For teams hiring interns and new grads

Build a Stronger early-career Pipeline

Improve applicant quality, interview conversion, and time-to-productivity

  1. Develop a clear capability model for new hires
  2. Better assess student readiness
  3. Identify and inspire growth opportunities
See how it works

Candidate detail

Avery Park profile avatar

Avery Park — BYU BSIS 2028 Cohort

Alignment signal

Standout

Score 91

Product Analyst · Brigham Young University

Annual Case Study Competition Finalist10+ Project ArtifactsPresident of BYU's AIS Chapter+5 Additional Hiring Signals

Top weighted capabilities for this role

Showing the highest-priority capabilities in this recruiter-defined scorecard. Alignment scoring uses additional indexed signals.

Problem solving93
Data communication89
Execution reliability88
Collaboration86
Business judgment87
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Pilot program

Run a pilot and track applicant quality, interview conversion, time-to-productivity, and early retention.

If stu. improves applicant quality, increases interview conversion, shortens time-to-productivity, or improves early retention, the savings can exceed subscription cost.

Best-fit teams right now

  • Tech companies hiring 50+ grads each year
  • Consulting firms hiring in repeatable analyst cohorts
  • Engineering organizations where junior ramp time is expensive
  • Campus recruiting teams measured on conversion and early retention
stu. gives employers and students one shared view of readiness, replacing resume guesswork with evidence tied to hiring results.

Over time, employers define role scorecards, students build evidence against them, and every hiring cycle makes the scoring more accurate.

Know who is ready before applications open.Turn student work into hiring evidence.Hire for skills, not resume signals.

We send a pilot plan within two business days.

Who this is for first

Teams hiring 50+ new grads a year who are tired of resume guesswork

Tech companies hiring 50+ grads each yearConsulting firms hiring in repeatable analyst cohortsEngineering organizations where junior ramp time is expensiveCampus recruiting teams measured on conversion and early retention

Why early-career hiring breaks today

Companies spend millions recruiting early-career talent, but GPA, school name, and resume snapshots are weak predictors of job readiness.

  • GPA is not comparable across schools, majors, or grading policies.
  • School prestige often stands in for real skill evidence.
  • A one-page resume hides 3-4 years of project and internship work.
  • Students rarely know which skills each entry-level role actually requires.

How stu. makes screening more reliable

stu. is not a job board. It is a scoring layer that turns student work into comparable hiring evidence.

Define role skill scorecards

Hiring teams choose the exact technical, applied, and behavioral skills each role requires.

Turn student work into evidence

Coursework, projects, internships, certifications, and leadership work are mapped to those role skills.

Score readiness for each role

Each student gets a role-specific readiness score with clear strengths and gaps.

Improve scoring with outcomes

Interview and offer results tune scoring each recruiting cycle so predictions get better over time.

How it works

How stu. works in practice

Employers define role scorecards, students connect proof from classes and projects, stu. recommends the highest-impact next steps before applications open, and hiring outcomes make scoring better each cycle.

1

Set role scorecards

Hiring managers define what ready looks like for each role before recruiting starts.

2

Collect student evidence

Student classes, projects, internships, leadership, competitions, and certifications are converted into comparable evidence.

3

Guide improvement before apply

stu. scores each student against role scorecards and recommends the highest-impact next steps before they enter your pipeline.

4

Improve with hiring outcomes

Interview and offer results continuously improve how the scoring model weighs evidence.

Workflow preview

Animated dataflow between steps

One evidence layer, two decision outputs.

After artifacts are scored, the same capability engine powers recruiter pipeline recommendations and student prep guidance.

Shared step1

Employers define role scorecards

Capability models and hiring standards are set before the recruiting cycle starts.

Shared step2

Students pick target roles and companies

Each student aligns to the opportunities they want and the standards those teams care about.

Shared step3

Students upload artifacts

Projects, coursework, internships, and leadership evidence are submitted as structured signals.

Shared step4

stu. normalizes and scores evidence

Artifacts are translated into indexed capability signals tied to each recruiter-defined scorecard.

Split outputs after artifact scoring

Recruiter output (primary)

Pipeline recommendations with clear decision context

Recruiters see who to prioritize, who to hold, and why based on role-specific readiness and evidence quality.

  • Interview conversion likelihood
  • Onboarding friction risk
  • Early-career performance confidence

Student output (secondary)

Targeted career prep before apply

Students get specially curated next steps so they can close priority gaps before entering your funnel.

  • Highest-impact capability gaps
  • Recommended next artifacts
  • Timing for re-scoring

Differentiation

stu. changes what recruiters can see before application season

Status quo

LinkedIn and Handshake mostly enter the process once students apply.

With stu.

stu. starts earlier while students are still building evidence.

Status quo

Traditional hiring often judges one resume snapshot.

With stu.

stu. tracks progress over time across classes, projects, and internships.

Status quo

Screening often relies on school prestige and keyword matching.

With stu.

stu. scores demonstrated skills against role scorecards.

What stu. is not

  • Not a job board.
  • Not resume optimization software.
  • Not a bootcamp.
  • Not a recruiting agency.
  • Not a university replacement.

stu. gives teams clearer evidence before interviews, so early-career hiring decisions are less guesswork.