Tag: Full-time MBA



Lauren Herring

People who lost their jobs during the pandemic and are looking for work might find this new book helpful: “Take Control of Your Job Search! 10 Emotions You Must Master to Land the Job” (Simply Good Press, July 2020).

A successful job search is about much more than a resume, says author Lauren Herring, MBA ’07. It’s an emotional process, and how you manage your feelings will influence your search, she says.

Herring is the CEO of IMPACT Group, a global career development company. In her book, she examines 10 emotions that affect job seekers and provides guidance on how to master them for clarity and control.

“The emotional toll of joblessness has probably never been higher as our career and financial concerns are now combined with life-and-death health concerns,” said Herring, who lives in St. Louis. With increased unemployment, competition for jobs “creates tremendous fear for people.”

“Since so many people don’t have the luxury of working one-on-one with a career coach, I decided to write this book,” she said.

The book is in three parts: Emotions of loss, which are grief/sadness, anger and fear; emotions that paralyze, which are denial, frustration, anxiety and loneliness; and emotions that move you forward, which are self-compassion, confidence and excitement.

Network, network, network

The best way to land a job is through networking, Herring pointed out. Leveraging your network will also help minimize one of the primary sources of frustration in a job search, which is applying online and not hearing anything back.

“Spending 40 hours a week searching the job boards is counter-productive in a job search. It’s not particularly effective, and it can lead to loneliness and increase anxiety.”

Herring says that to reduce anxiety about networking, think of it as “reconnecting” with old friends or colleagues. Because of social distancing, some people may feel limited in their ability to network.

“But it’s really nothing more than reaching out in an authentic manner to let people know your job search goals and also to offer help with anything they might need as well.”

Create a ‘Super Team’

Herring says it’s critical to have a network of support while searching for a job. She suggests creating a “Super Team” much like a personal board of advisers.

“You’ll want professional contacts who know your industry or field, as well as leaders you respect who can share their perspective on your approach to the market, give feedback on your resume and even help you with mock interviews,” she said.

You’ll also want friends or family or possibly a faith leader who can help lift your spirits when you’re down and remind you of all your great qualities, she says.

“Now more than ever, having the confidence to stand out, be proactive in your search and connect with your network through nontraditional means, such as Zoom, will deliver results.”




WashU Olin alumni have continued to benefit from their membership in the community many years after leaving campus. This is part of an occasional series of vignettes about the alumni experience. Today, we hear from Onyi Oradiegwu, BSBME ’15/MBA ’15, consultant, Boston Consulting Group

While working as an internal auditor and process consultant at Owens Corning’s fiberglass plant in Tennessee, Onyi Oradiegwu decided she wanted to make the jump to management consulting. She connected with Olin for help during her case interview preparation process. The coaching and advice she received through Olin were integral to her interview preparation—and to receiving an offer from Boston Consulting Group.

“With each practice session, I grew more comfortable with my behavioral and case interview skills and more sure of my genuine interest in working as a management consultant,” she said. “Practice matters.”

Oradiegwu especially enjoyed being able to schedule time online with career advisers, the use of resume tools and access to a bank of prep materials. “I feel like I can rely on WashU and Olin for the rest of my life for support if I ever do look for another job,” she said. “I’m glad I was able to tap into those resources because it really did make a difference in my job interview.”

Stay in touch.

Center for Experiential Learning

Business Development

  • Dorothy Kittner, MBA ’94, associate dean and director of business development and corporate relations 314-935-6365 | kittner@wustl.edu

Alumni & Development

Weston Career Center

Executive Education

  • Kelly Bean, senior associate dean and professor of practice in leadership 202-797-6000 | beank@wustl.edu



Entrepreneurship professor Doug Villhard (top center), works with students in the CEL

Right now, Ally Gerard should be on the west coast working in the corporate partnerships department for the Los Angeles Clippers NBA team. A student in Olin’s business of sports program, Ally landed the internship after a very competitive recruiting process.

