McGraw Hill Announces Filing of Registration Statement for Proposed Initial Public Offering
COLUMBUS, Ohio--(BUSINESS WIRE)--McGraw Hill, Inc. ('McGraw Hill') today announced that it has filed a registration statement on Form S-1 with the U.S. Securities and Exchange Commission (the 'SEC') relating to the proposed initial public offering of shares of its common stock (the 'Common Stock'). The number of shares to be offered and the price range for the proposed offering have not yet been determined. The offering is subject to market conditions, and there can be no assurance as to whether or when the offering may be completed, or as to the actual size, price or other terms of the offering.
McGraw Hill intends to list its Common Stock on the New York Stock Exchange under the ticker symbol 'MH.'
Goldman Sachs & Co. LLC is acting as book-running manager for the proposed offering and as representative of the underwriters for the proposed offering. BMO Capital Markets, J.P. Morgan, Macquarie Capital, Morgan Stanley, Deutsche Bank Securities, and UBS Investment Bank, are acting as bookrunners for the proposed offering. Baird, BTIG, Needham & Company, Rothschild & Co, Stifel, and William Blair, are acting as co-managers for the proposed offering.
The proposed offering will be made only by means of a prospectus. Once available, a copy of the preliminary prospectus relating to the proposed offering may be obtained from: Goldman Sachs & Co. LLC, Attn: Prospectus Department, 200 West Street, New York, NY 10282 (Tel: 866-471-2526) or by e-mail at prospectus-ny@ny.email.gs.com.
A registration statement relating to the Common Stock has been filed with the SEC but has not yet become effective. The Common Stock may not be sold, nor may offers to buy be accepted, prior to the time the registration statement becomes effective.
This press release shall not constitute an offer to sell or a solicitation of an offer to buy the Common Stock, nor shall there be any sale of the Common Stock in any state or jurisdiction in which such an offer, solicitation or sale would be unlawful prior to registration or qualification under the securities laws of any such state or jurisdiction.
About McGraw Hill
McGraw Hill is a leading global provider of education solutions for preK-12, higher education and professional learning, supporting the evolving needs of millions of educators and students around the world. We provide trusted, high-quality content and personalized learning experiences that use data, technology and learning science to help students progress towards their goals. Through our commitment to fostering a culture of innovation and belonging, we are dedicated to improving outcomes and access to education for all. We have over 30 offices across North America, Asia, Australia, Europe, the Middle East and South America, and make our learning solutions available in more than 80 languages.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Indianapolis Star
36 minutes ago
- Indianapolis Star
Grab a seat at REI's 4th of July sale: Save 30% on Flexlite chairs and stools
Ready to upgrade your outdoor gear for summer? Now through Monday, July 7, REI Co-op is giving outdoor lovers a budget-friendly reason to kick back and relax—literally. You can save 30% on all Flexlite Chairs, stools and replacement seats, making it the perfect time to stock up before your next camping trip, beach day or backyard bonfire. Lightweight, packable and surprisingly comfy, these fan-favorite Flexlite chairs are built for adventure—and right now, they're built for your budget! Check out the best 4th of July deals on Flexlite chairs at REI below. Save 30% at REI: REI Co-op Flexlite Air Chair Replacement Seat More: Join REI Co-op once, and score lifetime savings on your outdoor gear purchases As a consumer co-op, REI Co-op members pay a one-time fee and are part of the REI community for life. Once you pay the $30 membership fee, your membership never expires. Members get access to benefits like up to 10% back annually on eligible purchases (Co-op Member Reward), free standard shipping, access to special offers and sales, member-exclusive bonus cards, early access to curated products and limited-edition gear, the ability to trade in used gear for credit and so much more. More: These limited-edition Stanley tumblers are only at REI. Shop the Dawn collection here The REI Co-op membership costs $30 and is a lifetime membership. New members will immediately start earning rewards like up to 10% back on eligible purchases.
