From Week 0 to your first offer.

• Candidate Brand

  An honest gap check, a resume graded against our rubric, and a recorded 60-second intro.

  

  How it works

  Weeks 1–2 start with an honest gap check: where your student is today, what's already on the resume, and what's missing for the field they want. Nothing is assumed. High school leadership, jobs, and projects count at this stage.

  The resume is rebuilt until it passes our rubric. Then every student records a 60-second answer to "tell me about yourself" using a simple past, present, future structure.

  That Week 1 recording is kept. At the Week 8 family meeting, it plays side by side with the Week 8 version.

  • Honest gap check
  • Resume rubric pass
  • 60-second intro recorded

• Outreach System

  A target list of 50 with named contacts, 50 sequenced emails a week, and a thank-you after every call.

  

  How it works

  Every student builds a target list of 50 companies in their field, including small and local firms, not only the famous names. Each contact is named, not a generic inbox. In Week 2 every student sets up their own AI-assisted email automation and sends the first 50 sequenced emails before leaving the session. From then on the minimum is 50 new sequenced emails a week, 350+ by the end of the program.

  Emails follow the Two C's: a genuine compliment and a real connection, then one specific ask. AI drafts; your student personalizes and reads every email before it goes. No reply is normal, so each sequence carries up to four follow-ups. Your student's coach reviews the emails in the weekly 1:1.

  Every call is logged in the tracker and gets a thank-you note within two hours that mentions one specific thing the person said. Nobody asks for a referral directly; students learn the close that earns an introduction instead.

  • Target list of 50 with named contacts
  • AI-assisted sequencing, 50 emails a week
  • Every call logged and thanked within 2 hours

• Story Bank

  8 behavioral stories, chosen for uniqueness and edited line by line.

  

  How it works

  Most interviews come back to the same handful of questions. Students mine 8 stories from 25 self-questions, chosen for uniqueness, not impressiveness, and map each one to leadership, failure, conflict, teamwork, initiative, and why this field.

  Each story is built on a structured framework, written once, and then practiced out loud until it sounds natural rather than memorized. In the weekly 1:1, your student's coach gives line-by-line edits.

  All 8 stories are recorded by the Networked level of the Standard (Week 5), so they're ready well before the first real interview.

  • 8 stories, mapped to every common question
  • Structured frameworks
  • Line-by-line edits from your coach

• Track Technicals

  Weeks 5–6 split by track: Finance or Accounting.

  

  How it works

  In Weeks 5–6 the cohort splits into two tracks, Finance and Accounting, for track-specific technical prep. Finance follows a set study order: accounting, valuation, enterprise vs. equity value, M&A, then LBOs. Accounting covers debits and credits, the three statements, accruals and revenue recognition, and audit vs. tax vs. advisory.

  Concepts come before memorization: students learn why an answer is right, so they can handle the version of the question they haven't seen.

  Practice questions come with answer walk-throughs, so students can check their reasoning, not only their final answer.

  • Track split in Weeks 5–6
  • Concepts before memorization
  • Practice with answer walk-throughs

• Interview Reps

  A weekly 60-minute 1:1, live reps in every session, and graded mocks in Weeks 6–7.

  

  How it works

  Every week, a 60-minute 1:1 with your student's coach reviews the tracker line by line, fixes the single biggest bottleneck, and edits real work live, often a mini-mock. Every 90-minute session includes live reps, not only instruction.

  Weeks 6 and 7 each include a full 30-minute graded mock on a written scorecard. The last one is run by a guest professional your student has never met, because a real interviewer is a stranger too.

  To reach the Interviewing level of the Standard, a student has sent 350+ emails, passed two graded mocks, submitted their externship applications, and done a real first round where one is available.

  • Weekly 60-minute 1:1
  • Live reps in session
  • Graded mocks, the last run by strangers

• Accountability & Pods

  A pod of three, a Sunday scoreboard, and progress reports for parents.

  

  How it works

  Every student joins a pod of three: two classmates matched to their schedule who see their numbers every Sunday. Each session opens with the scoreboard.

