Early Careers Program Lead

We need to output HTML fragment with sections: About the role? Actually we have "Who We Are" (company description) maybe not needed as heading? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should include sections only if posting has real specific content. We have content: "Who We Are" could be "About the company" but not listed; we could treat as "About the role"? Actually "Who We Are" is company overview, not role. Might be okay to include as a section heading like "About the Company" but not in list. The instruction says use those examples but not limited? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely we should stick to those headings where applicable. We have responsibilities (What You Will Do). We have requirements/qualifications (What Will Make You a Great Fit + Additional Requirements). We have benefits (What We Offer You includes Benefits and Perks). We have pay (The pay range...). We have schedule? Not mentioned. We have maybe "About the role" could be the "What We Need" summary? Could use "About the role" heading for the brief description of role. The posting includes "What We Need: The Early Careers Program Lead is a central and strategic role..." That's a role summary. So we can use

About the role

with that paragraph. We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate: EEO, scam warning, equal opportunity, etc. Also remove navigation/cookie etc. Not present. We need to preserve all substantive information. So include company description? Might be considered substantive but not under allowed headings. Could we include as a

without heading? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. It doesn't forbid other headings, but says use

  for section headings (e.g. ...). Likely we should only use those headings; other content can be in

  without heading. So we can have a

  for company overview ("Who We Are") without heading. Then

  About the role

  with the summary. Then

  Responsibilities

  with list from "What You Will Do". Then

  Requirements

  maybe combine qualifications and additional requirements. Or separate Qualifications and Skills? The posting lists experience, diversity mindset, communication, tech savvy, project management, assessment skills, data & analytics, education, additional requirements (travel). Could treat as Requirements. Could also have Skills section for soft skills? But we can combine. We need Benefits: The posting has "What We Offer You: Great Company Culture... Growth... Work Hard, Play Hard... Benefits... Perks." So we can have Benefits section with list of benefits (medical, dental, vision, 401(k) match, employee stock purchase plan, commuter benefits, in-house wellness program, broad learning & development opportunities, charitable giving platform with company match). Also Perks: fitness allowance, employee discount programs, free games & events, stocked pantries, ability to earn up to $500+ per year for taking care of yourself. Could combine into Benefits section or separate? The instruction says include Benefits section only if posting actually states them. It does. Could also have a separate Perks but not in list of headings; maybe we can include under Benefits as a list that includes both benefits and perks. Or we could add a separate section "Perks" but not in allowed headings; maybe better to keep under Benefits. Pay: we have pay range. So

  Pay

  with paragraph. Schedule: not mentioned, so omit. We must not include filler like "commensurate with experience". Not present. We need to remove duplicated lines, boilerplate: EEO, scam warning, equal opportunity, etc. Also remove lines like "Please be aware that Take-Two does not conduct job interviews..." and the EEO statement. Also remove the final paragraphs about at-will etc? That's substantive? It's about employment terms; maybe consider it boilerplate? It's not EEO but it's about at-will employment and modification of salary. Might be considered substantive? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The at-will statement is legal but not EEO; could be considered legal boilerplate. Safer to remove it. Also remove the line about "Details of participation in compensation and benefit plans (if applicable) will be provided if an employee receives an offer of employment." That's also legal. Remove. Also remove the line about "If hired, employee will be in an :at-will position:" etc. Also remove the line about "The pay range for this position in New York at the start of employment is expected to be between $103,700 and $153,500 per Year." Keep that as pay. Also remove the line about "However, base pay offered is based on market location, and may vary further depending on individualized factors..." That's also part of pay description; we can keep but it's more detail. It's substantive about pay. Keep. Also remove the line about "Subject to those same considerations, the total compensation package for employees in regular roles may also include other elements, including a bonus and/or equity awards, in addition to a full range of medical, financial, and/or other benefits, provided that temporary or intern roles will not be eligible for many of these payments or benefits." That's about compensation; could be considered part of pay/benefits. Might keep but it's somewhat generic. Might be okay to keep as part of Pay section. But we need to avoid filler like "not specified". Not present. Now structure:

  Who We Are: Take-Two Interactive Software, Inc. is a leading developer, publisher, and marketer of interactive entertainment for consumers around the globe. For more than 25 years, our development teams have created some of the most critically acclaimed and commercially successful entertainment experiences, captivating and engaging audiences around the world. We are incredibly proud of our ability to deliver consistently the highest-quality titles, as well as our colleagues who help to create our unique culture and work environment that is inclusive, diverse, and dynamic. While our offices are casual and inviting, we are deeply committed to our core tenets of creativity, innovation and efficiency, and individual and team development opportunities. Our industry and business are continually evolving and fast-paced, providing numerous opportunities to learn and hone your skills. We work hard, but we also like to have fun, and believe that we provide a great place to come to work each day to pursue your passions. This position is a 6-month contract with the potential to convert to a full-time employee based on performance and budget

  About the role

  The Early Careers Program Lead is a central and strategic role responsible for identifying, engaging, and securing the next generation of future-ready talent for T2's critical early-career pipelines. We are seeking an experienced and dedicated Early Careers Program Lead to own the end-to-end recruitment process for our high-volume early-career programs. You will be responsible for creating exceptional candidate experiences while scaling our early-career pipelines across the US, Canada and Dublin.

  Responsibilities

  • Intern & Apprenticeship Programs: Full-Cycle Recruitment Execution: Deliver against the entire recruitment lifecycle for our early-career programs, from initial sourcing, vetting & screening through to offer and onboarding handover.
  • Strategy & Execution: Partner with Talent Acquisition leaders to define and execute tailored recruitment strategies that meet hiring targets for new graduate talent across multiple regions.
  • Recruitment Calendar: In partnership with program leadership, build and define the annual recruitment and branding calendar for the early-career programs.
  • High-Volume Recruitment - Pipeline & Process: Develop innovative and scalable sourcing strategies to attract a diverse and high-caliber candidate pool from universities and relevant early-career communities. Establish processes that meet the requirements for high-volume applications.
  • Diversity Focus: Be intentional with recruitment planning to increase diversity within the pipelines and champion the program's commitment to equity and inclusion.
  • University Relations & Events: Build and maintain strong, strategic relationships with target universities and student organizations. Plan and execute engaging virtual and in-person campus recruitment events, career fairs, tech talks, panels, information sessions, and networking events.
  • Candidate Experience: Champion a best-in-class candidate experience, ensuring timely, transparent, and professional communication throughout the recruitment process.
  • Data-Driven Insights: Utilize Applicant Tracking System (ATS) data and other metrics to track recruiting success, identify areas for improvement, and provide regular reporting to program leadership. Work with People Analytics to build out dashboards.
  • Employer Branding: Act as a brand ambassador for the early-career programs on campus and online (e.g., LinkedIn), effectively communicating our Employee Value Proposition and creating awareness with our early-career audiences.
  • Vendor Management: Manage vendor relationships, new and existing, within our recruitment process.
  • Stakeholder Management: Partner closely with TA, Biz Ops, Business leaders. Provide regular updates to Hiring Managers and leaders on active interns and hiring updates.

  Requirements

  • Experience: High-volume, full-cycle early-career recruitment experience, specializing in internship, graduate, campus, or early-career program recruiting. 5+ years managing university recruiting or junior talent recruitment programs with exceptional knowledge of university placement strategies.
  • Diversity Mindset: 2+ years of DEI experience or focus in your work. Demonstrated ability to develop and execute Diversity & Inclusion recruiting initiatives within early-career programs.
  • Communication: Exceptional verbal and written communication skills with the ability to engage and influence diverse audiences, including students and senior executives. Ability to communicate with high energy and enthusiasm.
  • Tech Savvy: Proficiency with Applicant Tracking Systems (ATS) (e.g., Greenhouse, Workday), familiarity with virtual recruiting platforms and digital sourcing tools.
  • Project Management: Excellent organizational and time management skills, with the ability to manage competing priorities and high-volume workloads in a fast-paced environment.
  • Assessment Skills: Ability to conduct deep-probe interviews and screens to assess key requirements for positions.
  • Data & Analytics: In-depth experience with data tracking, budgeting, and tracking expenses.
  • Education: Bachelor's degree.
  • Additional Requirements: Comfortable with up to 20% travel through the year to support on-campus recruiting activities.

  Benefits

  • Medical (HSA & FSA), dental, vision, 401(k) with company match, employee stock purchase plan, commuter benefits, in-house wellness program, broad learning & development opportunities, a charitable giving platform with company match.
  • Perks: Fitness allowance, employee discount programs, free games & events, stocked pantries, ability to earn up to $500+ per year for taking care of yourself.

  Pay

  The pay range for this position in New York at the start of employment is expected to be between $103,700 and $153,500 per Year. However, base pay offered is based on market location, and may vary further depending on individualized factors for job candidates, such as job-related knowledge