Coronavirus had other plans, however, and the internship was scrapped—a situation a great many of WashU Olin’s undergraduate and graduate students now face. Still, Ally’s chance to flex her Olin muscles, apply her skills and gain experience has not been lost.

That’s thanks to a new seven-week course Ally, BSBA ’22, and more than 300 of her fellow students are taking right now—a course Olin’s faculty and staff conceived and launched in a matter of weeks as the pandemic gutted internship opportunities for our students.

“Applied Problem Solving for Organizations” began as an idea in late April. By the time the course began June 1, more than 30 faculty members had volunteered to serve as project advisors. Dozens of companies—many with Olin alumni in leadership—had proposed projects offering real-world experience to our students.

Ultimately, the team at Olin’s Center for Experiential Learning had settled on 50 projects for teams of four or five students, many of which include both graduate and undergraduate students.

Preserving experiences for summer

“I wanted to help out the students who were confronted with internship challenges,” said John Horn, professor of practice in economics and advisor to Ally’s team. “It’s not a perfect substitute, but it’s really pretty good. I’ve heard from students who kept their internships that their virtual experiences were challenging. Their employer is also trying to figure out the program in real time.”

Another faculty advisor, Durai Sundaramoorthi, senior lecturer in management, expanded on Horn’s last point.

“This is an interesting alternative to a traditional internship,” he said.  “This project gives a broad perspective about the entire business of entrepreneurship. It is a great learning experience for students.”

Built with care—and haste

Enough cannot be said about the urgency with which the Olin community tackled this challenge—from the CEL, which organized the curriculum, to the staff that promoted the program and recruited students, to the Weston Career Center, which guided students toward the opportunity and worked with potential clients, to the alumni who recognized the need and offered project opportunities.

It’s worth noting that the opportunity worked in both directions.

“Honestly, we had to scrap existing plans to bring on summer interns due to the pandemic,” said Jay Li, BSBA ’16, and director of marketing for Regatta Craft Mixers. “When I received the email from Dean Taylor about the program, we rushed to pitch a strategic project we’ve been struggling with.”

Now, an Olin team is working with the New York-based beverage maker to gain insight from its consumer research to inform a grocery-store selling strategy.

Solving real-world problems

Ally’s team is working with St. Louis-based Insituform Technologies—a pipeline rehabilitation firm—to research industry best practices and conduct a competitive intelligence analysis to understand the regional differences in the firm’s operations. She’s leading the team, which includes graduate students.

“This is my first experience in ‘leading up’ to students much further along in their higher education journey,” she said. “The CEL has fostered a working environment that pushes us to grow as consulting professionals but also as empathetic leaders and teammates.”

In many ways, of course, this turn of events was disappointing. We have exceptional students who have worked hard. We have built a world-class career center, which has been knocking it out of the park with student placements and internships—then, a global crisis.

We can’t get the internships back, but we can make sure our students have a meaningful experience. We can make sure our students have a story to tell about the work they did this summer. We can—and we have.

Pictured above: Entrepreneurship professor Doug Villhard (top center), works with students in the CEL’s summer program.




Jeff Gibson, MBA

Jeff Gibson saw 200,000 service members transitioning from the military to the civilian workforce each year—and he saw an opportunity. Leveraging his own 10 years as a Navy SEAL, 15 years as a government recruiting contractor—and a hefty dose of artificial intelligence technology—the WashU Olin alumnus is streamlining the way veterans match their skills with employers.

Gibson—who received his WashU MBA in 2002 and cofounded the Olin Veterans Association—is one of the entrepreneurs behind Oplign, an online recruiting site that helps vets find prospective opportunities with a few mouse clicks based on regimented data associated with their military training and work assignments.

The company also helps clients such as Verizon—which Gibson says gets 500 applications each day from veterans—sift through the prospects to find candidates who truly match the qualifications for their various openings.

“They have no way of sorting through those in a reasonable manner,” Gibson said. He said their director of military hiring works with 20 recruiters, but they can’t see everybody. “It’s a way for them to improve their applicant experience. They can say why candidates are not qualified— or what they are qualified for.”