  Students commit to weekly minimums. Two missed weeks in a row triggers a call with the student and a parent.

  Parents get a one-page progress report every two weeks. At the Week 8 family meeting, your student presents their results: every email, call, and interview on record.

  • A pod of three
  • Weekly minimums and Sunday scoreboard
  • Biweekly parent reports and the Week 8 family meeting

1. Week 0Winter Break Pre-WorkStarts the day you enroll, not in January.

   Starts the day you enroll, not in January. Students arrive at Week 1 with a resume draft, their first 20 named contacts, and the Candidate Brand module already watched.

2. Week 1Build the CandidateThe Game, the Resume, and the StoryKill the idea that recruiting rewards intelligence, and turn the pre-work resume draft into one that passes the rubric.

   Build the Candidate

   What we teach

   • The 5 things that matter, ranked: networking, resume, enthusiasm, behaviorals, technicals. Most students study them in reverse order.
   • Why clubs matter less than people think. A club is one way to get reps and contacts; it is not a gate you have to pass.
   • How the freshman and sophomore market actually works: boutiques, middle-market firms, local firms, startups, and early-insight programs.
   • The resume rubric, line by line: format, order, what gets cut, and what a reader sees in the first six seconds.
   • Bullets as outcomes, not duties. "Responsible for social media" becomes what changed because you were there.
   • The intro structure: where you're from, what pulled you in, what you've done, and why you're talking to them.

   Live reps

   Each student answers "tell me about yourself" cold, on camera. No prep. This recording is the Week 8 baseline. Then peers swap resumes and grade them against the rubric.

   The 1:1

   Honest gap check against the pre-work: what the student has already done that counts, what's missing, and a live resume edit until it passes the rubric.

   By the end of the week

   • Resume passes the rubric
   • 60-second intro recorded
   • Answers to the 25 self-questions (raw material for stories)
   • Target list of 50 companies with named contacts

   What parents see

   Your student records their cold Week 1 intro. You'll see it again at the Week 8 family meeting, next to the new one.

   Full Week 1 page →

3. Week 2Build the CandidateTarget List & the AI Outreach SystemA working outreach machine, and the first 50 sequenced emails out the door.

   Build the Candidate

   What we teach

   • The tiered target list: A (dream firms, for relationships), B (realistic: boutiques, middle market, local firms, startups), and C (safe).
   • Sourcing contacts with tools like Apollo or RecruitEm, and checking that the person actually does the job you want to hear about.
   • Building the AI email automation: personalization prompts, mail merge and sequencing, and the follow-up steps loaded from day one.
   • The tracker. Only track people who reply. Everyone else lives in the sequence until they do.
   • The weekly minimum starts now: 50 new sequenced emails, every follow-up due, and the tracker updated by Sunday night.

   Live reps

   Every student builds their sequence live in the session and sends before leaving.

   The 1:1

   Check the automation end to end: the personalization prompt, the first five emails line by line, and the follow-up steps.

   By the end of the week

   • AI email automation live
   • 50 sequenced emails sent and logged

   What parents see

   The first biweekly progress report: your student's level, the resume status, and the target list count. The tracker starts counting this week.

   Full Week 2 page →

4. Week 3Run the SearchCold Email That Gets Answered, and the CallMove the reply rate toward 10%, and turn replies into calls people remember.

   Run the Search

   What we teach

   • The Two C's: a compliment and a connection. People help people who remind them of themselves.
   • Subject lines, length, and the one ask. If the email takes more than 30 seconds to read, it's too long.
   • Follow-up cadence: at most 4 follow-ups. Weekly in November and December; biweekly to monthly off-peak.
   • The call framework: open warm, listen 80% of the time, and ask questions that prove you were listening.
   • The thank-you, sent 1–2 hours after the call, naming one specific thing they said.
   • Externship applications: which programs are open now, what each one asks for, and how the written application is scored.

