Career coaching for students, free until you get a job πŸŽ‰

Pathrise is a career accelerator for students and new grads. Basically, we do everything in our power to help you land your dream job and do it all for free until you get hired.

This means: resume review, project development, lead generation, exclusive referrals, outreach tactics, technical practice, interview preparation, insider information, industry mentorship, negotiation advice, and unlimited, ad hoc, last minute anything to help you succeed.

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Hey everyone, thanks for checking out our program! We're young professionals ourselves so we really believe in the impact we can have here. If you'd like to find out more about our mission, you can read more in our manifesto :) ( Feel free to share any feedback you might have about Pathrise, and happy to answer any questions as well!
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@kevin_wu3 Just applied! Would love to connect with you.
Hi! Thanks for applying @dreunlimited. We read over every app as soon as we can, and I'll make sure to reach out after.
Hi @Kevin_wu3 I’m a huge fan of this concept and would love to participate as an advisor. Please let me know if you are currently seeking to expand on that front. Congrats on the launch!
@philip_gregory Appreciate that you value mentorship and giving back! I'll definitely reach out when we are looking.
@kevin_wu3 sounds good to me! :)
Seeing a lot of startups recently (Lambda School, etc.) that have been focusing more and more on college students and workforce. This looks great! @kevin_wu3 @derrick_mar
@derrick_mar @lamaalrajih We actually know the Lambda School guys pretty well! We love what they're doing and hope to be able to accomplish equally great things for our students @austenallred @sunjieming honestly an inspiration
Congratulations @kevin_wu3 and @derrick_mar on the launch! It's exciting to see a personalized, data driven approach to career services. Would be curious to hear some insights or stories of things that have been helpful for past Pathrise students?
@jpatel Happy to share! One of our modules that has the most positive feedback from fellows is the 'Prospecting & Outreach' module. Some context - some of our fellows come in exasperated that they've filled out hundreds of online applications to no avail. They barely get responses and they have no idea why. While we help them fix a lot of problems with their profile and resume first, one of the hands-down most impactful things we do is teach each fellow how to reach the human behind the job listing. There's really a systematic way to find the right person to target, figure out their email, and then write a concise and compelling message to them. Students trip up in many ways when they first start, they use spammy or generic language, they don't get who they should contact and why, they don't have the savvy to take the set of tools we give them and draw out a lead...but by the end of the module they're pros. We take fellows who have never sent a cold email in their life, and turn 'em into the types of hustlers that land an opportunity to pitch Steve Wozniak through a cold call...or you know, something like that. The best fellows go from < 5% response rate per application to nearly 40%...It's way beyond what I initially expected. There's something truly amazing about seeing that 'hustle' develop with the fellows we mentor!
Looks awesome! I love how it's clear that Pathrise works with the students/new grads, aligning incentives instead of exploiting them. Building trust is my favorite differentiator :) the notion of investing in a promising job-seeker is the right approach, IMO. What are your criteria for evaluating incoming candidates? How are you making sure to not perpetuate the systemic biases already present in the system?
@yasyf This is a good question and an especially good follow up question! I think there's a lot going on behind the scenes here, but I'll try to give my general thoughts: First, we evaluate candidates on 2 main criteria: their grasp of the fundamentals of their field (not to be confused with how good they are at conventional interview questions) and their motivation level. This means we don't evaluate students on things like their resume quality, their experience, their culture fit, or anything like that. About the second question, our main thesis on why there are systemic biases in the system and why job seeking feels like such an uphill battle is because companies are optimizing to have minimal false positives at the cost of more false negatives. What I mean by this is a company would much prefer to reject a hire who they should've accepted rather than accept a hire they should've rejected. This is because, from the company's perspective, they're recruiting dozens if not hundreds of talented students every year - what's the difference if they miss out on one? But...if they onboard a student that ends up dragging the team down or is toxic to team culture, then handling that student becomes an HR nightmare. The more established a company is, the harder it is to let employees go, and the riskier it is to hire someone who could potentially hurt the matter what the upside is. To deal with this problem, companies place heavy emphasis on metrics like culture fit and past experience prestige, which help them predict potential risk to a moderate degree, but which unfortunately also inherently lead to systemic bias. The difference with Pathrise is that we're not actually worried about if a student is a particular fit for one company in particular...we're trying to find them the company that is the best fit for them. This means, assuming that we're working with great students who deserve a job and just need help communicating that, we don't have to worry about things like their culture fit to us, we just need to find them the company that's the right culture fit for them. This lets us simplify the candidate evaluation problem and reduce bias, giving more people more chances, and helping them properly represent who they are to companies and ultimately find the right job! Oof that's long. Hopefully that makes sense!