MIT Interview Preparation
Master the interview process with expert tips, sample questions, and proven strategies from Dr. Karan Gupta
Interview Overview
MIT Sloan's Behavioral Event Interview: Rigor, Specificity, and Intellectual Honesty
MIT Sloan's interview philosophy is grounded in a simple but powerful principle: past behavior is the best predictor of future behavior. Unlike schools that ask hypothetical questions ("What would you do if...?"), MIT Sloan asks about real situations you have actually experienced and navigated. This Behavioral Event Interviewing (BEI) approach is more revealing than hypothetical questioning because it forces you to draw on actual experience, not imagination. Your brain cannot lie as easily when describing something you actually did.
MIT Sloan's interview process is unique among M7 schools in its rigor and its multi-stage structure. Before your live 30-minute interview with an MIT Sloan admissions committee member, you submit pre-interview materials: short-answer responses to specific questions, a data visualization demonstrating your analytical and communication skills, and a DEI (Diversity, Equity, Inclusion) situation essay. Your interviewer will have read your entire application file (essays, recommendations, transcripts, and these pre-interview submissions) and will use the live interview to probe deeper into your responses, to verify behavioral claims, and to assess how you think and communicate under pressure.
Approximately 19% of MIT Sloan applicants are accepted, and interview invitations are highly selective—the acceptance rate is one of the lowest in M7. The interview is not just an assessment tool; it is a critical filter. Unlike schools where interview acceptance rates are high (Kellogg ~85-90%, Columbia ~50%, Stanford ~40-45%), MIT Sloan interviews roughly 25-30% of applicants. If you receive a Sloan interview invite, you have already impressed the admissions committee through your application. The interview is where you prove that you can think rigorously, communicate specifically, and demonstrate emotional intelligence and ethical leadership alongside your analytical prowess.
MIT Sloan's 2027 class of 450 students (including dual-degree LGO students) has a median GMAT score of 720 (10th edition), a GPA of 3.61, and roughly 5 years of average work experience. The student body is 47% women and 42% international, representing 61 countries. What makes MIT Sloan distinctive is not just the intellectual rigor but the culture of innovation, experimentation, and what the program calls "the Four Hs": the Heart to strive, the Head to keep up, the Hands to get things done, and the Home to take risks in a supportive environment. MIT values people who can bring an entrepreneurial, creative, practical perspective to complex problems and who can take risks while supporting others in doing the same.
Interview Format
Format
Behavioral Event Interview (BEI) + Pre-Interview Submissions
Duration
30 minutes live interview + pre-interview written submissions
Interviewers
Trained members of MIT Sloan Admissions Committee
Interview Format Details
MIT Sloan Interview Format in Comprehensive Detail
Pre-Interview Submissions (Completed Before Live Interview):
Before your 30-minute live interview, you will submit: (1) Short-answer responses to 2-3 specific pre-interview questions provided by MIT Sloan (typically 200-300 words per response), (2) A data visualization that demonstrates your analytical thinking and communication ability (e.g., a chart, graph, or infographic telling a data story relevant to your field), (3) A DEI situation essay describing a time you addressed, learned about, or were impacted by diversity, equity, or inclusion issues. These submissions are reviewed carefully by your interviewer before the live conversation. Your interviewer will reference them in the interview and probe deeper into your responses.
Live Interview Duration & Structure (30 minutes): Your 30-minute interview is entirely virtual (Zoom) and structured around behavioral event interviewing. Your interviewer is a trained member of the MIT Sloan Admissions Committee—not an alumni volunteer or student, but a professional admissions officer. The interview follows a flexible structure: (1) Opening and rapport-building (2-3 minutes), (2) Behavioral questions probing your pre-interview submissions and application (15-18 minutes), (3) Follow-up probes diving deeper into specific situations and decisions (5-7 minutes), (4) Your questions (3-5 minutes). Your interviewer will ask about leadership experiences, teamwork and collaboration, conflict resolution, failure and learning, and analytical thinking. For each question, the interviewer will probe for behavioral specifics: "What exactly did you do?" "What did you specifically say?" "What was the outcome?" "What would you do differently?"
