gt;We’re also actively involved in the management of our firm. Specifically, we run our firm’s Docket Committee, which means we’re keeping up on the status and needs of cases across the firm and the availability, skills development, and practice interests of associates across the firm.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Ariana Scavetti, Partner, &lt;a href=&quot;https://vault.com/company-profiles/law/weil-gotshal-manges-llp&quot; target=&quot;_blank&quot;&gt;Weil:&lt;/a&gt;&#160;&lt;/strong&gt;&quot;A typical day in complex litigation is a mix of research, writing and strategy. The bread and butter of our work is understanding the statutes and case law that shape our clients’ obligations and then using this knowledge to persuade a court that our client’s position is the right one. We spend a lot of time drafting briefs, motions, and other written work because clear, persuasive writing is at the heart of effective advocacy. The best quality for a litigator is to be a good storyteller, and we spend every day working to refine our client’s story to make sure we are advancing their goals.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Neil Alacha &amp; Allison Walter, Associates, &lt;a href=&quot;https://vault.com/company-profiles/law/wilkinson-stekloff&quot; target=&quot;_blank&quot;&gt;Wilkinson Stekloff:&lt;/a&gt;&#160;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;&quot;&lt;strong&gt;Allison:&lt;/strong&gt;&lt;span&gt;&#160;&lt;/span&gt;There really is no typical day for trial court litigation. Depending on the stage of the case, a day could include researching a tough legal question, preparing a deposition outline, writing a motion, prepping a witness for examination, or appearing in court. The variety of work involved in this type of practice keeps things interesting.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Neil:&lt;span&gt;&#160;&lt;/span&gt;&lt;/strong&gt;What’s typical is that nothing is typical (and that’s just the way I like it). Assuming I am not at trial or in a deposition or hearing, I usually have two or three meetings with a client or witness or am in a team strategy meeting. I’m usually working on a deposition or trial examination outline, researching or writing on an issue, writing a legal memo for the team, or preparing slides for a mock jury exercise.&quot;&lt;/p&gt;https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/day-in-the-life-insights-from-litigation-attorneys<![CDATA[What Job Descriptions Really Mean When They Ask for an 'AI Expert']]>https://vault.com/blogs/job-search/what-job-descriptions-really-mean-when-they-ask-for-an-ai-experthttps://vault.com/blogs/job-search/what-job-descriptions-really-mean-when-they-ask-for-an-ai-expertThu, 04 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;If you spend enough time browsing job postings in 2026, you’ll inevitably start noticing a pattern where employers want candidates who are “AI savvy.” You might see job descriptions that include buzzwords and phrases such as “AI fluency” and “AI expertise,” and employers might say they’re looking for applicants who can “leverage AI tools to drive business outcomes.” So, what do these phrases mean? Do the employers themselves actually know what they want in an “AI expert?”&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Confusion Around the AI Skill Gap&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One reason AI-related language has exploded across job descriptions is the simple fact that companies know that AI is important (yes, really). The problem is that what’s less clear is how important it is for a particular role.&lt;/p&gt; &lt;p&gt;In some cases, hiring managers are looking for someone with advanced technical knowledge involving machine learning models, AI development, data science, or automation engineering, but many job postings aren’t seeking AI researchers. Instead, they’re seeking professionals who understand how to use AI effectively within existing workflows. Of course, these are two very different things.&lt;/p&gt; &lt;p&gt;For instance, an investment banking analyst doesn’t necessarily need to build a large language model. Similarly, most consultants aren’t expected to train neural networks. That said, most professionals and recent graduates browsing job listings will come across descriptions mentioning AI expertise, which is where the confusion starts.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Most Employers Don’t Really Mean “Technical AI Expert”&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;If we’re being totally honest, we have to acknowledge the fact that sometimes the people writing the job descriptions don’t actually have a precise definition of AI expertise themselves. This isn’t intended to throw shade since AI adoption is moving extremely quickly and many organizations are still developing internal standards around AI usage, but it’s still worth noting.&lt;/p&gt; &lt;p&gt;What often happens is that companies know they want employees who can work effectively in an AI-enabled environment, but they haven’t fully translated that desire into specific hiring criteria. As a result, “AI expert” can become a sort of catch-all phrase. Thinking about it logically, many employers are probably looking for candidates who can:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Use AI tools productively&lt;/li&gt; &lt;li&gt;Evaluate AI-generated outputs&lt;/li&gt; &lt;li&gt;Automate portions of their work&lt;/li&gt; &lt;li&gt;Improve efficiency&lt;/li&gt; &lt;li&gt;Understand AI limitations&lt;/li&gt; &lt;li&gt;Identify business applications&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;Nothing on the list above requires you to be a machine learning engineer, and you can check all those boxes with a little experimentation with widely available AI tools. Keep in mind that the key is to learn about AI in the context of your industry and role.