As employers seek more diverse talent to join their teams, a new class of elite universities, the “New Ivies”, is rising to meet the moment. These schools offer practical experience, strong academics, and proven outcomes that align with the demands of today’s workforce.
The Ivy League schools have a long history of being seen as the pinnacle of American education. These eight schools include Harvard, Yale, Princeton, Columbia, the University of Pennsylvania, Dartmouth, Brown, and Cornell. They are located in the northeastern United States and share a common social prestige, highly selective admissions, and outstanding academics.
Originally, the name “Ivy League” had nothing to do with academics; rather, it stemmed from athletics. These schools would often compete in football competitions against one another.
First coined in 1933, the notion of an athletic “league” of the “ivy schools” quickly gained popularity. In the mid-20th century, focus shifted from athletic excellence to academic legacy, and the term began to hold a new meaning. Thus, the term “Ivy League” was created and endures to this day.
For a long time, traditional Ivy League schools have consistently provided employers with the crème de la crème of highly sought-after candidates. Graduates from Ivy League schools have historically filled impressive leadership roles across various sectors, including in Fortune 500 companies. However, a notable shift in hiring trends is underway.
Employers are widening their gaze, increasingly turning away from these elite institutions in favor of a more diverse crop of high-achieving graduates. This change is rooted in evolving employer perceptions and the changing needs of the modern workforce.
A recent Forbes survey revealed a significant change in employer sentiment. Among those with hiring authority (including 380 C-suite professionals, vice presidents, and managers), 37% reported being less likely to hire an Ivy League graduate than they were five years ago.
A surprising 12% even stated they would never hire an Ivy League graduate. Several survey participants cite that, in their opinion, Ivy League candidates are overvalued and may lack humility as entry-level workers.
Recruiters and employers are casting a wider net to attract top talent. Many recruiters are looking for greater diversity in their teams. Since the COVID-19 pandemic, more hiring and recruitment events and hiring processes have taken place online. The pandemic accelerated a shift to online recruiting platforms like Handshake and Zoom, enabling companies to cast a wider net geographically.
Furthermore, skills are increasingly important. Employers are increasingly prioritizing candidates who demonstrate empathy, a passion for innovation, and a willingness to master new skills. Traditional degrees, even the ones from Ivy League institutions, are becoming less of an accurate reflection of job fit.
Nowadays, employers are looking for candidates who have completed internships and have hands-on experience from their studies. Schools that prioritize future-ready skills set their graduates up for success. Whereas universities focusing purely on academics and theoretical learning are setting graduates up for a significant skills gap once they enter the workforce.
Ultimately, there is a noticeable shift in hiring trends away from degree brand name recognition and towards relevant skills, background, and experience.
In response to this shift, Forbes has identified 20 “New Ivies“. This is a list of 10 public and 10 private institutions that are attracting top talent and producing graduates highly valued by employers. In 2025, this was the second year that such a list was published by Forbes.
It should be noted that different sources list different “New Ivies”. For example, Crimson Education offers its own list of New Ivies.
The schools selected were four-year public or private, not-for-profit colleges that grant degrees in the United States. The newest data from the National Center for Education Statistics was used. The schools that were considered for the New Ivies list had to meet three criteria.
Firstly, the size of their school. Private institutions were required to admit at least 3,500 students, while public colleges needed to enroll a minimum of 4,000 students.
Secondly, they must be highly selective. Private colleges must admit fewer than 20% of applicants. Public colleges must admit fewer than 50% of applicants.
Finally, they must showcase high test scores. The private colleges admit students with a median SAT of 1530 and a median ACT of 34. Public universities accept students who have a median SAT score of 1410 and a median ACT score of 32.
The New Ivies share similar high academic standards and produce noteworthy graduates who are highly valued by employers.
The list of New Ivies includes 10 public universities. These are as follows:
The list of New Ivies includes 10 private universities. These are as follows:
Interestingly, Johns Hopkins University, Northwestern University, and the University of Michigan made the list both times.
Notably, the United States Military Academy (also known as West Point) graduates scored the highest amongst employers. The values that are taught at the academy include leadership, teamwork, discipline, and more. Naturally, these are competencies that are highly valued by employers.
The schools ranked by both Forbes and Crimson Education include Rice University, University of Notre Dame, University of Michigan – Ann Arbor, Georgetown University, Carnegie Mellon University, University of Virginia, University of Florida, and the University of Southern California.
These “New Ivies” are attracting more students thanks to their growing reputations, strong curricula, and proven career outcomes. From a student’s perspective, students are also increasingly realizing that while an Ivy League education is certainly prestigious, it is not a one-size-fits-all answer for where to study. These “New Ivies” offer excellent alternatives.
As hiring priorities evolve, so too does the definition of excellence in higher education. The rise of the “New Ivies” signals a broader, more inclusive approach to identifying top talent. One that values not just academic excellence but also real-world readiness, character, and diverse experience. Employers are casting wider nets to attract a diverse workforce with broader skills and work experience.
The “New Ivies” are stepping up to meet this demand. They are proving to be fertile grounds for the kind of talent that today’s employers are seeking.
This shift isn’t about diminishing the Ivy League’s legacy, but rather recognizing that elite talent can come from many corners. For graduates, educators, and employers alike, it’s an exciting new chapter, where future success is built not just on theory, but on education that can meet the demands of the moment.
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