Interviewer Profile: Your interviewer is a trained member of the MIT Sloan Admissions Committee. They are not an alumni volunteer or a current student. They have received specific training in Behavioral Event Interviewing and are assessing: behavioral depth and specificity, leadership presence, analytical thinking, emotional intelligence, learning agility, communication clarity, teamwork and collaboration, and commitment to diversity, equity, and inclusion. They have a rubric, and they follow it carefully.
Application-Aware Interview: Your interviewer has read your entire application file: your essays, recommendations, transcripts, and pre-interview submissions. This is not a blind interview. Your interviewer knows your background and will reference specific things you wrote or mentioned. If there are inconsistencies between your application and your verbal answers, your interviewer will probe. If your essays mention a specific achievement but your verbal interview response is vague, you will be asked to clarify or go deeper.
Behavioral Event Interviewing Methodology: BEI is a structured interview technique based on the principle that past behavior is the best predictor of future behavior. Rather than asking "How would you handle a conflict with a colleague?", MIT asks "Tell me about a conflict you actually had with a colleague. Walk me through exactly what happened." This forces you to recall a real situation and to draw on actual experience. Your brain cannot manufacture an answer as easily. The specificity of your response—the details you remember, the exact words you say you used, the measurable outcomes—all reveal your actual competence and character.
Interview Timing & Scheduling: Once you receive your interview invitation, you have roughly 1-2 weeks to complete pre-interview submissions and prepare for the live interview. Interview slots are scheduled on a first-come, first-served basis, and MIT tries to accommodate different time zones.
Interview Style & Expectations
Behavioral (past behavior-focused), structured, application-aware, specific and quantified
What MIT Looks For
Interview Questions: In-Depth Analysis
MIT Sloan Interview Question Patterns, BEI Categories & Deep Probing Strategy
MIT's BEI Philosophy: Behavioral Event Interviewing is based on the research finding that past behavior is a reliable predictor of future behavior. Rather than asking "How would you handle X?", MIT asks "Tell me about a time you actually handled X." Your interviewer will probe for specifics: the exact situation, your exact actions, the exact words you used, the measurable outcome. Vague answers get pressed for detail. Generic answers do not satisfy. MIT wants to understand how you actually behave, not how you think you would behave.
Category 1: Leadership & Influence (30-40% of interview)
"Tell me about a time you had to lead a team or initiative. What was the challenge?" MIT probes this relentlessly: "What specifically did you do to set the direction?" "What did you say to the team?" "How did they respond?" "What would you do differently?" Leadership at MIT does not mean having a title. It means influencing others, bringing people together, enabling them to do their best work. MIT wants to know: Are you someone who takes initiative? Do you inspire others? Do you bring out the best in your team? Do you acknowledge their contributions? Stories should demonstrate not your brilliance but your ability to enable others' brilliance.
Category 2: Teamwork & Collaboration Without Formal Authority (20-30% of interview)
"Tell me about a time you worked on a team where you were not the leader. What did you contribute?" or "Describe a situation where you had to influence someone senior to you or someone outside your team." MIT wants to understand that you can add value without being in charge. Can you work effectively as a team member? Can you influence without formal authority? Can you bring good ideas to the table and get them heard? Stories should show that you contributed meaningfully, that you listened to others, and that you were not waiting for formal authority to add value.
Category 3: Conflict Resolution & Difficult Conversations (15-25% of interview)
"Tell me about a conflict you had with a colleague or manager. How did you handle it?" MIT probes hard here: "What specifically did you say?" "How did they react?" "What was the outcome?" "What would you do differently?" This question reveals your emotional intelligence, your ability to have difficult conversations, and your integrity. Good answers show that you addressed the issue directly, that you tried to understand the other person's perspective, and that you sought a resolution that was fair. Answers that avoid confrontation or that portray you as always being right raise red flags.
Category 4: Failure, Setback & Learning (15-20% of interview)
"Tell me about a time you failed or made a significant mistake. What did you learn? What would you do differently?" MIT values learning agility and intellectual humility. Choose a real failure, not a humble-brag. Own it completely. Explain what you learned about yourself, your approach, or how you lead. Answers that show you learned, that you changed your behavior, and that you grew demonstrate the character MIT values. Answers that minimize the failure or that blame external factors raise concerns.
Category 5: Analytical Thinking & Problem-Solving (10-15% of interview)
"Tell me about a complex problem you solved. How did you approach it?" or "Describe a data-driven decision you made. What was your analysis?" MIT wants to understand how you think analytically. Your answer should show: How did you define the problem? What data did you gather? What was your hypothesis? What was the outcome? These questions often flow into discussion of your data visualization submission.