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What AI Expertise Looks Like for Most Professionals&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;To define what AI expertise looks like for the majority of professionals, take a look back at the days when Microsoft Excel was the hot thing in job descriptions. Most finance professionals use Excel every day, but it doesn’t mean they know how Excel was built. In this way, finance professionals may be considered “Excel experts,” but they may not understand all the inner workings of the program or the history of how it was created.&lt;/p&gt; &lt;p&gt;Similarly, future AI expertise in this context means knowing how to use AI effectively. Let’s use an accounting professional as an example—here, AI expertise might mean being able to use AI to automate repetitive tasks, analyze large financial data sets, and streamline documentation tasks.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Resume Tips&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Since you’ll probably be applying for jobs that include AI-related language in their descriptions (regardless of your industry), it’s important that you adjust your resume accordingly. Avoid vague phrases like “AI enthusiast” or “Advanced AI user,” as they don’t provide potential employers with a whole lot of information.&lt;/p&gt; &lt;p&gt;A good approach is to focus on outcomes. Here, you might say something like “Used generative AI tools to reduce research time by 30%,” or “Built AI-assisted workflow that improved efficiency.” These examples are more effective because they demonstrate practical value. Remember, employers generally care less about how many AI tools you’ve experimented with and more about whether you’ve used them effectively.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Interviewing Tips&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;When it comes to job interviews, you want to focus on how you’ve incorporated AI into your work. For example, if the interviewer asks you how you’ve implemented AI in your day-to-day, you might say “I used AI to analyze large amounts of information more efficiently, but I still verified everything manually.”&lt;/p&gt; &lt;p&gt;An answer like the one above demonstrates maturity and shows that you understand AI as a tool rather than a replacement for critical thinking. This is exactly what employers want to hear, so don’t forget to mention that while you’ve used AI effectively, you’re aware of its limitations (more on that in a bit) and you’re not overly reliant on it. For more tips on how to talk about AI during a job interview, check out our previous advice &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/interviewing/how-to-talk-about-ai-experience-in-interviews-even-if-you-re-not-asked&quot; target=&quot;_blank&quot;&gt;here&lt;/a&gt;.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Understanding AI’s Limitations&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Ironically, a good indicator of AI expertise is understanding what AI cannot do well. Many inexperienced users may simply assume AI outputs are automatically accurate, but people who have experience using AI know better. For instance, AI can “hallucinate” false information, produce flawed analysis, or generate incorrect citations, among other issues.&lt;/p&gt; &lt;p&gt;Candidates who recognize those limitations often stand out because they demonstrate good judgment rather than blind enthusiasm. In the age of AI, having good judgment is incredibly important, and if you can demonstrate that to potential employers, they’ll see you as being extremely valuable.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Bottom Line&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Don’t let buzzwords and phrases like “AI expert” intimidate you. In most cases, potential employers aren’t looking for machine learning engineers or software developers (unless of course those are the roles you’re applying for). Most employers are just looking for professionals who can use AI responsibly and effectively.&lt;/p&gt; &lt;p&gt;Since many companies are still defining what AI expertise means in the context of their own operations, job descriptions might sometimes seem vague or even contradictory. For job seekers, the goal is to develop practical AI skills and an understanding of the technology’s strengths and weaknesses, along with the ability to apply it to real-world problems.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/job-search/what-job-descriptions-really-mean-when-they-ask-for-an-ai-expert<![CDATA[Top Law Firms in DC: Insights from Vault's Regional Resource Centers]]>https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/top-law-firms-in-dc-insights-from-vaults-regional-resource-centershttps://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/top-law-firms-in-dc-insights-from-vaults-regional-resource-centersWed, 03 Jun 2026 00:00:00 GMTVault Law Editors/contributors-network/vault-law-editors&lt;p&gt;For obvious reasons, DC is a hub for all sorts of legal practice areas. From government relations to intellectual property to antitrust to SCOTUS practice, its status as the center of the federal government makes DC&#39;s importance to the legal industry impossible to understate.