   Live reps

   The worst email of the week is rewritten live on screen. Then mock calls in pairs, with the coach playing a distracted associate.

   The 1:1

   Reply-rate diagnosis on ten sent emails, then a recorded mini-mock call played back: where the energy dropped and what to ask instead.

   By the end of the week

   • 150 total sent
   • 3 calls completed
   • A thank-you within 2 hours of each call
   • First externship application started

   What parents see

   The second progress report: emails sent (target: 150), reply rate, calls completed, and the first externship application underway.

   Full Week 3 page →

5. Week 4Run the SearchReferrals & Behavioral StoriesCalls that lead to the next door, and 8 stories chosen for uniqueness, not impressiveness.

   Run the Search

   What we teach

   • The referral close. Never ask for a referral directly: ask who else would be good to hear from.
   • Staying warm for months: the check-in note, the update when you act on their advice, and handling a "no" gracefully.
   • Mining stories from the Week 1 self-questions. The best stories are usually the ones students think are too small.
   • The structure: situation, what you did, what changed, what you learned. One story, many questions.
   • Recording stories out loud. A story you've only written isn't ready yet.
   • Externship applications: the recorded video and the live interview, rehearsed the same way we rehearse internship interviews.

   Live reps

   Practice the close until it sounds natural, then role-play the awkward "no." Each student tells two stories; peers guess which question each one answers.

   The 1:1

   Walk through every call so far (did the close happen, who's owed a follow-up), then line-by-line edits on the weakest two stories.

   By the end of the week

   • 250 total sent
   • 5 calls completed
   • First intro earned
   • 8 stories written, recorded, and mapped
   • Externship applications submitted

   What parents see

   Your student has 8 recorded stories ready for interviews, the first introduction in the tracker, and externship applications submitted.

   Full Week 4 page →

6. Week 5Track TechnicalsWhy This Industry, Why This Firm — and Technicals BeginEnthusiasm that reads as real, and a technical baseline that holds up in a first round.

   Track Technicals · track split

   What we teach

   • The 3-bucket "why": (1) mentality, (2) 2–3 specific things about the work, and (3) the people and their standards.
   • Building firm-specific answers from calls you've already had. The best "why us" quotes someone who works there.
   • Why generic enthusiasm fails: "I'm passionate about finance" tells the interviewer nothing.
   • The cohort splits into Finance and Accounting for Weeks 5–6.
   • Understand the concept first. The answer comes easier after that, and so does the version of the question you haven't seen.

   By track

   • Finance: Study order: accounting → valuation → enterprise vs. equity value → M&A → LBO. Walking the three statements, and what happens to each when one line changes. Valuation methods and when each one is used.
   • Accounting: Debits and credits, and how one transaction moves through the three statements. Accruals and revenue recognition, with worked examples. Audit vs. tax vs. advisory: what each does, so the "why accounting" answer is specific.

   Live reps

   Rapid-fire "why us" drills across firms on each student's own target list, then timed technical drills where students grade each other.

   The 1:1

   Record the "why" pitch and rebuild it for the three firms the student cares about most, then work the weakest technical area out loud.

   By the end of the week

   • 300 total sent
   • "Why" pitch recorded
   • 2 referrals or intros
   • Technical baseline quiz passed at the track threshold

   What parents see

   The third progress report: whether your student has reached Level 4 (Networked), and their track group for technical prep.

   Full Week 5 page →

7. Week 6Track TechnicalsTechnicals & the First Graded MockA full interview under pressure, recorded and graded.

   Track Technicals · track split

   What we teach

   • Interview flow: the intro, behaviorals, the why, technicals or the case, and your questions.
   • Pacing: how long each answer should run, and how to tell when you've lost the room.
   • Recovering from a blank: say what you know, reason out loud, and come back to it.
   • How deep a student starting recruiting actually needs to go in their track, and what to skip for now.
   • Applying to every open role on the target list, and keeping the outreach running while you do.