Category 6: Diversity, Equity & Inclusion (5-10% of interview)
"Tell me about a time you worked with someone very different from you" or direct questions about your DEI submission essay. MIT is assessing your understanding of complex issues, your commitment to inclusion, and your ability to work across differences. Thoughtful, specific answers that show genuine reflection on these issues matter.
Sample Interview Questions
Leadership
Tell me about a time you had to lead a team or initiative with a challenging goal. Walk me through exactly what you did.
Tip: Use STAR framework. Situation: the context and goal. Task: your role and challenge. Action: what YOU specifically did (not your team). Result: the measurable outcome. Your interviewer will follow up: 'What specifically did you say?' 'What was the team's initial reaction?' 'What would you do differently?'
Teamwork
Describe a time you worked on a team where you were not the leader. What did you contribute?
Tip: Show that you can add value without a title. Give a specific example of how you contributed, influenced, or solved a problem even though someone else had formal authority.
Conflict Resolution
Tell me about a conflict you had with a colleague or manager. How did you handle it?
Tip: Choose a real conflict, not a fake one. Explain: What was the disagreement? What did you do? What did you say to them? What was the outcome? What did you learn about yourself? Your interviewer will probe: 'What were you feeling in that moment?' 'What would you do differently?'
Failure & Learning
Tell me about a time you failed or made a significant mistake. What did you learn?
Tip: Choose a real failure. Own it completely. Explain what you learned about yourself, your approach, or how you lead. Show that you changed your behavior as a result. MIT values learning agility and intellectual humility.
Fit & Vision
Why MIT Sloan? What are your career goals?
Tip: Be specific about your goals. Reference MIT-specific resources: the case method, the entrepreneurship programs, the Sloan Fellows program, or specific faculty research. Show that you understand MIT's culture of innovation and the Four Hs.
Analytical Thinking
Describe a complex problem you solved. How did you approach it?
Tip: Walk through your problem-solving process: How did you define the problem? What data did you gather? What was your hypothesis? What approach did you take? What was the outcome? Show analytical rigor and clear thinking.
Influence & Impact
Tell me about a time you had to influence someone senior to you or outside your team. How did you approach it?
Tip: Show that you can lead without formal authority. Give a specific example of how you got someone to see your perspective or take an action you advocated for. What was your strategy? What did you say?
Diversity & Learning
Tell me about a time you worked with someone very different from you. What did you learn?
Tip: Show that you value diverse perspectives, that you can learn from people different from you, and that you contribute to an inclusive environment. Be specific about the difference and what you learned.
Self-Awareness & Growth
What is an area where you need to develop or improve?
Tip: Be honest about a genuine gap. Maybe you want to develop finance skills, improve your public speaking, or learn to delegate better. Show that you are aware of it and actively working to improve. MIT values learning agility.
Growth & Humility
How do you receive feedback? Tell me about a time you received critical feedback and how you responded.
Tip: Choose feedback that was hard to hear but led to real change. Show that you do not get defensive, that you listen, and that you adjust your behavior. Vulnerability and willingness to improve are strengths at MIT.
Analytical Communication
Tell me about your data visualization submission. Why did you choose this data? What insight does it show?
Tip: Be prepared to explain your visualization fluently. Why did you choose this dataset? What story does the data tell? What insights or implications do you draw? Can you explain it to someone with no background in your field?
DEI & Values
Can you elaborate on your DEI essay? What did that experience teach you?
Tip: Show genuine understanding of diversity, equity, and inclusion. Discuss not just what happened but what you learned about yourself, about others, about systemic issues. Show commitment to building inclusive communities.
Engagement & Curiosity
Do you have any questions for me?
Tip: Have 3-4 thoughtful questions ready. Ask about the MIT Sloan community, the case method, opportunities for social impact, or the interviewer's experience. Show genuine curiosity.
Preparation Strategy
Do's - Preparation Tips
- Master the STAR framework before your interview. Every story should have clear Situation, Task, Action, Result.
- In pre-interview submissions and in the live interview, include specific details: exact words you said, exact numbers/metrics, exact outcomes.
- For your data visualization, choose data relevant to your interests and create a clear insight story. Be prepared to explain it fluently.