&#160;Vault’s&#160;Washington, DC Regional Resource Center&#160;is designed to help candidates&#160;research the region&#39;s legal industry&#160;by pulling together the region’s top-ranked firms, firm profiles, and practical guidance tailored to&#160;DC hiring and practice realities. From there,&#160;we link to the current&#160;&lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-us-region/washington-dc&quot; target=&quot;_blank&quot;&gt;2026-2027 Best Law Firms in&#160;Washington, DC regional prestige ranking&lt;/a&gt;, which is based on Vault’s Annual Associate Survey conducted from&#160;October 22, 2025 to January 23, 2026. Using that ranking as the anchor, this post highlights the top five large firms in&#160;DC and what each offers to law students and lateral candidates evaluating the market.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/covington-burling-llp&quot; target=&quot;_blank&quot;&gt;Covington &amp; Burling&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;It isn&#39;t exactly a surprise that the top firm in DC is also the top firm in &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-practice-area/government-relations&quot; target=&quot;_blank&quot;&gt;Government Relations&lt;/a&gt;, but you may not realize that it is *also* the top firm in &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-practice-area/white-collar-defense-and-internal-investigations&quot; target=&quot;_blank&quot;&gt;White Collar Defense &amp; Internal Investigations&lt;/a&gt;&#160;and #12 in this year&#39;s &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/top-100-law-firms-rankings&quot; target=&quot;_blank&quot;&gt;Vault Law 100&lt;/a&gt;. In addition to their DC headquarters, the firm operates five other domestic and eight international offices while employing over 2,500 attorneys. Associates describe a friendly and &quot;intellectually curious&quot; culture, with socialization available but not required for the more introverted. Applicants generally come from the T14 or other distinguished law schools, and should be prepared for a rigorous hiring process.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/williams-connolly-llp&quot; target=&quot;_blank&quot;&gt;Williams &amp; Connolly&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;Williams &amp; Connolly enjoys the distinction of being both one of the most selective law firms in the country (#2) and the #1 firm in our &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-practice-area/appellate-litigation&quot; target=&quot;_blank&quot;&gt;Appellate Litigation&lt;/a&gt; ranking. The firm employs nearly 400 attorneys at its single office in Washington, DC. The culture here is friendly and flexible, with social opportunities available but not required in any way. Most successful candidates here come from the top of their class at the top 25 law schools, clerked, and have a strong, specific desire to be a trial lawyer in Washington, DC.&lt;br /&gt;&lt;br /&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/latham-watkins-llp&quot; target=&quot;_blank&quot;&gt;&lt;strong&gt;Latham &amp; Watkins&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;&lt;/a&gt;Latham &amp; Watkins&#39; #3 rank in DC shows the firm&#39;s nationwide reach from its LA headquarters. The firm employs over 3,500 lawyers in 14 countries, a global powerhouse with #1 rankings in &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-practice-area/clean-tech-renewable-energy&quot; target=&quot;_blank&quot;&gt;Clean Tech/Renewable Energy&lt;/a&gt;, &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-practice-area/securities&quot; target=&quot;_blank&quot;&gt;Securities/Capital Markets&lt;/a&gt;, and &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-us-region/southern-california&quot; target=&quot;_blank&quot;&gt;Southern California&lt;/a&gt;. Associates describe a pleasant culture with a good balance between the personal and the professional. Hiring here is very competitive, and candidates will need both top-notch credentials and the intangible fit qualities every firm looks for.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/gibson-dunn-crutcher-llp&quot; target=&quot;_blank&quot;&gt;Gibson Dunn&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;In addition to its strong Washington, DC prestige, Gibson Dunn enjoys our top ranking in &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-to-work-for/business-outlook&quot; target=&quot;_blank&quot;&gt;Business Outlook&lt;/a&gt;, &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-practice-area/real-estate&quot; target=&quot;_blank&quot;&gt;Real Estate&lt;/a&gt;, and &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-us-region/mountain-states&quot; target=&quot;_blank&quot;&gt;Mountain States&lt;/a&gt; prestige. It&#39;s also #8 in the current &lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/top-100-law-firms-rankings&quot; target=&quot;_blank&quot;&gt;Vault Law 100&lt;/a&gt;. Gibson Dunn is a huge, global concern, employing over 2,200 attorneys in ten countries. Associates lightheartedly describe a &quot;choose your own adventure&quot; culture as far as socialization with colleagues. Like most of the firms in this ranking, successful candidates at Gibson Dunn will need top-notch credentials and great personalities to get through the selective hiring process.