[koopuluri]

> Do you have any suggestions on how to best reach these types of candidates?

Perhaps a combination of creating high quality content hyper targeted towards this audience to help them identify companies to work at, prepare for interviews and how to apply & reaching out to programming student organizations, and CS administrations at these schools to set up workshops, etc. Attending career fairs could also be fruitful (or even better, setting up great virtual career fairs for these schools)

College administrators are incentivized to work with you - the more of their students get placed at companies, the more valuable their program becomes in the eyes of future students. E.g. my college used to heavily market av. starting salary and % students placed at graduation.

> so hiring "undervalued" talent is actually a great way for them to attract and hire talent!

This is interesting. I buy that startups without a recruiting brand want to hire undervalued candidates, but I'm skeptical of their demand to hire undervalued AND entry-level candidates / interns, given their stage where they likely need more execution power with less time spent on mentorship / ramping up. Curious to see how targeting this segment pans out in the long-term, but I'm sure with effective sourcing and screening, you can shift the company segment if need be.

[jaclynmling]

Great ideas-- never thought about virtual career fairs, but that sounds very interesting.

You're definitely right that undervalued AND entry-level candidates is a hard sell most of the time-- but more employers need to start giving out work experience rather than just expecting 2-3 years+ work experience. So hopefully we can find more unique ways to help solve this "experience gap" problem as we grow.