- For your DEI essay, be genuine and thoughtful. MIT values candidates who understand complex social issues and are committed to building inclusive communities.
- Practice answering with behavioral specificity. When asked 'Tell me about a time you led a team,' your answer should include: the situation, your specific actions, what you said, the exact outcome.
- Prepare for follow-up probes: 'What were you thinking at that moment?' 'What did the team member say in response?' 'What would you do differently?' 'What did you learn?' Go deeper.
- Ask thoughtful questions about MIT Sloan's culture, the case method, research opportunities, or the startup ecosystem. Show intellectual curiosity.
- Be honest about failures and limitations. MIT values intellectual integrity. If you made a mistake, own it. If you had a limitation, acknowledge it and show how you addressed it.
- When discussing leadership, emphasize how you enabled others, not how you dominated. MIT seeks leaders who bring people along.
- Show emotional intelligence in your stories. Whether discussing conflict resolution, teamwork, or failure, demonstrate that you understand people and can navigate interpersonal complexity.
Don'ts - Common Mistakes
- Vague STAR stories without specific details. MIT wants to know exactly what you did, said, and the exact outcome.
- Hypothetical answers instead of real examples. MIT asks about real experiences. 'I would handle it by...' is not an acceptable answer.
- Not including measurable outcomes. Quantify your impact when possible: '30% improvement', '$2M revenue increase', 'reduced time from 2 hours to 15 minutes'.
- Generic 'why MIT' answers. Go deep. Reference specific programs, the Four Hs, MIT's innovation culture, or what attracts you specifically.
- Pre-interview submissions lacking behavioral detail. MIT reads hundreds of these. Specific, insightful responses stand out.
- DEI essay that feels like checking a box or being performative. MIT values genuine reflection and understanding.
- Dominating stories in ways that minimize your team's contributions. MIT values leaders who enable others, not narcissists who take all credit.
- Defensive reactions to follow-up probes. MIT interviewers will press you. Embrace it. Use it as a chance to show your thinking.
- Not preparing for probing follow-ups. Practice going deeper: 'What were you thinking?' 'What would you do differently?' 'What did you learn?'
- Weak data visualization without a clear story. Your visualization should tell an insight, not just display data.
Comprehensive Preparation Guide
MIT Sloan Interview Preparation Strategy: A Comprehensive Roadmap for Behavioral Rigor
Overall Timeline: Intensive 1-2 week preparation between interview invitation and live interview, plus ongoing story development before the invite
Pre-Invite (Ongoing): Master the STAR Framework & Develop Behavioral Stories
Before you even receive your interview invite, you should be developing behavioral stories using the STAR framework. STAR stands for: Situation (brief context, 30 seconds), Task (your challenge or goal, 15 seconds), Action (what YOU specifically did, 45-60 seconds), Result (outcome, ideally with metrics, 30 seconds). MIT values behavioral specificity above all else. Develop 8-10 stories covering: (1) A time you led a team or initiative with a challenging goal, (2) A time you worked on a team where you were not the leader but contributed meaningfully, (3) A conflict or difficult situation you had with a colleague or manager and how you handled it, (4) A time you failed or made a mistake and what you learned, (5) A time you persuaded or influenced others, (6) A time you worked with someone very different from you (different background, industry, thinking style), (7) An analytical or technical challenge you solved, (8) A time you took a risk or tried something unconventional. For EACH story, know: the specific situation, the specific task or goal, the SPECIFIC ACTIONS YOU TOOK (not what your team did—what you did), the SPECIFIC OUTCOME (ideally quantified: "Reduced processing time by 30%", "Increased revenue by $2M", "Improved team retention from 60% to 90%").
Post-Invite Week 1: Understand Pre-Interview Submission Prompts & Draft Responses
Once you receive your interview invitation, you will get access to your pre-interview questions. MIT's typical pre-interview questions are behavior-focused and might include: "Tell us about a time you overcame a significant challenge" or "Describe a situation where you had to adapt your approach based on feedback" or "Walk us through a complex decision you made and the impact it had." For each prompt: (1) Choose a real, specific example from your experience, (2) Answer using the STAR framework, (3) Include measurable outcomes if possible, (4) Be concise—typically 200-300 words per response, (5) Show not just what you accomplished but what you learned about yourself or your approach. MIT reads thousands of these submissions. Vague, generic answers will not stand out. Specific, detailed, insight-rich answers will be remembered.
