This article complements the one above by analyzing how companies support employees across three key career stages: early career, career development, and long-term stability.
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Seems that there is a paywall on this Wall Street Journal page.
However, having a choice of employers seems to be becoming a less common luxury in an age when people make hundreds of applications and are lucky to get one job offer.
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Sorry. It was on Apple Newsfeed. I didn’t think it had a paywall, and I don’t subscribe to the WSJ. Here is a link to the source:
You’re right—the market isn’t favoring job seekers right now, so it’s hard for them to be picky. Still, company information can offer valuable insights.
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Methodology | Where You Work Matters describes their methodology. It is important to understand how the ratings are derived, as well as limitations in the “What might the List miss?” section, if one wants to use the ratings.
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Earlier in the thread, there was discussion about returning to college outcome surveys for class of 2025 once more are available, particularly in regards to CS. Stats for the first 4 that appeared in a Google search are below (you can find dashboard and look up more detail with Google search). I only included colleges that list % seeking, salary, break down by major, have both 2024 + 2025, wait at x month after graduating before sampling students, and include the vast majority of students. Much more detail is available for any of these colleges, and many more colleges are available besides just these 4. Overall there does not appear to be drastic changes from 2024 across this sample. Some colleges show slightly better outcome stats, and some show slightly worse.
Cornell Overall:
2024: 5% Seeking, Median Salary = $84k, Employers = Chase, Citi, Goldman
2025: 3% Seeking, Median Salary = $85k, Employers = Chase, Amazon, EYCornell: Computer Science:
2024: 3% Seeking, Median Salary = $124k, Employers = Amazon, Google, Microsoft
2025: 1% Seeking, Median Salary = $129k, Employers = Amazon, Meta, Google
Baylor Overall:
2024: 7% Seeking, Average Salary = $63k, Employers = Deloitte, PW Cooper, Baylor
2025: 5% Seeking, Average Salary = $62k, Employers = EY, Goosehead, DeloitteBaylor Computer Science:
2024: 10% Seeking, Average Salary = $91k, Employers = JP Morgan, Spring, Paycom
2025: 6% Seeking, Average Salary = $94k, Employers = Brazos, JP Morgan, L3Harris
U Rochester Overall:
2024: 6% Seeking, Average Salary = $63k, Employers = U Rochester, L3Harris, Rochester Health
2025: 7% Seeking, Average Salary = $71k, Employers = U Rochester, JP Morgan, BoAU Rochester Computer Science:
2024: 4% Seeking, Average Salary = $105k, Employers = Amazon, Microsoft, Citi
2025: 8% Seeking, Average Salary = $100k, Employers = Microsoft, Amazon, Blackrock
University of Pennsylvania Overall:
2024: 6% Seeking, Median Salary = $105k, Employers = JP Morgan, U Penn, Goldman
2025: 5% Seeking, Median Salary = $103k, Employers = BCG, Goldman, Penn MedUniversity of Pennsylvania Computer Science:
2024: 1% Seeking, Median Salary = $140k, Employers = Palantir, Amazon, Meta
2025: 2% Seeking, Median Salary = $140k, Employers = Meta, Amazon, Google
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For smaller companies or those that have gone through mergers (which are excluded from that analysis), it may be worth looking through the “Great Places to Work” data and surveys.
I do agree though that in the current market, there may be one offer for a new grad and not multiple to choose from.
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Sometimes it’s the little things that matter …
I hope this isn’t behind a paywall, but the gist of the article is that interviewers look for two surprising things: how candidates treat the taxi driver and whether they offer to clean up after themselves. Failing either one costs them the job.
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My H’s company was about to extend an offer to someone and at the final lunch, the guy was so rude to the wait staff that the company didn’t pursue him any further.
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I couldn’t open this link but I could access via Fortune: Duolingo CEO’s taxi driver test decides who gets hired—before the interview even starts | Fortune
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Medical schools have used this “test” for decades. Any interviewee who is rude or dismissive of any of the administrative [office] or environmental [janitorial] staff, is automatically given a post interview rejection.
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I’ve been part of a similar thing. Great applicant, finalist for the kind of position that involves a multiday site visit, everything went perfectly, no question they’d’ve been a great hire, until a very weird round of venting about their then-current position at the dinner a colleague and I had with them on the way to dropping them off for their flight out had us wonder what kind of gossipmongering and badmouthing we would be subject to if we hired them.
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My son put his college Batting Average on his resume, at one point. It was a vg BA, but rolled my eyes. Turns out that bit of information was the most talked about thing on many of his interviews, getting interest from former players, wannabes, and baseball fans. I thought it was hilarious.
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The 2025 Class at UW Madison had an employment rate in the 90+% range. Not too shabby. Career Data | Undergraduate | Wisconsin School of Business
I think that is just for their School of Business Majors, not the whole University.
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Here’s the university job board. Scroll down when it opens. They say a 70% knowledge rate so outcomes of 30% are not known.
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Maybe that’s why the link says SOB but OK.
My friends in tech (MIT/Harvard grads) are all seriously concerned about the impact of AI on their kids’ job prospects. They weren’t concerned 2 years ago. My one friend (software engineer at a start up) says AI has eliminated almost all of her job responsibilities. In another year (or less) it will have eliminated everything (as she is close to retiring that’s not a huge deal to her). These are not people that are prone to worry, but they are now officially worried. They don’t fear the next few years - it’s the long-term job prospects for their kids that has them concerned.
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That’s an unnecessarily pessimistic view. I haven’t coded in a long time but i manage large teams of very smart engineers and data scientists, many from schools similar to those you cited.
The story of software is that more lines of code will always result in more work for the human expert. AI tools are accelerating the speed at which code is created aka the speed at which engineering debt is being built up. AI tools and agents are also requiring new types of infrastructure - context graphs, decision traces etc.
We can’t find enough engineers in the market and our hiring pipelines lags our hiring intent. Sure you could do more with less today but most firms will find ways to use tha AI leverage to take on more ambitious goals.
A ton of firms laying off people were already predisposed due to other reasons - overhiring in the zirp years, cost pressures etc.
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For what it’s worth, I am hearing (within several tech companies) that the messaging and media about AI taking jobs is more about paying for the infrastructure for it right now. Most employees are being told to use it, but many are finding it’s wrong and they are doing extra work to fix it. There is no question that hiring for this year’s grads is complicated by it. However, I do believe there will be a significant hole if companies do not bring in new grads to learn and be mentored.
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