A September Reuters report revealed US job openings are at an all-time low.. Tech companies of all sizes continue to announce cuts every quarter, adding challenges for job seekers at every level. At the same time, 90% of tech managers say hiring top talent is challenging.
Enter the technical class of 2025. The fresh applicants have their own expectations about the type of companies they want to work for. But they’re also uncertain about their prospects in a turbulent economy.
So, what can technical leaders and campus recruiting professionals do to successfully attract, hire, and retain the class of 2025?
To answer the question, we surveyed nearly 700 US Computer Science students, asking them everything from their thoughts on the state of the economy to how they’re approaching the job search.
Below, we dive into 9 eye-opening stats — and the three recommendations for the 2025 recruiting season to successfully connect with and hire the technical Class of '25.
Most students are concerned about the economy. Win them over with transparency.
Given the layoffs everywhere, it’s unsurprising students are worried about their job prospects. Our data revealed 80% of students are concerned about how the economy will impact their job search.
A big part of this stems from a perceived lack of information about what exactly employers expect. Only 8% of respondents felt employers “always” provide transparent information about their hiring process. At the same time, 40% of students were confident about finding a job after graduation.
What students had to say:
“As much as the tech layoffs are occurring, people are still getting offers, people are still getting their jobs, and I know I'm going to be that person, too”
-Rising Senior @ Loyola University Maryland
“I’m looking to see if companies have clear communication throughout the application process. Is the timeline reasonable? You know, if it shifts, do they tell you why? Knowing that information beforehand makes it easier to know what to expect.”
-Rising Senior @ The University of Central Florida
“So far, I’ve applied to 60+ jobs, and less than half have responded. I understand people have things to do, but it would be nice to receive some sort of communication, even if it’s a rejection.”
“I expanded my search to full-time positions … I thought I was going to have a little bit more success, considering that I already have two internships and a few projects under my belt. But so far, it's been really challenging. I have not received any response, or the responses that I have received are rejections.”
-Rising Senior @ Western Governors University
What you can do:
Clearly state the terms of the job, the compensation and benefits you offer, sponsorship availability, and any expectations you have. Given the uncertainty, an open line of communication is a good idea for answering any questions your applicants might have. Ideally, this would include a variety of channels, such as text messaging and video calls, in addition to email.
Last but not least, keep things moving. Share regular updates about the status of each application to keep candidates warm. And if you’ve decided, let the applicant know as soon as possible. This is where automated communications can shine.
Think outside the box with your internship program.
Internships give students a taste of the workplace while providing meaningful career support. They allow students to explore different technical interests and acquire critical hands-on experience, which is a big value-add to their portfolios when they’re applying for a full-time job.
But for students in the class of 2025, applying to internships is also a way of expanding the surface area of career success. If students can’t find a full-time job immediately, they can at least hone their skills with internships. It’s why nearly three out of four respondents (72%) applied for or plan to apply for an internship.
Students aren’t taking any chances with their applications, either. More than half of respondents (54%) plan to apply for 50+ roles. And when it comes to finding open roles, job boards continue to be the preferred way to apply. 89% of respondents will use or have used job boards like LinkedIn or Indeed. As digital natives, they value mobile-friendly job platforms where they can submit their applications on the go. At the same time, it’s important to realize students are using tools outside of LinkedIn—some students check community platforms like Discord or GitHub to cast a wider net and submit applications quickly.
What students had to say:
“There was a GitHub repo that was being updated with all of the internship job board postings, so I would be on the repo every single day, multiple times a day—refreshing, refreshing.”
-Rising Senior @ Florida International University
“LinkedIn is the standard platform used by everyone so I can consolidate everything to one place versus kind of having to check multiple different sites … I can also find the job poster, especially if it's a startup or a small company and reach out to them directly.”
-Rising Senior @ University of Central Florida
What you can do:
What does your internship program look like? Do you need interns to fill temporary gaps, or are you looking to start a pipeline to long-term job conversion? By collaborating with universities or partners like CodePath, you can train students to meet your technical and cultural requirements and hire the best ones on the spot.
Be proactive about posting job openings on platforms like LinkedIn and actively follow up on the applications you get. Also, don’t be afraid to expand the scope of your typical summer internship programs. Consider opening up eligibility to sophomores and seniors or piloting year-long internship programs or co-ops.
The best way to reach candidates early is before the hiring season. That way, when it’s time to hire, you have a ready-made pipeline of interested candidates.
Remember, compensation is king when it comes to offering evaluation—but benefits and culture matter, too.
Perhaps unsurprisingly, given the state of the economy, compensation remains the key factor for students when evaluating an offer. 39% of respondents said salary and compensation were the most important factors when applying for jobs.
But money alone won’t win them over. Benefits and company culture continue to matter for the class of 2025, as does alignment with personal values. The most important benefit for 66% of respondents was having a remote or hybrid work schedule. Plus, 85% of respondents would “prefer to work for an employer that shares the same values” as they do.
What students had to say:
“The two biggest things are how much is it paying and is the work going to be fun … If I have multiple offers on the table, I’m going to be picky, but if that's the only thing available to me, I'm not going to turn it down. That'd just be dumb, especially in this market.”
-Rising Senior @ Florida International University
“I'm still very choosy about the pay. I want to be earning a good amount of money. I want the company culture to be good. I don't want to be like, just stuck at a desk like 40 hours a week. I need a hybrid work environment.”
-Rising Senior @ Loyola University Maryland
What you can do:
Take a good look at the benefits packages you offer. Do your employees have any say in what benefits they can pick? Are you willing to provide remote or hybrid work schedules to those who want it?
Highlight your benefits on your company website and in job descriptions so applicants know exactly what to expect. You should also talk about the values you uphold, the work culture you encourage, and what life as your employee will be like. And, of course, ensure your compensation packages are competitive for the market and reflect the cost of living at the employee’s location.
More on recruiting the Technical Class of 2025
For a deeper dive into the perspectives and expectations of the Class of 2025, check out the "From Classroom to career: The Class of 2025's Approach to Navigating the Tech Industry" report. Don't miss the detailed insights from nearly 700 Computer Science students and practical recommendations for connecting with and hiring emerging tech talent for the 2025 campus recruiting season.