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/kirkland-ellis&quot; target=&quot;_blank&quot;&gt;Kirkland &amp; Ellis&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;Kirkland &amp; Ellis is widely recognized as one of the world’s most elite firms, especially in private equity, M&amp;A, restructuring, and high-stakes litigation, with more than 4,000 lawyers across its global platform. Associates emphasize the firm’s intense deal flow and responsibility for junior lawyers, noting that even early-career associates can be deeply involved in negotiations and drafting. They are #6 in the Vault Law 100 and are the top firm in a whopping four practice areas: Banking &amp; Financial Services, Bankruptcy/Restructuring, Private Equity, and Products Liability.&lt;/p&gt;https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/top-law-firms-in-dc-insights-from-vaults-regional-resource-centers<![CDATA[How AI Is Changing the Future of Entry-Level Careers]]>https://vault.com/blogs/innovate-with-influence-global-high-tech/how-ai-is-changing-the-future-of-entry-level-careershttps://vault.com/blogs/innovate-with-influence-global-high-tech/how-ai-is-changing-the-future-of-entry-level-careersTue, 02 Jun 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;The path for college graduates used to consist of getting a degree, landing an entry-level job, learning the basics and gaining experience, and gradually moving into more advanced responsibilities over time. In the present, AI is beginning to complicate that path in ways that many students and young professionals might not realize. A recent &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.wsj.com/tech/ai/ai-natives-graduates-job-cuts-6bab8ac9?st=b2xH5v&amp;reflink=desktopwebshare_permalink&quot; target=&quot;_blank&quot;&gt;&lt;em&gt;Wall Street Journal&lt;/em&gt;&lt;/a&gt;&#160;article explored this phenomenon, particularly the ways in which AI is affecting recent graduates aiming for white-collar industries. Today we’re going to talk all about how AI is affecting entry-level work and what you can do to adapt. Let’s begin.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Importance of Entry-Level Jobs&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Let’s face it—many early-career roles were never designed to be glamorous. Junior consultants built PowerPoint presentations and conducted research, entry-level bankers spent long hours updating spreadsheets and financial models, and young accountants handled documentation, reconciliation, and compliance-heavy tasks.&lt;/p&gt; &lt;p&gt;A lot of that type of work is repetitive, perhaps tedious even, but entry-level jobs helped professionals learn how businesses actually functioned. Over time, junior employees developed technical skills, communication abilities, good professional judgment, and organizational awareness. Along with this, they gained valuable industry knowledge that served them long into their careers.&lt;/p&gt; &lt;p&gt;The problem now is AI systems are becoming increasingly capable of assisting with portions of those tasks.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;AI Is Competing With Junior Labor&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One reason companies hired large numbers of entry-level employees in the past was because certain types of work required significant human labor. By now, generative AI tools are capable of summarizing research, drafting presentations, organizing data, and more. This doesn’t mean junior employees are becoming obsolete, but it does change the economic equation for employers.&lt;/p&gt; &lt;p&gt;For instance, if AI can complete portions of repetitive work faster and more cheaply, some companies may decide they simply need fewer entry-level hires overall. That possibility is creating anxiety among students and recent graduates, especially in industries where AI adoption is accelerating rapidly…which is a lot of them.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Companies May Start Hiring Differently&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One of the most important shifts happening right now is that companies may expect entry-level hires to contribute at a higher level immediately. Historically, firms often hired junior employees with the expectation that they would learn many workplace skills on the job. Fast forward to the age of AI, and employers may start to place emphasis on candidates who demonstrate strong soft skills like communication and problem solving, along with that all-important adaptability.&lt;/p&gt; &lt;p&gt;In other words, the baseline expectations for entry-level talent may rise. This helps explain why internships, case competitions, student leadership roles, and project-based learning continue becoming more important during recruiting. That’s right—technical skills may no longer be enough.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Balance Between AI Literacy and Soft Skills&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;It’s easy to assume that growing up with technology automatically gives younger workers and advantage in the AI era, and to some extent, that’s true. Younger professionals are often more comfortable experimenting with AI tools and integrating them into their day-to-day workflows.