Politico
an hour ago
- Politico
Trump pushes Thune to crack down on wind and solar in megabill
President Donald Trump is urging Senate Majority Leader John Thune to crack down on tax credits for wind and solar energy as part of the GOP megabill, siding with House conservatives who want to phase out those credits more quickly, according to three people familiar with the negotiations. The late-stage effort has involved direct conversations between Trump and Thune over the past two days. The intervention from Trump centers around a technical provision that could determine whether hundreds of planned projects are able to qualify for the wind and solar incentives, according to the people granted anonymity because they were not authorized to speak publicly about the conversations. The president's involvement has emerged as a complicating factor as Republicans aim to start voting on the megabill as soon as Saturday. Sen. Kevin Cramer (R-N.D.), a close Trump ally, confirmed that Trump is directly involved in the push to further temper the Inflation Reduction Act credits. 'I talked to POTUS about it this morning and he certainly wants the renewables out ASAP,' Cramer said Friday. The approach pushed by Trump would match restrictive language in the House-passed reconciliation bill, H.R. 1, that would determine eligibility for wind and solar investment and production tax credits based on when those projects enter into service. It's a departure from Senate Finance Committee language backed by moderates allowing projects to receive credits based on when they begin construction. It's unclear whether Thune plans to include the so-called 'placed in service' standard in the final bill text. Doing so would put moderate senators who have pushed a slower schedule for sunsetting those incentives in a major bind, forcing them to choose between rejecting Trump's agenda or allowing the gutting of tax credits that could lead to canceled projects, job losses and higher electricity prices in their states. Thune's office and the White House did not immediately respond to requests for comment on Friday. Trump's new push follows his Truth Social post last weekend declaring, 'I HATE 'GREEN TAX CREDITS' IN THE GREAT, BIG, BEAUTIFUL BILL.' Renewable energy industry officials and advocates argue that a 'placed in service' requirement is difficult for energy project developers because their timelines could be derailed by permitting delays, snags in connecting projects to the grid and other factors outside their control. Such a requirement would functionally end the credits for many planned projects, they say. Reverting to more restrictive placed in service language would likely see pushback from moderate senators such as Sen. Lisa Murkowski (R-Alaska), who said Thursday that such a move would be 'disastrous in my state.' Another moderate who has pushed back on IRA rollbacks, Sen. Thom Tillis (R-N.C.), declined to say Friday night whether he had heard about a decision on placed in service language, but called the Senate Finance Committee's approach 'a more rational way of doing it.' 'There are lawsuits, regulatory hurdles and other things that would make it virtually impossible to get [projects] in service' even if they are essentially complete and would otherwise qualify, Tillis said. Some Senate conservatives have backed the change, which they said will help keep Republicans' campaign promise to end the Inflation Reduction Act subsidies. Texas Sen. Ted Cruz said earlier this week 'there is a strong commitment to end the Green New Deal subsidies by the end of President Trump's term' — an objective, he said, 'that we're working hard to accomplish.' The effort has been supported by outside conservative voices in recent days, including Alex Epstein, a vocal opponent of wind and solar subsidies who has met with Senate Republicans in recent weeks. Epstein said Friday night that Trump is 'aware that the Senate had watered down in some significant way what the House did.' But he said moving to a placed in service standard is not a done deal and he is 'not letting up myself until I see a law with this in it.' Leading Trump officials like Interior Secretary Doug Burgum, who also chairs the National Energy Dominance Council, and Energy Secretary Chris Wright, have also repeatedly criticized wind and solar energy, arguing those intermittent resources are unreliable and overly reliant on tax subsidies. In a post to X Friday night, Burgum wrote that Trump 'promised to reverse the Biden administration's disastrous energy policies, and the One Big Beautiful Bill delivers on this promise by ending the Green New Scam and investing in reliable, affordable baseload power!'
