The Rise of the New Ivies: What This Means for Ambitious Students

For generations, an Ivy League degree was seen as the golden ticket to career success. Today, that shine is fading. A recent Forbes survey of U.S. hiring managers found that 37% are less likely to recruit Ivy League graduates than they were five years ago. In fact, 12% of respondents said they would never hire an Ivy grad, often citing those graduates’ attitudes and lack of humility. Meanwhile, nearly half of employers report a new openness to talent from other elite colleges — 42% say they are more likely now to hire graduates of public universities than in the past.

This shift has profound implications for high-achieving students. The definition of a “top-tier” education is expanding. We break down the employer sentiment, compare outcomes of New Ivies vs. traditional Ivies, and offer strategic takeaways. Ambitious students should understand why these institutions are gaining favor — and how to capitalize on this evolving landscape.

Employers Turn Away from the 'Ancient Eight'

The skepticism toward Ivy League degrees is not isolated. The Forbes 2025 employer poll — drawing on responses from 380 executives and hiring managers — confirmed a sweeping reassessment. One C-suite respondent said, “I believe Ivy League candidates are overvalued, and they frequently have a higher than real opinion of themselves.” Another added that entry-level hires should “have no ego or be ‘stuck-up’ because of the school they attended.”

Veteran finance executive Fred Prager called it plainly: “The bloom has been off the Ivies.” He noted that recent events — from the disruptions of the pandemic to widely publicized campus controversies — have merely accelerated this reputational erosion.

Entrepreneur and CEO Liz Elting, reflecting on decades of hiring, said in an interview that “the longer I hired people, the less correlation I saw between prestigious schools and success within my company.” She added: “Only hiring from Ivy League schools will leave your organization with a limited and homogeneous talent pool.” Employers are clearly looking beyond the Ivy pipeline.

Who Are the “New Ivies” — and Why Do Employers Love Them?

Recognizing this shift, Forbes published its 2025 “New Ivies” list, identifying 20 colleges — 10 public, 10 private — that are outperforming traditional Ivies in employer perception. These schools include:

Private: Carnegie Mellon, Johns Hopkins, Northwestern, Rice, Emory, Georgetown, Tufts, Notre Dame, Vanderbilt, and Washington University in St. Louis.
Public: Georgia Tech, Purdue, University of Texas at Austin, University of Michigan, UNC Chapel Hill, UVA, University of Illinois Urbana-Champaign, University of Pittsburgh, William & Mary, and West Point.

These universities are enrolling student bodies academically comparable to Ivy institutions. The private New Ivies have a median SAT around 1530 — higher than Cornell’s — while the public New Ivies average around 1410. In Forbes’ words, these colleges are “turning out hungry graduates; the Ivies are more apt to turn out entitled ones.”

The table reflects the minimum criteria for New Ivyies in 2025 — highlighting just how selective and high-performing these institutions are.

In the employer rankings, West Point received the highest marks of any public school. Recruiters praise its emphasis on leadership, accountability, and mission-oriented training. Others, like Georgia Tech, Purdue, and Carnegie Mellon, produce top-tier engineering and computer science graduates with practical project experience and strong job readiness.

As one Fortune 500 VP told Forbes, “The gap between graduates from Ivies and other public/private universities is shrinking.” Employers increasingly view students from these institutions as adaptable, disciplined, and workplace-ready.

New Ivies vs. Old Ivies: Readiness and Performance

Forbes’ survey found that only 14% of employers believe Ivy League schools are doing a better job now of preparing students for the workforce than five years ago. In contrast, 42% believe public universities have improved, and 37% say the same for non-Ivy private schools.

This confidence is backed by outcomes. William & Mary reports that 94% of its graduates are employed or in graduate school within six months. Washington University in St. Louis posts a median starting salary of over $72,500. Purdue, Georgia Tech, and Notre Dame all boast 90%+ placement rates, and their alumni often move into leadership roles within five years.

Moreover, the ROI on New Ivy degrees is frequently stronger than that of Ivy League degrees. Graduates of public New Ivies carry about 23% less student debt on average and earn starting salaries just 8-12% lower than Ivy peers — often with significantly better access to scholarships or in-state tuition.

This means many New Ivies deliver a stronger long-term value proposition, combining elite academics with affordability and outcome-driven education.

Strategic Takeaways for Students and Families

Broaden Your Definition of “Top School”
Elite education is no longer confined to eight Northeastern campuses. Consider schools that match your interests, offer strong placement rates, and deliver high-impact experiences.

Prioritize Career Outcomes
Internships, mentorship, research access, and employer pipelines matter more than name recognition. Many New Ivies — like Purdue, Georgia Tech, and William & Mary — excel at integrating real-world readiness into their programs.

Choose Substance Over Status
Hiring managers increasingly value humility, adaptability, and work ethic over pedigree. Showcase those traits, and you’ll outperform the competition regardless of your alma mater.

Weigh ROI Carefully
An Ivy League education can cost $350,000+, often without delivering better career results than public flagships. Don’t equate higher price with higher value. Evaluate return on investment and debt impact realistically.

Lean Into Fit and Mission
Your best-fit school might be a public honors college, a STEM powerhouse, or a rising private with a strong alumni network. The most successful students thrive where they’re challenged and supported — not just where a brand impresses others.

JRA Educational Consulting: Your Partner in Strategic College Planning

The rise of the New Ivies signals a long-overdue democratization of academic prestige. Employers are no longer dazzled by name alone — they want candidates who are prepared, grounded, and ready to lead. At JRA Educational Consulting, we help families navigate this broader, more nuanced college landscape.

Our counselors guide students in identifying top-tier colleges aligned with their academic goals, financial priorities, and long-term aspirations. We create balanced, customized lists that include both traditional elites and New Ivies positioned to deliver real opportunity and return on investment. We also mentor students to research colleges in depth, strengthen their extracurricular profiles (or launch meaningful new ones), craft more insightful and compelling application essays, and improve both their test scores and academic performance.

Don’t limit your potential to outdated assumptions. Let JRA Educational Consulting help you build a college strategy rooted in data, outcomes, and the full spectrum of excellence that American higher education has to offer.

Schedule a consultation today and take the first step toward a college choice that is both elite and right for you.