Own and execute the early careers recruiting strategy for assigned businesses, aligned to workforce plans, hiring priorities, and long term talent needs
Develop annual hiring plans and forecasts for Analyst and Intern hiring
Advise business leaders on talent availability, market dynamics, and candidate quality
Define and continuously refine school strategy, sourcing channels, and attraction approaches based on outcomes and market trends
School Strategy & University Partnerships
Own and manage relationships with designated priority schools and universities, including career services, faculty, student organizations, and affinity clubs
Develop and execute school specific recruiting strategies aligned to business hiring needs and diversity goals
Lead internal school teams and partner closely with School Team Captains, often Managing Directors, to set strategy and priorities for each recruiting season
Identify opportunities to strengthen campus presence, improve engagement quality, and maximize return on key school investments
Ensure consistent and coordinated outreach across events, interviews, and business engagement for assigned schools
Stakeholder Advisory & Business Partnership
Serve as the primary recruiting advisor to senior business leaders and HR Business Partners within supported groups
Set clear expectations and ensure active participation from business leaders and interview teams throughout the recruiting process
Intern Program Ownership & Conversion
Own the intern program experience for aligned businesses, in partnership with business leaders and the Early Careers Program Manager
Partner with the business to support intern onboarding, engagement, and day-to-day experience throughout the internship tenure
Surface performance, readiness, and development trends from the intern population to inform future hiring and program decisions
Data, Analytics & Outcomes
Own recruiting metrics and reporting for aligned early careers programs, including hiring progress, yield, conversion, and retention trends
Use data and insights to evaluate recruiting effectiveness, school return, and sourcing strategies
Provide clear updates and recommendations to business leaders and HR partners
Qualifications
Proven experience in Early Careers Talent Acquisition, including significant campus or early careers recruiting exposure in a complex or regulated environment
Millions of jobs, with real people getting hired every day
200,000+
New jobs added daily
7,000,000+
Verified job listings
1,000,000+
Tailored applications submitted
Demonstrated ability to advise senior stakeholders and influence hiring decisions
Strong understanding of early careers talent markets, campus recruiting cycles, and intern-to-analyst pipelines
Strong stakeholder management skills including the ability operate effectively within a matrix structure across all levels, internally and externally.
Proven ability to manage multiple hiring programs, school strategies, and stakeholder groups simultaneously
Strong analytical capability and comfort using data to guide decisions
Excellent project management skills
Excellent communication skills with the ability to engage credibly with students, business leaders, and HR partners
Able to build trust, be credible and ‘hold their own’ at different levels, within and outside the organization.
Consultative style along with the determination and patience to achieve results.
Constructively critical with the desire to drive continuous improvement.
Experience with applicant tracking systems and early careers recruiting platforms such as Yello and Handshake preferred
Demonstrated judgment, discretion, and integrity when managing confidential information and senior-level hiring discussions
Strong understanding of inclusion principles and ability to integrate them into recruitment strategies.
Willingness to travel as required and a solid understanding of the current recruitment landscape.
Most importantly, you are a team player with the ability to support the team at all levels when required.
