Fun fact: for a company with 0 offices in Pennsylvania, Metric Theory is composed of 8% Penn Staters, with the largest concentration located in Denver, Colorado. Why is this the case? The short answer to that is Derek Gerberich, our first Penn State alum. The longer answer involves spreadsheets, campus visits, and getting to know candidates on a more personal level.

We’ve been able to successfully grow our analyst program through university recruiting, but recruiting quality candidates from universities is no easy task. Here are some tips that have allowed us to send out mutually beneficial accepted offers that contribute to the company culture we’re so proud of today.

Job Recruiting
The Power of Your Network

Step one, reach out to your contacts connected to the university in question. Previous professors, relevant student organizations, college department heads, career offices, and anyone else who can disseminate your job posting are all fair game.

At Metric Theory, we make a point to reach out to departments that are not traditional avenues for digital marketing. While we bring in a lot of recruits from marketing and advertising programs, some of our best hires also stem from backgrounds in science, math, humanities, and more (made possible by our training program). So, what’s the takeaway? Get creative with your contacts — you never know who might come through the pipeline.

Entice & Educate

Step two, take yourself to campus. We’ve found the most success with a combination of attending information sessions, speaking in relevant classes, providing mentorship opportunities, and carving out time to meet our strongest candidates one-on-one. Each event serves a slightly different purpose, such as generating company awareness, building relationships with students set to graduate at a later date, and meeting those in a position to be hired.


What makes someone a qualified candidate, as well as a cultural fit? Here at Metric Theory, we look out for some top qualities that generally indicate whether or not a potential employee will succeed. But, how can you evaluate who fits the bill for you? Encouraging recruits to come to your info sessions and ask questions is a great way to ensure understanding of the job. From your end, make sure to have a clear idea of what qualities and experiences are the best fit for your company. Then, take lots of notes!

Lead Nurturing

Now for the final step: lead nurturing. Consider the campus visit the first of many touchpoints. From here, we have recruits meet more people at the company, such as through informational calls or longer interview sessions. This works to create a fit based on skill sets, as well as more intangible qualities like drive and adaptability.

More than that, one of the most rewarding aspects of recruiting is having a special connection with our newest employees as they begin their journey at Metric Theory. Once our recruits start, we’re never further than a quick message or coffee session away.


Creatively utilize your network, educate candidates, and evaluate best fit. From the first email to a new employee’s first day of work, you’re sure to find forging meaningful connections with prospective employees a rewarding process.

One last note — I would be remiss to take the freedom that allows Metric Theory employees to pursue their passions outside of their job descriptions for granted. If you’re interested in working with a company that supports its employees every step of the way, we’d love to hear from you.

Otherwise, happy recruiting!