Head of Early Career Recruiting

About the role

We're looking for someone who's excited to work alongside the team during those days.

Responsibilities

• Define and own the global early career recruiting strategy — spanning internship programs, new grad hiring, and early-in-career pipelines across the business — translating priorities into a clear talent plan that scales across functions and regions.
• Manage and develop a high-performing team of early career recruiters — setting the bar and coaching to it consistently.
• Serve as a strategic advisor to business leaders — bringing market intelligence, early career compensation insights, and a clear point of view on emerging talent, whether they're coming from campus, a first job, or somewhere in between.
• Lead the adoption of AI tools, workflows, and automation across the early career recruiting function — driving meaningful change in how the team sources, assesses, and closes talent.
• Design and continuously improve the programs, processes, and infrastructure that allow us to hire with speed without sacrificing bar — including internship program design, conversion strategy, offer frameworks, and intern-to-FTE pipelines.
• Establish and own the early career metrics that matter — conversion rates, quality of hire, source mix, time to offer — and use them to drive decisions.
• Partner with Storytelling to sharpen our employer value proposition across the early talent community — positioning Notion as a destination for the next generation of world-class talent, wherever they're discovering us.
• Partner with Notion's Ambassador Program to build community and connective tissue between early talent and the broader Notion ecosystem — turning advocates into pipelines and relationships into hires.

Requirements

To bring these responsibilities to life, you should have:

• 4+ years of recruiting leadership experience with a focus on early career hiring — spanning university recruiting, internship programs, new graduate pipelines, and early-in-career hiring across functions.
• A fresh perspective on how early talent is best attracted and assessed — from build challenges and work trials to the ways people just entering the workforce discover and evaluate companies — and the curiosity to keep evolving that view as the landscape changes.
• Proven track record of building and scaling high-performing early career teams and programs in fast-moving, high-growth environments.
• A strong analytical instinct with a track record of using data to drive decisions, i.e. conversion rates, funnel health, program ROI, and team performance.
• A trusted advisor to senior leaders, with the credibility and market knowledge to influence program investment and hiring decisions at the executive level.
• A genuine AI-first orientation — fluency with modern tools and an excitement for continuous discovery as the landscape evolves, with a track record of bringing teams along on that journey.
• A deep knowledge of early career compensation trends, talent market dynamics, and partnership models — from universities and bootcamps to the channels and communities where early-in-career talent is found.

Qualifications

• Background in program management or talent development with experience designing structured early career experiences (rotational programs, mentorship tracks, etc.) is a nice to have.
• Experience designing and executing diversity recruiting programs targeting HBCUs, community colleges, or underrepresented talent communities — with measurable outcomes is a nice to have.
• A strong network within the university recruiting, early career, and campus talent community is a nice to have.

Skills

• 4+ years of recruiting leadership experience with a focus on early career hiring — spanning university recruiting, internship programs, new graduate pipelines, and early-in-career hiring across functions.
• A fresh perspective on how early talent is best attracted and assessed — from build challenges and work trials to the ways people just entering the workforce discover and evaluate companies — and the curiosity to keep evolving that view as the landscape changes.
• Proven track record of building and scaling high-performing early career teams and programs in fast-moving, high-growth environments.
• A strong analytical instinct with a track record of using data to drive decisions, i.e. conversion rates, funnel health, program ROI, and team performance.
• A trusted advisor to senior leaders, with the credibility and market knowledge to influence program investment and hiring decisions at the executive level.
• A genuine AI-first orientation — fluency with modern tools and an excitement for continuous discovery as the landscape evolves, with a track record of bringing teams along on that journey.
• A deep knowledge of early career compensation trends, talent market dynamics, and partnership models — from universities and bootcamps to the channels and communities where early-in-career talent is found.