Time Business News
3 hours ago
- Time Business News
10 Risks to Assess When Choosing a Work Visa for International Staff
Hiring international staff can open the door to a broader talent pool, global innovation, and a competitive edge. But with opportunity comes complexity, especially when selecting the right U.S. work visa. This article explores the key risk factors HR professionals, hiring managers and founders must consider when choosing a work visa for international hires. The first step in visa selection is determining whether the candidate qualifies for the chosen visa type. Misalignment here can lead to denials, audits, or worse. Common Risks: Misunderstanding degree requirements for H-1B visas Assuming 'extraordinary ability' under O-1 without strong documentation Using L-1 without sufficient intra-company history Mitigation Tip: Use corporate immigration platforms like Boundless, which help automate eligibility screening and prepare documentation for common work visas, including H-1B, L, and O visas. U.S. immigration timelines are notoriously unpredictable. Premium processing may shorten some timelines, but bottlenecks in consulates or USCIS offices can delay onboarding by weeks or months. Common Risks: H-1B cap lottery delays or rejections EB green cards are subject to country-specific backlogs (India and China, especially) Security checks and document requests prolong approval Mitigation Tip: Plan visa timelines 6–12 months in advance. Monitor Visa Bulletin updates to USCIS processing stages in order to identify delays early. Once a visa is approved, the employer must maintain compliance with Department of Labor and USCIS rules. Failure to do so can lead to fines or disqualification from future visa sponsorship. Common Risks: Incorrect wage level filings for H-1B Incomplete Public Access Files (PAFs) Misclassification of visa status (e.g., interns misrepresented as employees) Mitigation Tip: Work with HR platforms and legal partners that maintain digital audit trails. Use structured workflows for onboarding, compensation documentation, and visa updates. Visa processing can be expensive. Fees vary based on visa type, premium processing, legal counsel, and ongoing compliance. Average Costs (approximate): H-1B: $5,000–$10,000 L-1: $4,000–$8,000 O-1: $6,000–$12,000 EB Green Cards: $10,000–$20,000 over multiple years Mitigation Tip: Use transparent, flat-fee platforms for predictable budgeting when hiring international talent. More complex immigration cases might require an immigration attorney or in-house counsel. Visa constraints can affect job satisfaction, mobility, and retention. Employees waiting years for a green card or dependent on employer sponsorship may feel stuck, or leave when options arise. Common Risks: Long wait times for EB-2/EB-3 green cards Spouses unable to work (dependent visa restrictions) Employees lured by companies offering better immigration pathways Mitigation Tip: Provide long-term sponsorship roadmaps and support (EB categories), invest in employee experience, and communicate clearly about options and timelines. Not every visa aligns with your company's size, structure, or global goals. A mismatch can introduce friction. Examples: L-1 requires a qualifying relationship between foreign and U.S. entities O-1 demands extensive documentation of individual acclaim H-1B relies on a lottery (March–April), limiting spontaneity Mitigation Tip: Consider hybrid solutions: hire offshore temporarily, use remote-first models, or explore cap-exempt H-1Bs (e.g., through nonprofit partnerships or research institutions). U.S. immigration policy shifts with each administration, and even legal visa holders can be affected by sudden regulatory changes. Recent Trends: Travel bans, visa suspensions, or executive orders under the Trump administration Increased scrutiny of STEM-related H-1Bs Green card backlog reform debates in congress Mitigation Tip: Monitor immigration policy closely and build redundancy into your talent strategy (e.g., remote teams in Canada or EU). Platforms like Boundless Immigration also offer compliance updates and government alerts. Top talent often travels with spouses or children. A restrictive dependent policy may deter candidates. Considerations: H-4 spouses may not be eligible to work without an EAD (Employment Authorization Document) School access and local licensing for dependents Permanent residency path for family members Mitigation Tip: Include family support in relocation packages and immigration planning. Errors or embellishments in visa applications can lead to denials or blacklisting, even if unintentional. Examples: Inaccurate job descriptions or inflated credentials Fake degrees or work experience (especially from third-party firms) Misuse of Optional Practical Training (OPT) or Curricular Practical Training (CPT) Mitigation Tip: Conduct thorough reference and credential checks. Centralize application materials and vet with legal oversight. Can your chosen visa process scale as your company grows? Questions to ask: Is your legal partner or platform equipped to handle dozens of visas at once? Will your HR systems track visa milestones at scale? Can your business model handle recurring sponsorship costs? Mitigation Tip: Invest in tools for end-to-end visa lifecycle management. Choose partners who can scale with your hiring roadmap. TIME BUSINESS NEWS