Gibson credits his time at Olin for opening the path for where he is today. “Olin led me to one step, which led me to another, which led me to another,
charting his path from the military to a Fortune 500 employer and then back to applying his skills as an entrepreneur focused on hiring vets.

Supply and demand for hiring

On the applicant side, Oplign (“opportunities align”) simplifies the process by inviting job seekers to walk through a few simple screens to enter their service information. For example, with a handful of clicks, a vet can indicate they served eight years in the Marines, achieving the rank of E5, with a “military occupation code” indicating logistics experience.

A few more clicks can highlight a service member’s security clearance, special training opportunities and other pertinent experience. Behind the scenes, Oplign uses machine learning and artificial intelligence to translate that vet’s military experience into the language of civilian employers—highlighting the skills and experience relevant to recruiters. In 60 seconds, the applicant is done. Job openings matching the vet’s skills appear on the screen.

“There are really only about 30 things the labor market thinks are important for accounting,” Gibson said. Meanwhile, Oplign’s algorithm identifies about 15 skills and experiences employers value when looking at HVAC technicians.

On the recruiting side, Oplign scrapes websites for job opportunities—and directly links to client sites such as Verizon, American Electric Power in the Ohio River Basin, Pike Electric, aviation companies such as MAG Aerospace and a small number of government contractors. That’s where Oplign generates its revenue.

“Companies can see instantly whether candidates are qualified,” he said.

Ready to break out in the industry?

Gibson said military hiring represents a $1 billion market—one Oplign is only beginning to tap. In its third year of operation, Gibson and his cofounders have bootstrapped the company, which has $1 million in annual revenue. “The first year, we were proving the tech. The second year, we started getting customers. The third year, we feel we’re about ready to break out,” Gibson said. “We just picked up some pretty big customers who like what we’re doing.”

The focus on military hiring derives from the experience of Gibson and his cofounders, all veterans. After serving as in Navy, he worked three years at 3M and felt the call to return to more direct work with the military after 9/11. He worked for a recruiting firm, fulfilling federal government hiring contracts by filling roles for agencies such as the Department of Defense, State Department, Drug Enforcement Agency and the CIA.

“The military hiring market is a good place for us to prove our system,” he said. “A military resume is even more confusing than a regular resume with all the acronyms.”

And while the resume is the currency job seekers barter for opportunities, Gibson sees it as a barrier his firm’s technology can sweep away.

“We’re trying to get rid of the resume. You spend so much time trying to put the right information there, tailoring it to each job—and leaving out so many other skills,” he said. “We pull information from the individual. We help them build their own online resume—one that’s important to the labor market, not one that they think is important.”

Pictured above: Jeff Gibson, MBA ’02, with his wife, Karen.


Career coaches and advisors in WashU Olin’s Weston Career Center understand it’s a tough time to emerge into the workforce, thanks to a global pandemic that’s wreaked havoc on the economy and cast uncertainty into the outlook for many companies.

Their advice: Don’t despair. Check out these resources for ideas, direction and inspiration.

HIRING REALLY HASN’T STOPPED. Just because the overall economy has slowed let’s not assume hiring opportunities have disappeared.  In fact, check out this article from The Muse regarding companies that are still hiring. The Muse

GET YOUR NETWORKING GOING. Although your approach may be different, now is definitely the right time to build or enhance your network during COVID-19.  Just ask…KornFerry.

EVEN IN THE ERA OF SOCIAL DISTANCING. Fortune Magazine also offers suggestions on networking in the era of social distancing: Fortune Magazine.

PREP FOR A VIRTUAL INTERVIEW. For the next few months, look for all recruiting activities to be virtual.  How ready are you to meet the challenge of a virtual interview? Indeed.com has some ideas for you to consider: Indeed.com.

BUT BRUSH UP FIRST. This is an extremely competitive time in the job market.  You have an opportunity now to brush up on your interview skills, so please make this a priority. Here is an article from The Muse that may help: The Muse Interview Guide.