University Students : Careers : GE
Recruiting & Hiring Process
Program Structure
Training
Leadership Opportunities
Evaluation
Career Progression
International Candidates
ECLP Spouse/Partners Network
Affinity Groups
The ECLP program hires over 100 candidates globally each year.
For US candidates only: Recruiting Process and Timeline. (This process & timeline varies by region outside of the US.)
| Event | General Timeline |
|---|---|
Campus presentation |
September (varies by school) |
Resume drop |
September/October (varies by school) |
First round interviews on campus or by phone |
October (varies by school) |
Second round interviews (off campus) |
Early November |
Decisions made/offers extended |
Mid November |
Program start date |
Mid July of the following year (varies by business) |
*ECLPs are not hired into these businesses, but may have the opportunity to complete a rotation in them.
Specific to the Experienced Commercial Leadership Program (ECLP), candidates are hired into one of the nine businesses based on candidate preference and business need and complete all three rotations within that business.
Participants complete three 8-month rotations in sales and/or marketing functions within their hiring business and are expected to be geographically mobile.
Although each participant's rotations are different over the two years, the standard curriculum and the power of the ECLP network drives consistency in the participants' experience.
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The ECLP program is shaped and continuously enhanced through the involvement of its ECLP members. The program provides participants with opportunities to take significant roles in the leadership, management and advancement of the program. Members also have the unique opportunity to work with colleagues across businesses and from around the globe to lead change initiatives in a wide variety of areas including:
These opportunities create great visibility for program members, which leads to an increased network across the broader GE Company.
Back to TopEvery four months, ECLPs complete a self-assessment and are evaluated by their rotation assignment leader and business program manager. This process helps ECLPs routinely reflect on their accomplishments, development needs and career interests.
In GE, we believe strongly in our human capital and in our talent assessment process. Each year, the businesses complete a global talent review of their employees and leadership bench strength. ECLPs are a featured part of this review process and are showcased in discussions even at the Chairman-level.
Back to TopThe Experienced Commercial Leadership Program is a career differentiator. Members who have a high level of success on program and are recognized for their contributions are well positioned to accelerate their careers in a commercial function within GE. Career paths vary widely by ECLP interest, career alignment and overall business need.
Since 2000, many ECLP alumni have achieved significant commercial roles within the company. Meet some of these alumni here.
Back to TopECLP places a tremendous emphasis on the global reach of the program, with presence in China, India, Latin America, Europe, Middle East, Africa, Japan, United States and ASEAN. GE conducts business in over 100 countries and territories, and ECLP is positioned to produce the best sales and marketing talent across the entire globe. Currently, nearly half of all ECLPs are based in countries outside of the United States.
The percentage of international ECLPs will likely grow in the coming years, as the majority of GE revenues are increasingly produced from business outside of the US. To support this growth in commercial functions, GE ECLP will continue to actively recruit in areas with a strong ECLP presence.
Back to TopGetting engaged with one of ECLP's three affinity programs is just one of many ways to go above and beyond your rotations.
African American Forum (AAF) Virtual Network: The goal of the ECLP AAF team is to improve retention and growth among African American employees across the program and within GE through professional development, career management, mentoring, exposure and networking. The AAF community within GE helps to strengthen linkages with the African American community in neighborhoods where our employees live and work, enhancing GE's image as an Employer of Choice.
Asia Pacific Affinity Forum (APAF): ECLP APAF aims to be the focal point for the understanding of; attracting, developing and retaining ECLP talent for; and bringing together ECLPs with an interest in the Asian Pacific regions. A few examples of ECLP APAF initiatives: Asia-specific recruiting on-campus and in-region (USA and Asia), speaker events (both for ECLP and broader GE audiences), mentor program, promoting the ECLP brand in Asia etc.
Hispanic Forum (HF) Virtual Network: The goal of the ECLP HF team is to improve retention and growth among Hispanic employees across the program and within GE through professional development, career management, mentoring, exposure and networking. The HF community within GE helps to promote opportunity’s for higher education and post graduate career pathing, As part of these efforts HF partners with strong affinity groups such as National Society of Hispanic MAB’s (NSHMBA) to strengthen awareness and provide opportunities to qualified Hispanic professionals
Women In Commercial (WIC) Virtual Network: WIC is a key initiative in the GE Women's Network and is devoted to fostering the development, retention and promotion of women in commercial roles through mentoring, training, visibility, events and networking. The ECLP-WIC hub provides women in the program cross-business global connections with GE's commercial leaders, alumni and program members.
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