Funding Fell Through—Now What? How Faculty Can Retain Admitted Students When the Money Disappears

Across the country, graduate programs are facing a reckoning. Once-stable funding models are shifting, institutional budgets are tightening, and students—the very people we’re supposed to support—are bearing the brunt.

Assistantships are being reduced, fellowships are disappearing, and grant criteria are becoming more rigid. And the echo across our campuses is loud: “What happens to me now?”

Students are overwhelmed, confused, and justifiably angry. And the institutional responses they’re receiving often confirm those feelings—through silence, vague promises, or unclear next steps. Just look at this letter a student received.

This hurts. I know the faculty didn't want to send this, but you aren't on the receiving end of it to know the feeling of hurt a student experiences when they receive or see letters like this.

Here's the thing: some, not all, of the issues we see in higher education are preventable, but we don't focus enough on training and skill development that meet very critical needs for success.

I never took a graduate admissions, recruitment, budgeting, or institutional communication course.

Yet here you are—expected to navigate all of it like pros. And while many of you have read a book, joined a webinar, or sat through a conference session, few have received formal training on how to actually recruit and retain graduate students.

But let’s be clear:

Faculty are responsible for recruitment and retention. You don’t have to like it. But you do have to own it. To prospective students, you and your colleagues represent the institution. They assume you know what’s happening, and they expect answers.

And yes, I tell students the truth: not all faculty are equally invested in admissions. But that doesn't change how students experience your silence—or your presence.

Now, Here’s the Bigger Picture:

Your program is likely facing a perfect storm:

Shrinking budgets
Political pressure
A rising public narrative that higher education isn’t worth the cost

You launched this admissions cycle assuming your usual funding structure would hold. Maybe some minor tweaks here and there. But then came the 2025 policy changes, funding rollbacks, and looming threats to federal support. Just like that, your offers don’t mean what they used to. And your ability to retain students is in jeopardy.

If you’re reading this, it’s because you’re trying to figure out how to keep your program afloat—and your students supported—when the financial rug has been pulled out from under both of you.

Let’s start with the tricky question:

How Do You Retain a Student When Their Funding Has Been Taken Away?

It’s a tough one—one that many institutions haven’t had to confront at this scale—but ignoring it will not make it go away.

Instead, let’s use this moment as an invitation to rethink what sustainable graduate education looks like.

It Starts With Transparency

Communication becomes a lifeline in times of uncertainty. Students deserve to know what’s happening—not just the decisions that were made, but how and why they were made.

Admissions isn’t just data on a spreadsheet. Every "yes" is a promise. So ask yourself: Are we truly prepared to support the people we admit? Are we willing to be honest about what we can and cannot offer?

Fear has paralyzed higher education for too long. Fear of losing top talent. Fear of backlash. Fear of admitting that we don’t have all the answers. But fear is already here. You might as well lean into it—and lead with integrity.

Your silence helps no one. Today, I’m asking you to say the hard thing, ask the uncomfortable question, and have the courageous conversation that moves your program forward.

If pressure produces diamonds, then your program should be Helzberg, Zales, and Tiffany combined. Niceties aren’t cutting it anymore. Let’s get real—and get results.

Faculty: The Unsung Force Behind Program Sustainability

Faculty shape the graduate student experience—from mentoring to advocacy to securing research dollars. But they’re also overworked and under-resourced.

I get it. I’m married to a faculty member. I’ve taught grad courses. I’ve sat on the committees. And after working with alot of faculty I can say it with my chest that some of you are

But it's not about your feelings or mine; it's about the actions we take to make graduate education accessible for all who want it.

Now is the time to engage faculty as educators and strategic partners in student recruitment and retention.

ATTENTION COLLEGE PRESIDENTS, PROVOSTS, LEADERSHIP, AND BOARDS.

Real solutions emerge when faculty are brought into the loop and given tools to collaborate and succeed.

Here’s the truth: No students = no program, and no program = no job. So yes, recruitment and retention at the graduate level matter.

3 Things You Can Do Today

Whether you’re a department chair, coordinator, or faculty member—here’s where you can begin:

1. Conduct a “Retention Readiness” Check

Review your current student support and retention systems. What actually exists for students who lose funding?

Is there a process for emergency aid?
Can students access part-time campus jobs or flexible coursework options?
Are accommodations clearly communicated?

Now gather your team and ask: If I were a student in crisis, would I know where to go for help?