&lt;/p&gt; &lt;p&gt;What’s happening now is AI literacy is becoming normalized. In other words, knowing how to use AI tools may soon resemble knowing how to use Microsoft Excel or PowerPoint—expected, but not necessarily differentiating on its own.&lt;/p&gt; &lt;p&gt;It seems that employers are now looking for candidates who have the ability to combine AI usage with uniquely human skills. This could be effective communication skills, good business judgment, the ability to manage client relationships, or interpreting information critically, among others.&lt;/p&gt; &lt;p&gt;Sure, AI can generate outputs quickly, but it struggles with nuance, emotional intelligence, building trust, and strategic decision making. This is why employers are emphasizing soft skills as automation expands.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The Experience Gap Problem&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;One concern raised by AI-driven workplace changes is the possibility of an “experience gap.” If companies reduce the amount of entry-level hiring, fewer young professionals may get the opportunity to develop foundational workplace experience early in their careers. This could create long-term talent pipeline problems later on.&lt;/p&gt; &lt;p&gt;Think of it this way—senior professionals don’t just appear out of thin air; they develop through years of hands-on work, mentorship, and real-world decision making. If fewer people gain that early-career exposure, industries may eventually struggle to develop future managers and leaders.&lt;/p&gt; &lt;p&gt;This is one reason why some companies may approach AI adoption with caution. Even if automation creates short-term efficiency gains, businesses still need long-term human talent development.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What to Focus On&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;The name of the game here is balance. You shouldn’t be avoiding AI altogether, but you don’t want to rely too heavily on it either. The smartest approach is learning how to work alongside it effectively. Your main objective here is to strengthen your communication and critical thinking skills, while working on your ability to collaborate. Along with this, having a solid understanding of your industry and role, and how to effectively integrate technology into your day-to-day is key. Lastly, it’s important to keep an open mind and know when to pivot—in other words, adaptability is crucial.&lt;/p&gt; &lt;p&gt;You’ll also want to prioritize real-world experience whenever possible. This could be internships, networking, research projects, or any leadership or client-facing experiences you can take on. Indeed, these experiences are becoming even more valuable as employers look for candidates who already demonstrate workplace readiness.&lt;/p&gt; &lt;p&gt;It’s important to keep in mind that recent graduates and young professionals in entry-level roles aren’t doomed. What’s really changing here is the definition of what makes an entry-level employee valuable to potential employers. Companies still need people who can think clearly, work with others, and make smart decisions, so if you can combine tech savvy with good judgment and strong soft skills, you’ll have an advantage.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/innovate-with-influence-global-high-tech/how-ai-is-changing-the-future-of-entry-level-careers<![CDATA[MBA Application Deadlines for 2026-2027 Are Here: What Applicants Should Know]]>https://vault.com/blogs/admit-one-vaults-mba-law-school-and-college-blog/mba-application-deadlines-for-2026-2027-are-here-what-applicants-should-knowhttps://vault.com/blogs/admit-one-vaults-mba-law-school-and-college-blog/mba-application-deadlines-for-2026-2027-are-here-what-applicants-should-knowFri, 29 May 2026 00:00:00 GMTRob Porter/contributors-network/rob-porter&lt;p&gt;MBA Application season has officially started, and according to reporting from &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://poetsandquants.com/2026/05/20/2026-2027-mba-application-deadlines-at-leading-business-schools/&quot; target=&quot;_blank&quot;&gt;Poets&amp;Quants&lt;/a&gt;, many top business schools have released their 2026-2027 MBA application deadlines, giving prospective students an early look at how this year’s admissions cycle is shaping up. For applicants targeting elite programs, deadlines are important for obvious reasons, but they also reveal something else: how competitive the cycle may become, how schools are structuring recruiting timelines, and how candidates should think about their overall application strategy.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Timing is Crucial&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Most MBA candidates know about Round 1, Round 2, and sometimes Round 3 deadlines, but many applicants may underestimate how much timing can affect outcomes.&lt;/p&gt; &lt;p&gt;At highly ranked MBA programs, Round 1 and Round 2 generally receive the bulk of recruiting attention, scholarship consideration, and class-building activity. By the time Round 3 arrives, many programs have already filled substantial portions of their incoming class. This doesn’t mean Round 3 admission is impossible, but it often becomes more competitive simply because fewer seats remain available.&lt;/p&gt; &lt;p&gt;According to the latest deadline roundup from Poets&amp;Quants, many top programs continue following relatively familiar admissions calendars, with Round 1 deadlines generally landing in September, Round 2 deadlines in January, and Round 3 in spring.