How BYU Marriott used precision career readiness to address employer feedback across 14 degree programs.

The Challenge

Pristine on paper. Under-impressive in person.

BYU Marriott had a problem resumes alone couldn't reveal. Employers reported student resumes were “spotless,” but the same students under-impressed when they sat down to interview. With a 49% surge in enrollment over five years, the gap between presentation and performance was widening at exactly the wrong scale.

The Approach

Three practices, working together.

1. Embedded in the curriculum
   Career readiness is taught across all 11 programs and 14 degrees. Some career directors teach the class for their own program because an Investment Banking student needs different prep than a Supply Chain student.

2. Quinncia at scale
   Resume analysis, mock AI interviews, and LinkedIn review are available at any hour, across every program, with data the team can act on. Students practice and iterate on their own time.
   resumeinterviewlinkedin

3. Employer lunches
   Every visiting recruiter meets 1:1 with a member of the team to discuss what they see at BYU versus other schools, what is different, what to fix. Granular, relationship-based feedback closes the loop.

The Proof

Repeat users improved in every area employer feedback identified.

• 29.0%

  Interview Practice
  The biggest lift was precisely where recruiters told us the gap was.

• 17.4%

  LinkedIn Review
  Sharper headlines, summaries, and keyword density making students discoverable.

• 9.8%

  Resume Analysis
  Already-strong resumes got measurably stronger across every cohort.