When evaluating talent, whether you tend to recruit candidates who graduated from Ivy League schools depends mainly on multiple factors, including job requirements, industry characteristics, and company culture. Here are some considerations: 1. **The value of educational background**: Ivy League schools are often seen as a symbol of high-quality education, and graduates may have a strong foundation in thinking ability, analytical skills, and interpersonal communication. However, educational background is only one aspect of evaluating candidates and does not fully represent their overall quality. 2. **Diverse perspectives**: Graduates from different schools may bring different perspectives and experiences. Diverse teams are generally better at solving problems and innovating, so focusing only on graduates from Ivy League schools may limit the breadth and creativity of the team. 3. **Practical skills and experience**: Many positions place more emphasis on practical skills and relevant experience, which is not necessarily directly related to the candidate's school background. Through internships, projects, and work experience, the candidate's performance in these aspects is often more important. 4. **Cultural fit**: When recruiting, the candidate's fit with the company culture is equally important. Some candidates from non-Ivy League schools may be more in line with the company's values and team atmosphere. 5. **Industry and Function Differences**: In some industries or positions (such as academic research, engineering, finance, etc.), an Ivy League degree may be considered an advantage, but it may not be so important in other fields. Therefore, although Ivy League graduates may show excellent performance on resumes, recruitment should consider the overall quality, ability, experience and match with the company culture of the candidate, rather than relying too much on school background. This is the only way to ensure that the most suitable talents are found.