&lt;/p&gt; &lt;p&gt;For candidates targeting consulting, banking, or other highly structured post-MBA recruiting paths, applying earlier can sometimes provide additional flexibility for networking and career planning later on.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;The MBA Landscape Is Changing&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Major consulting firms, banks, and corporate employers continue to integrate AI into their operations across research, analytics, and client service functions. As a result, MBA programs are under &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/blogs/admit-one-vaults-mba-law-school-and-college-blog/how-ai-is-changing-the-mba-why-unesco-says-business-schools-must-adapt&quot; target=&quot;_blank&quot;&gt;growing pressure&lt;/a&gt;&#160;to prepare students for careers where the line between technical fluency and business judgment is less defined.&lt;/p&gt; &lt;p&gt;Programs are expanding AI-focused coursework, introducing technology leadership concentrations, and integrating generative AI discussions into traditional management education. Some schools are even redesigning portions of their curriculum around automation, data interpretation, and human-AI collaboration.&lt;/p&gt; &lt;p&gt;For MBA applicants, this means MBA admissions essays and interviews will likely reward candidates who can demonstrate adaptability, curiosity, and a degree of comfort with evolving technology.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Consulting and Banking Applicants Still Face Heavy Competition&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Top consulting and investment banking firms still recruit heavily from elite MBA programs. Schools like Harvard Business School, The Wharton School, Kellogg School of Management, Booth School of Business, and Columbia Business School remain major feeders into firms like &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/mckinsey-company&quot; target=&quot;_blank&quot;&gt;McKinsey&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/boston-consulting-group&quot; target=&quot;_blank&quot;&gt;BCG&lt;/a&gt;, &lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://vault.com/company-profiles/management-strategy/bain-company&quot; target=&quot;_blank&quot;&gt;Bain&lt;/a&gt;, and major Wall Street banks.&lt;/p&gt; &lt;p&gt;Competition for any of the programs listed above (among others) is intense, so applicants should avoid treating deadlines as the starting point of their preparations. A solid MBA application often requires months of work involving GMAT or GRE preparation, resume refinement, recommendation planning, essay development, research, and networking with students and alumni—in other words, there’s a whole lot to do.&lt;/p&gt; &lt;p&gt;If you wait until deadlines are approaching, you’ll likely find yourself rushing through major parts of the application process, which won’t do you any favors.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Applicants Are Becoming More Strategic About ROI&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Nowadays, MBA applicants are thinking more critically about return on investment, as MBA tuition costs remain extremely high at many elite programs. Meanwhile, economic uncertainty and AI-related workplace changes are causing some applicants to ask tougher questions about career outcomes, salary growth, and long-term job stability.&lt;/p&gt; &lt;p&gt;As a result, applicants are now carefully evaluating job placement strength, recruiting pipelines, internship conversion rates, alumni network quality, and scholarship opportunities. To put it plainly, applicants are becoming more pragmatic when it comes to choosing a program.&lt;/p&gt; &lt;p&gt;Of course, prestige is still an important component, but career outcomes and recruiting access matter too. This is especially true for candidates pursuing industries like consulting or banking, where school reputation and recruiting infrastructure can significantly influence internship and full-time opportunities.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;What MBA Applicants Should Do Right Now&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;For candidates considering applying during this cycle, summer is arguably the most important preparation window. This is the time to:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Finalize school lists&lt;/li&gt; &lt;li&gt;Prepare for standardized tests&lt;/li&gt; &lt;li&gt;Begin outlining essays&lt;/li&gt; &lt;li&gt;Contact recommenders&lt;/li&gt; &lt;li&gt;Research recruiting outcomes&lt;/li&gt; &lt;li&gt;Attend admissions events and webinars&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;It’s also important to remember that different MBA programs have very different cultures, recruiting strengths, alumni ecosystems, and academic focuses. For instance, some schools excel in finance or technology, while others are stronger for consulting. Understanding these differences will help you put together more effective applications because your goals will feel more intentional and specific.&lt;/p&gt; &lt;p&gt;MBA application season marks the beginning of a highly competitive admissions process that also happens to be taking place during a period of major change across business education. MBA programs are adapting to AI and shifting employer expectations, and at the same time, applicants are becoming more strategic about ROI, career outcomes, and long-term flexibility.