I’ve been grinding through internship recruiting season, and I’m noticing something weird. People talk a lot about coffee chats being this magic bullet for breaking into banking, but barely anyone seems to have a real system for it. They just kind of… reach out randomly to whoever they find on LinkedIn and hope something sticks.
I started mapping out my outreach differently after talking to a few second-years and analysts, and it’s night and day. Instead of just firing off generic emails, I’m thinking about who actually matters in the groups I care about, what they can realistically tell me, and whether they’re even in a position to influence my chances. Turns out, cold-emailing a VP in a group you don’t care about is basically theater.
The real shift came when I realized coffee chats aren’t about collecting meetings—they’re about collecting intelligence. What questions actually get honest answers? Which bankers will genuinely tell you if a group is a grind or a dead-end? How do you follow up without looking desperate?
I’m curious how others are actually structuring this. Are you targeting people strategically, or just playing the numbers game and hoping one of them pans out?
Strategic targeting significantly improves outcomes. Research shows roughly 15-20% response rates for personalized, well-researched outreach versus 2-5% for generic bulk emails. Consider segmenting your targets by: group reputation within your recruiting sphere, seniority level (analysts are typically more responsive than MDs), and likelihood of influence on hiring decisions. Map outreach timelines against recruiting cycles—early September and January yield better engagement. Track metrics: response rate, meeting conversion, and downstream referral success. This data points reveal which messaging resonates and which groups warrant renewed effort.
Most people don’t track the actual output of their coffee chats. I started keeping a simple spreadsheet: who I met, what I learned that mattered, whether they introduced me to someone else, and if that led anywhere concrete. Three months in, I could clearly see which conversations actually moved the needle versus which ones were just… nice chats. Turns out, people in certain groups and seniority levels are way more likely to actually help you move forward.
lol most ppl are out here treating coffee chats like theyre gonna change their life when really theyre just fishing expeditions. half the bankers dont even remember u after the call, and even if they do, they’re not gonna fight for u unless ur already polished. people waste time thinking quantity matters when 90% of those convos go nowhere. the ones that matter are the 2-3 where someone actually likes u enough to refer u or loop u in on something real.
this is gold, thanks for the wake up call. i was def just reaching out randomly lol. gonna actually think about who i’m pinging now and what i actually wanna know from them. mapping it out tmrw.
wait so ur saying most of my coffee chats r prob pointless?? that’s kinda depressing but also makes sense. how do u know which groups are worth targeting then?
You’ve identified a critical gap in most candidates’ approaches. From my experience, the distinction between effective and ineffective networking lies in intentionality. The strongest candidates I’ve seen treat coffee chats as research opportunities, not pitch sessions. They ask substantive questions about team dynamics, deal flow, and work-life reality—information that’s genuinely hard to find elsewhere. This approach accomplishes two things: you extract real intelligence about whether a group aligns with your strengths, and the banker recognizes you’re serious and thoughtful. That combination drives referrals far more reliably than enthusiasm alone.
You’re thinking smarter than most! Being intentional about who you reach out to and why will absolutely set you apart. You’ve got this!
I totally get this. During my recruiting cycle, I did exactly what you’re describing—just shotgunning emails everywhere. One of my friends got way more internship conversations just by doing what you said: targeting specific people, doing real research on them, and actually asking questions that showed he cared about the work. He got three offers. I was way less intentional and got one. The difference was kind of stark when I realized it halfway through recruiting.
the real thing nobody says out loud is that most bankers just want coffee chats to be painless. they’re not trying to help u, they’re trying to get thru their day. so if ur prepared, respectful of their time, and not asking them to do the work for u, they’re way more likely to actually think about u later when something comes up. its not magic, its just… not being another annoying email in their inbox.
One tactical addition: after you’ve identified your strategic targets, research their recent deal activity and commentary. Mentioning a specific deal they worked on or a comment they made on a panel shows genuine interest and makes your outreach stand out immediately. This small effort communicates respect for their time and positions you as someone who does their homework—a signal that resonates strongly in banking culture.