   By track

   • Finance: Walk-throughs of the questions first rounds actually ask, out loud and on paper. One deal and one market story, explained in plain English. Where the line is: what a freshman is expected to know, and what they aren't.
   • Accounting: Walk-throughs of the questions first rounds ask, out loud and on paper. A "why this firm" answer built from a recruiting event or office visit. Where the line is: clean fundamentals beat memorized standards.

   Live reps

   A full 30-minute mock per student (behavioral, why, technical or case), graded on a written scorecard.

   The 1:1

   Watch the mock recording together, line by line against the scorecard, and pick the two fixes for next week.

   By the end of the week

   • 350 total sent
   • 1 graded mock passed
   • Applications submitted to every open role on the target list

   What parents see

   The fourth progress report: the graded mock score, applications submitted, and emails sent (target: 350).

   Full Week 6 page →

8. Week 7Interview RepsInterview ExecutionReal interviews, handled like a pro.

   Interview Reps

   What we teach

   • Running multiple processes at once: a calendar, a prep sheet per firm, and honest updates to each.
   • Final-round and superday prep: back-to-back interviews, energy, and consistency across interviewers.
   • Declining without burning a relationship: frame it as fit, not preference.
   • Pre-interview research on the firm and the interviewer, and how to use it without sounding like you looked them up.
   • Level 5 check: 350+ sent, 2 graded mocks passed, and 1+ real first round where available.

   Live reps

   A second full mock with a harder interviewer (a stranger), in a different format.

   The 1:1

   Prep for whatever is real this week: a first round, a follow-up, or a decline. If nothing is live, a mini-mock on the weakest scorecard area.

   By the end of the week

   • 350+ total sent
   • 2 graded mocks passed
   • First rounds completed where available

   What parents see

   Your student completes their second mock, run by a stranger, and keeps every live process moving.

   Full Week 7 page →

9. Week 8Interview RepsResults & the 6-Month Game PlanClose the program and keep the engine running.

   Interview Reps

   What we teach

   • Evaluating and accepting offers: what to ask, how long you can take, and how to say yes well.
   • Keeping networks warm after the search, so the next cycle starts with relationships, not a blank list.
   • What spring and sophomore recruiting looks like, and when it starts. The program ends before spring recruiting opens, not during it.
   • Building the 6-month game plan: monthly targets, contacts to keep warm, an applications calendar, and skills to build.

   Live reps

   Each student re-records "tell me about yourself" and watches it next to the Week 1 baseline.

   The 1:1

   Finish the 6-month game plan together, and rehearse the family results presentation.

   By the end of the week

   • Final results report
   • 6-month game plan (monthly targets, contacts to keep warm, applications calendar, skills to build)

   What parents see

   The Week 8 family meeting (30 minutes): your student presents their numbers (emails sent, calls, referrals, interviews, externship applications, level, outcome) and the Week 1 and Week 8 intros side by side.

   Full Week 8 page →

10. Weeks 9–12Offer SprintTechnical and behavioral mocks, plus prep and debriefs for every networking call you land.

    Four weeks of technical mocks and behavioral mocks, plus prep before and a debrief after every networking call your student lands.

11. After Week 12Until your offerA 20-minute weekly check-in and a mock interview every other week.

    After Week 12, until your student receives an internship offer (paid or unpaid) or May 31, 2027, whichever comes first: a 20-minute weekly check-in and a mock interview every other week. To keep this support, the student keeps up the maintenance minimum of 100 outreach emails and 6–8 networking calls a week.

    Offer-or-refund terms →

• Finance

  Investment banking, private equity, asset management, corporate finance, FP&A.

  The Finance track →

• Accounting

  Audit, tax, and advisory at public accounting firms, plus corporate accounting in industry.

  The Accounting track →

• GuidesPlaybook guides14 free guides: timelines, resumes, outreach, interviews, technicals.Open →
• TemplatesTemplatesThe same templates students use in the program, week by week.Open →
• Free PDFThe First Offer PlaybookHow to Land Your First Internship Before Junior YearOpen →

Questions about format, time, or fit? Read the FAQ →