&lt;/p&gt; &lt;p&gt;For candidates planning to apply in the 2026-2027 cycle, starting early is incredibly important. Remember, the best applications rarely come together at the last minute, so preparing thoughtfully will give you the best chance to succeed.&lt;/p&gt; &lt;p&gt;&lt;em&gt;&lt;a rel=&quot;noopener noreferrer&quot; href=&quot;https://www.linkedin.com/in/rob-porter-475854210/?isSelfProfile=false&quot; target=&quot;_blank&quot;&gt;Rob Porter&lt;/a&gt; is an editor at Vault.&lt;/em&gt;&lt;/p&gt;https://vault.com/blogs/admit-one-vaults-mba-law-school-and-college-blog/mba-application-deadlines-for-2026-2027-are-here-what-applicants-should-know<![CDATA[Day in the Life: Insights from Attorneys in Labor & Employment]]>https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/day-in-the-life-insights-from-attorneys-in-labor-employmenthttps://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/day-in-the-life-insights-from-attorneys-in-labor-employmentThu, 28 May 2026 00:00:00 GMTVault Law Editors/contributors-network/vault-law-editors&lt;p&gt;In Vault&#39;s&#160;&lt;a href=&quot;https://vault.com/practice-areas&quot; target=&quot;_blank&quot;&gt;Practice Area Resource Centers&lt;/a&gt;, among other things, we highlight Q&amp;As from various attorneys employed at law firms who have ranked for prestige in the relevant practice area. In this series, we will highlight some answers from attorneys at ranked firms regarding what their typical day is like working in a given practice area. Today, we feature some answers from our&#160;&lt;a href=&quot;https://vault.com/practice-areas/law/labor-employment&quot; target=&quot;_blank&quot;&gt;Labor &amp; Employment&#160;Practice Area Resource Center.&lt;br /&gt;&lt;br /&gt;&lt;/a&gt;&lt;strong&gt;Felicia Davis, Partner—&lt;a href=&quot;https://vault.com/company-profiles/law/paul-hastings-llp&quot; target=&quot;_blank&quot;&gt;Paul Hastings&lt;/a&gt;:&#160;&lt;/strong&gt;&quot;There are no &#39;typical days&#39; as an employment lawyer. I’m often working on multiple complex cases during the same day, constantly switching between different cases and clients. However, some of the common tasks I perform involve advising clients about difficult HR matters, preparing witnesses for depositions, and working with experts on data analysis. At Paul Hastings, we focus on client service and collaboration, so I am often working closely with my team—including mentoring junior attorneys from day one—to develop and implement litigation strategies.&quot;&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;Tristan Morales, Partner—&lt;a href=&quot;https://vault.com/company-profiles/law/omelveny-myers-llp&quot; target=&quot;_blank&quot;&gt;O&#39;Melveny:&lt;/a&gt;&#160;&lt;/strong&gt;&quot;My typical day really depends on which of the three buckets of work that I mentioned is front and center on that particular day. For example, one thing that is unique with our airline labor clients is that federal law requires that contract disputes go to experienced labor arbitrators in what are called system board arbitrations. When those are happening, they’re essentially trials that occur on a very expedited basis without a lot of discovery. In those cases, I’m getting ready to present opening statements and conduct direct examinations and cross examinations.&lt;/p&gt; &lt;p&gt;In contrast, our class action litigation work tends to be more long-standing matters, with complex strategic issues that evolve over a course of years. We may be getting ready for depositions, preparing for motion practice, or dealing with issues on appeal.&lt;/p&gt; &lt;p&gt;The Diversity Task Force work for clients can range from full audits of all of their policies to phone calls to discuss a specific set of policies or developments, or I can be dealing with litigation matters that can present a longer potential time frame.&quot;&lt;/p&gt; &lt;p&gt;&lt;strong&gt;Alexandra Stathopoulos, Partner—&lt;a href=&quot;https://vault.com/company-profiles/law/orrick-herrington-sutcliffe-llp&quot; target=&quot;_blank&quot;&gt;Orrick&lt;/a&gt;:&#160;&lt;/strong&gt;&quot;There really isn’t a typical day—some days I might spend the whole day taking a deposition, prepping a witness to testify, conducting a fact investigation or interviewing witnesses, negotiating a settlement at mediation, or appearing at court for a hearing. A day in the office might consist of a few hours of email; a couple of hours reviewing the work of associates on my team and strategizing about our cases; one or two calls with clients to provide counseling and advice on employment issues; calls with opposing counsel to meet and confer over various litigation issues; and (if I’m lucky) a few hours of focused work on briefs, preparing for a deposition or strategizing about substantive discovery responses.