Quick story: A few days before my doctoral assistantship was set to end on June 30, I was informed it wouldn’t be renewed. I went to my department chair and advisor to ask what could be done. Their response? “What are you going to do?”

I was shocked. When I was exploring the program, I was told that “we guarantee funding for all our students.” I assumed that meant I’d be supported through the finish line. It was a tough—but necessary—lesson in how graduate funding actually works.

Instead of staying bitter or distrusting of faculty, I channeled that experience into writing my book, 20 Questions to Answer Before You Apply to Graduate School, to help others make informed decisions before enrolling. Question 8 specifically asks: “What Are Some Questions to Ask a Graduate Coordinator About Funding?”

If your program is rethinking retention strategies, start by understanding the real concerns students are facing. I know the fiscal year is coming to a close soon. Click the button below and grab a copy for every faculty member in your department. It will help you prepare for the questions students are already asking—and the ones they’ll ask when funding disappears.

Purchase The Book

Bonus tip—learn how to use Slate. I know it’s a lot. But if you finished a dissertation, you can handle a CRM. If you can order Uber Eats, you can click through Slate. Your students deserve systems that work.

2. Build a Faculty Engagement Strategy

Host a meeting, retreat, or small-group discussion to tackle recruitment and retention. You can't heal what you won't reveal.

Ask your faculty what resources they need to support students better.
Invite folks from other departments.
Create a cross-campus community of practice around sustainable graduate education.

In other words: Get out of your silo. I’ve worked with faculty for over 10 years. I know some of y’all want to be left alone. But this isn’t the time for hermit mode. This is the time to show up.

3. Prioritize Yield Over Volume

Stop obsessing over how many offers you made. Focus on how many students you actually supported well.

This year, center your admissions strategy around:

Fit
Transparency
Program alignment
Realistic financial expectations

Psst... I’m hosting a free webinar on May 14 about high-yield recruitment and admissions strategies. Save the date and bring your whole team. Details are coming soon.

Let’s Do More Than React. Let’s R.E.A.C.H.OUT to STUDENTS!

The funding crisis won’t be solved overnight. But how we respond today will determine whether our programs merely survive—or adapt and thrive.

The R.E.A.C.H. framework I use—Recruit, Educate, Achieve, Connect, and Highlight—was built to help faculty and graduate programs overcome:

Declining diversity (not the D word).
Ineffective recruitment strategies
Financial limitations
And unclear value propositions

Want in? Complete our Graduate Recruitment Audit.

Why You Need to Complete the Recruitment Audit and Get Your Score

Fill out the A2GS Recruitment Audit

Graduate program recruitment and retention are more critical than ever, especially as resources become scarcer and competition for top talent increases. Filling out this recruitment audit and receiving a score will help you gauge how prepared your program is to address these challenges effectively.

Here’s why this audit matters:

Identify Gaps and Strengths: By completing this audit, you’ll uncover the strengths of your current recruitment efforts and any areas needing improvement. The score you receive provides a tangible measure of how well-prepared your program is to attract and retain the right students.
Benchmark Your Program's Readiness: The score gives you a clear benchmark. If your score is high, you’re on the right track. But if it’s lower than expected, it indicates that there’s work to be done—and knowing this early will allow you to make strategic improvements before it impacts your recruitment cycle.
Make Data-Driven Decisions: This audit isn’t just a checklist; it’s a tool to help you make data-driven decisions. It provides concrete insights into areas where your program might be underperforming, allowing you to focus your efforts where they’ll make the biggest impact.
Save Time and Resources: Understanding where you stand regarding recruitment and retention allows you to prioritize efforts. With this audit, you can avoid wasting time on ineffective strategies and instead focus on the areas that will yield the greatest return on investment. You can save on unnecessary costs, improve your approach, and effectively target your efforts.
Create a Roadmap for Improvement: Once you know where your program stands, you can build a customized action plan. Whether you need more faculty involvement, better communication about funding, or stronger data management, this audit helps pinpoint the exact areas that need attention.

Next Steps:

Once you’ve completed the audit and received your score, take action to strengthen your recruitment and retention strategies. If your score is below 24, we can help you identify concrete next steps. Click here or visit bit.ly/A2GS15 to schedule a 15-minute consultation to discuss how A2GS Recruitment Services can support your program.

Together, we’ll ensure that your program is positioned to thrive by attracting and retaining the best students.