GPA For Real Estate undergrad recruiting
I know this is a really fucking stupid question and non-meaningful in the long term, but I'm stressing and having anxiety over my GPA. This semester has a little rough. My current GPA is in 3.84 (target), but after this semester it will likely be a 3.75. I know it's a trivial difference, but it's still psyching me out. I have a good internship for this summer (sophomore summer), but wondering how it will affect me for junior year internships.
I just wanted to know from people in the industry what is the target GPA cutoff for most RE Dev & PE shops that recruit out of undergrad. Thanks.
Probly like a 3…idk we're all simpletons here brother and anybody who says otherwise must have some weird self obsessed justification for trying to seem smart…but in all honesty 3.75 is good just don’t let it drop below 3.6 and you’re fine.
So... you are going from a 3.8 to a....... 3.8? And you have junior/senior year ahead?
Stop worrying, the cut-off is below 3.8, and this is not the thing to lose sleep over!
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TBH, I'd be very much "guessing" if I said anything detailed on this. HR teams use GPA screening as one of many metrics to make the pile of reviewable resumes "manageable". Like I've legit heard/seen where big name firms get 1000s of resumes and need to get it down to like 100 to actually review, this where GPA screens become helpful (at least for those that use them).
Thus, I think most firms adjust those cut-off lines for review based on how big the pile is (so legit could be 3.5 one year, and 3.6 the next). I know of what MD who told me he screens at 3.8 for his team (which I thought was pretty wild, but he said he gets plenty of apps to consider for his like one role every other year, this was a big firm). So, I'd suspect at a large place like LaSalle/CBRE GI, etc... there may be multiple screens depending on what groups are hiring.
This is why personal networking is SOOOO critical, if you have an internal reference, you can beat all these screens and get your resume looked at by real human if someone internally tags it (most of the time). In all reality, few would give two shits between a 3.5 or even 3.3/3.2 and a 3.7, but YES, firms do thin the pile via this method.
redeverTBH, I'd be very much "guessing" if I said anything detailed on this. HR teams use GPA screening as one of many metrics to make the pile of reviewable resumes "manageable". Like I've legit heard/seen where big name firms get 1000s of resumes and need to get it down to like 100 to actually review, this where GPA screens become helpful (at least for those that use them).Thus, I think most firms adjust those cut-off lines for review based on how big the pile is (so legit could be 3.5 one year, and 3.6 the next). I know of what MD who told me he screens at 3.8 for his team (which I thought was pretty wild, but he said he gets plenty of apps to consider for his like one role every other year, this was a big firm). So, I'd suspect at a large place like LaSalle/CBRE GI, etc... there may be multiple screens depending on what groups are hiring.This is why personal networking is SOOOO critical, if you have an internal reference, you can beat all these screens and get your resume looked at by real human if someone internally tags it (most of the time). In all reality, few would give two shits between a 3.5 or even 3.3/3.2 and a 3.7, but YES, firms do thin the pile via this method.Personal networking is very important at these firms. If you're a student use your school email, reach out to as many people who are in the department you want to enter. And follow up, there is a top guy at JLL capital markets who won't answer emails until the 7th email. Not literally but that's what he says. Most people aren't like this but if they are a top producer or exec they may "want to be chased"If you follow up, don't be annoying but follow up.*also, networking should include producers but also don't count out HR. They touch the applications first, if they pull your application and you are also referenced by someone else it will make you stand out
to add on.... a great strategy is to search LinkedIn for an alumni who is working at the firm (regardless if in the dept you are applying to, but that would be great). Get them them to do a quick call (like alumni connection/informal-info interview on the firm at large), at the end, ask if they will send your resume over to that team you are applying to (or HR if you are not sure beyond the firm name). If they liked you, they may be very happy to do this, and that simple email increases your chance of interview by like 1000X (the resume will get read by human, that's the biggest real bump). Clearly, your resume must be "in range" of what they are seeking for this to work, but even if "weak" on some points you might get lucky.
Yes this is a great strategy, Literally the only reason I managed to land internships or get an offer. Anytime I went through the career portals/job boards I wouldn’t even get a rejection email. Networking + social skills + decent resume = higher chance of an offer.
My firm has a 3.76 min GPA requirement /s
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