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Some campus programs publish the exact list of states they are not able to employ you in, and almost nobody scrolls far enough to find it.
A career services director said it in NACE's own publication, and buried in his argument is the sorting rule that decides whether your fall fair is worth the afternoon.
It is looking for a defensible reason to make the list shorter. That changes what you should be doing for thirty minutes.
Recruiters do not rank the whole pile. They compare you against roughly forty people who look almost exactly like you.
Finding out a field is wrong is the most valuable thing a summer can produce, and almost every student throws that answer away to protect a tidy-looking resume.
Most campus recruiting policies hand summer interns a decision window that runs deep into the fall, and almost nobody looks it up.
Applications open in August. The interviews that actually decide your outcome land in November. Almost nobody plans for the distance in between.
Two out of three graduating seniors refuse to use AI in their job search. The employers they are applying to just tripled how often they ask for it.
The invention assignment buried in your onboarding packet is broader than you think, and one blank exhibit decides whether your portfolio survives the summer.
Paid, unpaid, and for credit are not three price points on the same job. They are three categories, and the one you accept decides which protections come with you.
Your school's career board is now carrying a large volume of postings that are not internships, are not jobs, and will not do for you what you think they will.
There is a paid, ten-month role sitting inside a company you want to work for, and it is not an internship. Almost nobody on your campus knows the window is open.
