MIT Sloan is renowned for its hands-on learning, innovation mindset, and emphasis on principled, data-informed leadership. Its two-year MBA program blends analytical training with real-world application through labs, action learning projects, and cross-disciplinary collaboration. Located in the heart of Cambridge’s innovation district, Sloan offers deep access to tech, startups, sustainability, and global business ecosystems. The program attracts humble, curious leaders who are comfortable with ambiguity, eager to experiment, and driven to solve complex problems. Its culture prizes collaborative action, systems thinking, and a commitment to creating positive, scalable impact.

WHOM TO CHOOSE AS YOUR RECOMMENDER?

Best bets (in this order):

• Your current direct supervisor

• A former boss (from the last 1–2 years)

• Any manager who’s directly led your work

• A mentor or business partner

• A client (only if the relationship was deep + recent)

• A social work lead (only if it’s core to your story)

Avoid picking:

• Family members (instant red flag)

• Juniors or direct reports

• Vendors or service providers

• Peers or professors (unless there’s a standout reason — and even then, risky)

Bottom line: Choose impact over title. If they’ve seen you lead, grow, or grind — they’re a strong

LOR Analysis

Question 1

How long and in what capacity have you known the applicant?

Tips:

 This isn’t just a “how long have you known them” question it’s a credibility test. Instead of saying, “I’ve known her for 12 months,” have your recommender add a quick story or reason that shows why they worked with you. Something like, “I brought her onto my team because she consistently translated complex data into clear insights for senior clients.” That one line tells the AdCom how long, how closely, and why they rate you. And if they hired, promoted, or specifically requested to work with you say it. That’s instant credibility.

Question 2 

How does the applicant stand out from others in a similar capacity?

Tips:

Anyone can say someone’s “hardworking” or “dependable” but without real examples, it’s just noise. Your recommender needs to highlight traits that matter, and back them with proof. Focus on EQ over IQ. Leadership over checkbox wins. Don’t just say you met deadlines show how you led under pressure, rallied a team, or took initiative beyond your role. If you've been promoted fast, won awards, or stood out among peers, that’s gold include it. And make sure every trait ties back to your future career goals. If you're gunning for a leadership role in impact investing, show moments where you influenced, built consensus, or pushed a bold idea forward. No vague praise. No fluff. Just sharp traits, linked to sharp stories.

Question 3  

Please give an example of the applicant’s impact on a person, group, or organization.

Tips:

Sloan isn’t looking for solo heroes. It’s built for people who move fast and bring others with them. If you can’t collaborate, you won’t thrive here not because it’s soft, but because real innovation needs friction, trust, and shared momentum. Sloan’s the kind of place where your EQ gets tested as much as your IQ where the best ideas don’t win by volume, but by how well they’re built, debated, and owned as a team. It’s a school for people who don’t just want to disrupt industries, but do it with people, not to them. If your instinct is to lift others up, solve tough human problems, and create systems that scale impact Sloan isn’t just a fit. It’s fuel.

Question 4 

Please give a representative example of how the applicant interacts with other people.

Tips:

Let’s get real Sloan doesn’t care for generic praise. They want proof. Your recommender shouldn’t just say you’re “a great leader” they need to show how you’ve stood out compared to others in your role. Push them to pick 2–3 real character or leadership traits they genuinely admire in you like resilience under pressure, empathy in team settings, or clarity in decision-making and then build the story around that. Best format? SCAR: What was the Situation, what was the Challenge, what Action did you take, and what Result did it lead to. Ideally, stories that show you solving messy problems with people, not just for them. Sloan loves collaborators, not lone wolves.

Question 5  

Describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response.

Tips:

The best way to answer the weakness question? Keep it real but structured. Start with the actual weakness (don’t sugarcoat it), then share the feedback they got that made them aware of it. Show that they took it seriously no defensiveness, just maturity. Then walk through what they did to fix it: concrete actions, not vague intentions. End with the progress they’ve made and the impact it had. Every step should have an example. And remember: pick a weakness that’s fixable, not a red flag. Never choose something that questions judgment, ethics, or character. You want growth, not damage control.