Companies and firms looking to hire entry-level actuaries are finding new challenges that are unlike those at any time in the recent past: the supply of extremely bright, qualified and eager candidates is so high that it is nearly problematic! I often hear the complaint, one that easily described as a good problem to have, that “I posted a job, and got 250 applicants. How do I sort through them all to find the best candidates?” The larger employers of entry-level actuaries have this process figured out. They have college recruitment programs, staff dedicated to the process, shiny brochures printed, give away products printed with their company logo, and exam and rotational programs in place that give the recruits a vision of what life at their company would be like.