What Separates People From Those Who Get Into Top EB/BB vs. Those Who Didn't?
A large majority of competitive applicants network have a 3.7+ GPA, go to a target school, have 1-2 finance internships, have finance clubs from their school, and have decent/good technicals.
However, many of them can't get top EB/BB. So what differentiates applicants who get into EB/BB vs those who don't? Is it the name-brand value of the internships they have?
Note: of course, there's DEI and Nepos, but ignoring that, what is the special "x" factor?
luck
I know, but considering how people view people who land offers at top EB/BB as more "talented" there has to be something tangible other than luck that explains why they were able to land that position while others couldn't.
in all seriousness, I accepted a mid BB offer because that was the first offer I got. I only had 1 week to accept it and I had other interviews lined up but GS/JPM were going literally a month later, so I didn't want to risk it and turn it down for the chance of another offer. I still ended up signing at MF PE from on-cycle a couple months back; if you are good you will get a good exit regardless imho. Talent is talent
How many target school, 3.7 GPA, have actual relevant finance internship, part of a real finance club, and is decent at technicals are actually in MMs? I have never seen anyone target school finance club kid with a HF/PE/IB sophomore internship end up at any MM, have you?
Im talking about top EB/BB like Evercore, JPM, GS. If they have all of those, they might end up at a mid BB.
I never even seen that. The worst I have seen is JPM (and even then it would be M&A/HC/M&C/DI) and CS when it was around (and even then its FSG/M&A). The overwhelming majority are at either buyside or top IB programs. You described a very specific profile.
Lmfao this type of profile is at every bank from MM to EB
Rlly? Which MM got WITG kids with HF sophomore internship?
Ah, yes, the eternal search for the 'X factor,' the magical recipe that separates the chosen from the forgotten. Here's the uncomfortable truth: it's mostly luck. Yes, luck—randomness, serendipity, being in the right place at the right time. But, of course, humans love their neat, post-facto explanations. We weave narratives about 'hard work,' 'networking,' or 'brand names' to make success look predictable, controllable, and earned.
The reality? The universe doesn’t care about your GPA, your finance club, or how polished your technicals are. Hundreds of equally qualified candidates apply to the same roles, and the differences are razor-thin. Who gets in? Often, it’s the person whose resume just happens to land on the desk of a VP in a good mood, or who shares an alma mater with the MD, or who went to the same summer camp as the recruiter’s cousin. These are stochastic variables, not meritocratic ones.
Yes, there’s effort involved—but it only places you in the lottery. The final result? Pure randomness. You’re playing a game of weighted dice, but dice nonetheless. The survivors will tell you it was their hustle or charisma; the losers will never be heard. That’s survivorship bias, plain and simple. Learn to acknowledge the role of randomness and stop chasing the illusion of control. Instead, focus on maximizing your exposure to opportunities—luck favors the prepared, not the delusional.
Are you sure it comes down to just luck? Are there any potential "tangible" factors at play?
You already mentioned all the tangible aspects that can be quantified. Theres no other datapoints / all other tangible datapoints are insignificant.
Some intangibles (Luck, Charisma, Attractiveness, 'Hustle'). That stuff can't be quantified, it can only be perceived subjectively, and for the most part you have no control over it.
I know chat GPT when I see it
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