Preparation for Future Employability
IBM Accelerate offers high potential undergraduate students a virtual learning experience delivered through weekly live sessions over eight weeks during the summer.
The program will identify and equip students with the knowledge and readiness they need to be prepared for future consideration of opportunities within the technology industry.
Learn the skills of the future to adapt and evolve. Explore the technology helping to power industries. Earn a digital badge and network with industry leading IBM professionals.
8-week experience
Apply and take part in our 8-week learning program open to students who meet our eligibility criteria. Delivered through weekly sessions (three-hours in the evening) by industry-leading IBM professionals, you will be able to hone your skills for the future and build your network.
Professional Skills
Employers agree that although technical skills are important, professional skills are what make an employee successful in the world of work. Build and learn more about the kinds of skills that will help you stand out in an interview and navigate the workforce!
Track Based Learning
Focus on the knowledge and skills most applicable to your interests and career aspirations. A track-based learning approach will allow you to dig deeper on what it takes to succeed in the skills track of your choice!
Mentorship
Mentors can play an important role in helping you define and map out your career journey. You’ll be matched with an IBMer to be your Accelerate Mentor who will help guide and advise you throughout the program as you learn more about IBM and map your potential career path moving forward.
Eligibility
At IBM, we are seeking those who are striving to build a better future. This is where your drive meets vision. Putting your time and development first, this program is designed to put you in the driver's seat of your career allowing you to focus on what you are truly passionate about while providing exposure to the professional skills required for career success.
This program is open to all undergraduates graduating between December 2022-June 2024. All candidates who meet this criteria may apply. We especially encourage applications from individuals currently underrepresented in technology, including those who self-identify as Black, Native American, African American, and Hispanic/Latinx.
Participants must supply their own computer/laptop with internet access for use throughout the program.
Participants must be enrolled in a post-secondary education institute (i.e. college or university)
Participation is open to all majors and areas of study, although participants are encouraged to have an interest in STEM and technology.
A sample interview loop might include:
Recruiter screening call or meeting. The recruiter screens for general role fit, and fact-finds to prepare the rest of the loop. (This could instead be done by a hiring manager, especially if the company doesn’t have recruiters.)
Technical phone screen. A phone conversation tests for core skills, typically basic programming or technical concepts. (Some companies may conduct two phone screens to gather more signal, or so a second interviewer can offer perspective.)
Take-home evaluation. This is a variant of the basic skills screen that may take the form of an online challenge or simpler take-home test. (Many companies skip this.)
Onsite interviews. These typically extend half or most of a day and include three to six interviews in several formats, covering:
a. in-person coding questions
b. non-coding technical questions
c. behavioral questions
d. wrap-up conversation with the hiring manager that includes questions, concerns, or loose ends, and sets expectations on next steps
e. some kind of social event, like lunch with the team.
Interviewer feedback. Each interviewer offers written feedback on the candidate, and/or discussion among the interviewing panel.
Post-interview follow-ups. Calls, meetings, and possibly second onsite visits allow the hiring team to assess anything not yet covered or to gather more signal on something interviewers disagree about.
Reference checks. The hiring manager or interviewers call past employers and colleagues to verify aspects of the candidate’s experience.
Decision. The company gives either a rejection or an offer. An offer leads to an acceptance or rejection by the candidate.