Direct recruiting works best for companies that value potential over pedigree and can move quickly on hiring decisions. If you're frustrated by university gatekeeping, need to hire outside academic calendars, or want students genuinely interested in your industry (sales, consulting, agency work), direct platforms give you access to motivated candidates. Companies that require extensive approval processes or prefer traditional corporate recruiting cycles may find university partnerships more suitable.

Students who seek out direct opportunities are typically more entrepreneurial and self-directed. They're not waiting for career center approval or guidance—they're actively exploring options and making independent decisions. These students often have clearer goals, are comfortable with non-traditional paths (equity, commission, project work), and prefer direct communication with hiring managers over formal HR processes.

Be completely transparent about compensation structure, company stage, and growth expectations. Include specific details about day-to-day responsibilities and learning opportunities. Ambitious students want to know exactly what they're getting into. Avoid corporate jargon and focus on impact, growth potential, and real responsibility. If you offer equity, commission, or performance-based compensation, highlight it—these students are looking for upside potential.

Include salary ranges, commission structures, equity percentages, or project-based rates. Students on direct platforms expect this information upfront. For equity roles, explain the company stage and growth trajectory. For commission roles, provide realistic earning examples. For project work, specify payment timelines. This transparency attracts students who understand your business model and are genuinely interested in your compensation structure.

Focus on what you can offer that big companies can't: direct mentorship, real responsibility, faster career progression, and personal relationships with leadership. Students on direct platforms often prefer meaningful work and growth opportunities over brand names and structured programs. Emphasize learning, impact, and the chance to build something rather than just join something. Your ability to move quickly and provide personal attention is your competitive advantage.

You'll typically receive fewer applications than on mass job boards, but higher quality and intent. Students applying directly have specifically chosen your opportunity rather than mass-applying through career centers. Expect 5-15 applications for specialized roles, 15-30 for broader opportunities. Most applicants will have read your posting thoroughly and can articulate why they're interested in your specific company and role.