Post-Invite Week 1: Develop Your Data Visualization
Choose a dataset relevant to your field or interests. Create a visualization (chart, graph, infographic) that tells a story and demonstrates both your analytical thinking and your ability to communicate data insights. Examples: (1) If you are in finance, visualize a stock performance analysis over time and explain why the trend matters, (2) If you are in healthcare, create a visualization showing healthcare cost trends and a hypothesis for solutions, (3) If you are in tech, visualize user growth data and highlight inflection points, (4) If you are in operations, visualize supply chain efficiency metrics. The visualization should not just show data; it should communicate an insight. Your interviewer will ask you to explain it, so be prepared to discuss why you chose this data, what the visualization reveals, and what insights or implications you draw from it.
Post-Invite Week 1: Draft Your DEI Essay
The DEI situation essay typically asks you to describe a time you addressed, learned about, or were impacted by issues of diversity, equity, or inclusion. MIT is assessing: your understanding of complex social issues, your commitment to building inclusive communities, your self-awareness about your own identity and biases, and your ability to take action. Do not treat this as a checkbox. Be genuine. If you have witnessed discrimination or inequity, describe it and what you learned or did. If you have benefited from diversity and inclusion efforts, describe that and what it taught you. If you have made a mistake or held a bias and learned from it, own it. MIT values candidates who are thoughtful about DEI, not performative.
Post-Invite Week 2: Refine Stories with BEI Depth & Practice with Follow-Ups
Your interviewer will ask behavioral questions and then immediately follow up with probes like: "What were you thinking at that exact moment?" or "What exactly did you say to them?" or "What would you do differently?" Practice going deeper into your stories. If you tell a story about leading a team, be prepared for: "Walk me through the first conversation you had with them. What did you specifically say?" or "When you realized the approach was not working, what did you do in that exact moment?" Your answers should be vivid and specific, not generic.
Post-Invite Week 2: Mock Interview with BEI Probing
Do a mock interview with someone who can play the role of a rigorous MIT interviewer. Ask them to: (1) Ask behavioral questions directly: "Tell me about a time you led a team," (2) Immediately follow up with probes: "What exactly did you say to them?" "What were you thinking?" "What would you do differently?" "What did you learn?", (3) Ask about your pre-interview submission responses and probe deeper, (4) Ask about data visualization and your analytical thinking, (5) Ask about your DEI essay and your understanding of complex issues. Record yourself. Watch it back. Do you have specifics, or are you vague? Do your stories have vivid details, or do they sound generic? Can you articulate not just what happened but what you learned?
Final Note: MIT Values Intellectual Rigor AND Emotional Intelligence
There is a misconception that MIT Sloan interviews are purely about technical prowess or analytical thinking. This is wrong. MIT is assessing your ability to work effectively with people, your emotional intelligence, your ethical leadership, and your commitment to building inclusive teams. Your behavioral stories should demonstrate not just what you accomplished but how you enabled others, how you navigated complex interpersonal situations, and how you learned from diverse perspectives. The rigor and the humility together are what MIT seeks.
Key Statistics
17.8-19%
acceptance rate
~25-30%
interview rate
450 (including dual-degree LGO students)
class size
720 (10th edition), 675 (GMAT Focus)
median gmat
710-760 (middle 80%)
gmat range
3.61 (U.S. applicants only)
average gpa
5 years average
years experience
47% of Class of 2027
women percentage
42% of Class of 2027
international percentage
61
countries represented
27%
engineering background
23%
business background
17%
economics background
Student Success Stories
KGC Student Success: MIT Sloan Stories
Story 1: The Precise Engineer with EQ
Arjun, a software engineer at Google, was naturally detail-oriented and analytical. In his pre-interview submission about leadership, he wrote with precision: "I led a team of four engineers to redesign our data pipeline. The timeline was aggressive—three months. The team was skeptical because similar projects had failed before. I broke the project into two-week sprints and held daily standups where I explicitly asked each engineer what blockers they had and what support they needed from me. By day 10, two engineers flagged that the project architecture would not scale. Instead of defending my original design, I said: 'You have been thinking about this longer than I have. Walk me through your concern.' We spent a full day redesigning. The new design worked. We launched one week early. The result was a 40% improvement in query speed, reducing data retrieval time from 2 seconds to 1.2 seconds. But more importantly, the team felt heard. One engineer told me: 'I have never worked for someone who actually listens like this.'" In his interview, when asked about leading a team, he went deeper: "What made me realize I had gotten it right was that team members actually volunteered to work on follow-up projects with me. That would not have happened if they felt like I was just driving my own agenda." His interviewer heard an engineer with intellectual rigor AND emotional intelligence. Admitted.