&quot;&lt;/p&gt;https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/day-in-the-life-insights-from-attorneys-in-labor-employment<![CDATA[Top Law Firms in Texas: Highlights from Vault's Regional Resource Centers]]>https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/top-law-firms-in-texas-highlights-from-vaults-regional-resource-centershttps://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/top-law-firms-in-texas-highlights-from-vaults-regional-resource-centersWed, 27 May 2026 00:00:00 GMTVault Law Editors/contributors-network/vault-law-editors&lt;p&gt;The&#160;Texas&#160;&quot;region&quot; is headquarters to a wide variety of firms, with a particular emphasis on energy, oil, and gas law as well as the (perhaps unexpected) presence of some of the nation&#39;s most important intellectual property jurisdictions. Vault’s&#160;&lt;a href=&quot;https://vault.com/regional-resource-center/texas&quot; target=&quot;_blank&quot;&gt;Texas Regional Resource Center&lt;/a&gt;&#160;is designed to help candidates&#160;research the region&#39;s legal industry&#160;by pulling together the region’s top-ranked firms, firm profiles, and practical guidance tailored to&#160;Texas hiring and practice realities. From there,&#160;we link to the current&#160;&lt;a href=&quot;https://vault.com/best-companies-to-work-for/law/best-law-firms-in-each-us-region/texas&quot; target=&quot;_blank&quot;&gt;2026-2027 Best Law Firms in&#160;Texas regional prestige ranking&lt;/a&gt;, which is based on Vault’s Annual Associate Survey conducted from&#160;October 22, 2025 to January 23, 2026. Using that ranking as the anchor, this post highlights the top five large firms in&#160;Texas and what each offers to law students and lateral candidates evaluating the market.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/vinson-elkins-llp&quot; target=&quot;_blank&quot;&gt;Vinson &amp; Elkins&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;Not only are they our top firm in Texas, they are the top Energy, Oil &amp; Gas law firm in the country as well as #53 in the current Vault Law 100.&#160;Founded in Houston in 1917, Vinson &amp; Elkins has been one of the most vital energy law firms since its start. Today, V&amp;E attorneys are trusted advisers to clients in the most important industrial and financial industries, such as digital industries, renewable energy, technology, banking/finance, M&amp;A/private equity, real estate, media, complex litigation, and tax. Associates describe a friendly &amp; collaborative firm culture, and the firm generally hires out of the t15 as well as prominent regional law schools near its offices.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/kirkland-ellis&quot; target=&quot;_blank&quot;&gt;Kirkland &amp; Ellis&lt;/a&gt;&lt;br /&gt;&lt;/strong&gt;&lt;/p&gt; &lt;p&gt;Kirkland &amp; Ellis is widely recognized as one of the world’s most elite firms, especially in private equity, M&amp;A, restructuring, and high-stakes litigation, with more than 4,000 lawyers across its global platform. Associates emphasize the firm’s intense deal flow and responsibility for junior lawyers, noting that even early-career associates can be deeply involved in negotiations and drafting. They are #6 in the Vault Law 100 and are the top firm in a whopping four practice areas: Banking &amp; Financial Services, Bankruptcy/Restructuring, Private Equity, and Products Liability.&lt;/p&gt; &lt;p&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/latham-watkins-llp&quot; target=&quot;_blank&quot;&gt;Latham &amp; Watkins&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;Latham &amp; Watkins&#160;sits at&#160;#3 in Texas, a reminder that the firm’s Los Angeles roots don’t limit its broader reach. For associates deciding among the top tier, Latham can read as a “both-and” option: a platform with national class credentials and genuine&#160;Texas presence, where juniors can build corporate, finance, and litigation toolkits that travel well inside (and beyond) the state. The current Texas rankings page provides the up-to-date placement and links into firm materials for inside associate reviews on everything from culture to technology to pro bono.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/gibson-dunn-crutcher-llp&quot; target=&quot;_blank&quot;&gt;Gibson Dunn&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;Long renowned for its litigation, appellate, corporate, and high-stakes transactional work, Gibson Dunn&#160;brings global scale to Texas—meaning candidates working from the&#160;state get access to the same elite, high-stakes matters as coastal offices, often with fewer geographic sacrifices. For students and laterals in the region, Gibson Dunn offers a rare combination: brand-name prestige, cross-office mobility, and the possibility of working major matters without relocating to New York or L.A. Associates at Gibson Dunn highlight that the firm’s global bench, national client roster, and experience in cutting edge litigation or transactions create opportunities seldom matched outside major hub offices. For a Texas-based lawyer, being at Gibson Dunn means both local quality of life and global visibility—an attractive balance for top-tier candidates.&lt;br /&gt;&lt;br /&gt;&lt;strong&gt;&lt;a href=&quot;https://vault.com/company-profiles/law/baker-botts-llp&quot; target=&quot;_blank&quot;&gt;Baker Botts&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;/strong&gt;Rounding out this year&#39;s Texas top five is Baker Botts, also #54 in the Vault Law 100 and our #4 firm for the Energy, Oil &amp; Gas practice area. The firm remains rooted in Texas but has grown to employ nearly 700 lawyers throughout its 12 international offices. In addition to energy, the firm enjoys a strong reputation in&#160;environmental law, intellectual property (IP), litigation, and project finance. They also enjoy the distinction of being the oldest BigLaw firm in Texas.&lt;/p&gt;https://vault.com/blogs/vaults-law-blog-legal-careers-and-industry-news/top-law-firms-in-texas-highlights-from-vaults-regional-resource-centers