Stanford GSB is renowned for its entrepreneurial spirit, leadership development, and deep focus on personal transformation. Its two-year MBA program combines academic rigor with unmatched flexibility, allowing students to shape their own paths through electives, joint degrees, and hands-on experiences like Startup Garage. Located in the heart of Silicon Valley, Stanford offers unparalleled access to tech, venture capital, and innovation ecosystems. With a culture that encourages reflection, authenticity, and big thinking, Stanford is especially well-regarded for careers in entrepreneurship, tech, and social 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 bet.

LOR Analysis

Question 1
How long and in what capacity have you known the candidate?
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
What do you consider to be the candidate’s principal strengths / talents?
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
What do you consider to be the candidate’s weaknesses or areas that need improvement? If this is a work related reference, in what position is/was the candidate employed and for how long?
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.