Story 2: The Honest Conflict Resolution
Deepika, an operations manager at a healthcare provider, described a conflict with a peer. She had submitted pre-interview responses that were generic: "I approached the conflict by seeking to understand both perspectives." In her interview, she was pressed: "Tell me exactly what the conflict was about. What did they do? What did you say to them?" She opened up: "My peer kept missing deadlines on data that our team needed. I was frustrated. For weeks, I kept sending her reminder emails, getting more frustrated each week. Finally, I realized I had never actually asked her what was going on. I walked over to her desk and said: 'I notice your deadlines are slipping. I want to understand what is happening from your perspective, not assume anything.' She broke down. She was understaffed and unclear on requirements. She did not want to speak up because she was new. I had been so focused on my own frustration that I never asked. We worked together to clarify requirements and brought my team in to help temporarily. Her deadlines improved. But I learned something about myself: my instinct to be right can prevent me from connecting with people. I needed to choose curiosity over criticism." Her interviewer nodded. Real conflict, real conversation, real learning. Admitted.
Story 3: The Calculated Risk-Taker
Sameer, a finance professional looking to transition to venture capital, described a time he took a risk. He had volunteered at a nonprofit while working full-time. A social enterprise focused on providing clean water to rural areas needed pro-bono financial modeling. Sameer offered to help. In his interview, he was asked: "Walk me through what you did. What was the risk?" He said: "The nonprofit was run by a founder who had a brilliant mission but no finance background. I spent 20 hours building a detailed financial model showing the cost per customer served, sensitivity analysis on key assumptions, and a path to sustainability. But before I presented it, I realized that my model might overwhelm her. Instead of handing her a spreadsheet, I spent time teaching her how to think about unit economics. I asked questions: 'What happens if your cost per installation goes up by 20%? What happens if your customer retention drops?' She started to ask her own questions. By the end, she understood not just the numbers but the thinking behind them. A year later, she told me my financial framework helped her raise investment." His interviewer asked: "What was the risk?" Sameer said: "The risk was that I could have imposed my own model on her, which might have been too complex. The bigger risk would have been to help her in a way that made her dependent on me, rather than enabling her to think independently. I chose to teach her to fish, even though it took longer." That mindset—enabling others, thinking about impact, taking calculated risks—is exactly what MIT values. Admitted.
Expert Interview Coaching
Dr. Karan Gupta's Interview Advice
Dr. Karan's Insider Perspective on MIT Sloan Interviews
I have coached over 60 MIT Sloan candidates in my career, and this much is certain: MIT's Behavioral Event Interview approach is one of the most rigorous in MBA admissions. The school does not accept vague answers. They do not accept hypothetical thinking. They want to understand how you actually behave, what you actually say, and what you actually accomplish. The specificity with which you answer is the specificity of your thinking.
Here is what I have observed: candidates who succeed at MIT are those who have done deep behavioral reflection. They can articulate not just what they did but why they did it, what they were thinking in real time, and what they learned about themselves. They are intellectually rigorous and intellectually humble at the same time. They can discuss complex analytical problems with precision and complex interpersonal situations with emotional intelligence.
The pre-interview submissions are critical. This is where you set the agenda for the live interview. If your pre-interview responses are vague, your interviewer will have little choice but to spend time on clarification in the live interview. If your pre-interview responses are specific, detailed, and insightful, your interviewer can spend the live interview probing deeper and going further. Your data visualization matters. Your DEI essay matters. Treat them seriously.
One final observation: MIT values what the program calls "the Four Hs"—the Heart to strive, the Head to keep up, the Hands to get things done, and the Home to take risks in a supportive environment. Show all four in your interview. Show intellectual rigor (Head), show that you can execute and drive results (Hands), show that you care about your team and about building inclusive communities (Heart), and show that you take calculated risks while supporting others in doing the same (Home). That balance is what MIT is looking for.
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