Sr. Manager Talent Acquisition - Early Career

Key Responsibilities

• Develop and execute the annual early career attraction plan (campus, internship/co-op, and entry-level) in alignment with Talent Acquisition priorities and business workforce needs.
• Translate workforce plans into target school/market strategies, hiring forecasts, and pipeline build plans by role family, geography, and diversity goals.
• Seek ways to continuously improve the enterprise attraction operating model, ensuring early career efforts integrate with broader sourcing and recruiter workflows.
• Build and manage strategic relationships with target universities, student organizations, and early talent communities to strengthen brand presence and pipeline access.
• Design and deliver campus engagement plans (info sessions, career fairs, events, faculty partnerships) with clear conversion goals from awareness to applicants to hires.
• Partner with local and global Employer Brand/Communications teams (as applicable) to align early career messaging, content, and on-campus presence to EVP and critical skill needs.
• Lead end-to-end early career recruitment cycles, including event strategy, applicant flow management, selection support, and offer acceptance initiatives.
• Create consistent candidate communication standards, interview experiences, and service-level expectations in partnership with recruiters and hiring teams.
• Partner with program owners (e.g., intern program, onboarding, learning) to ensure a strong conversion path from intern/co-op to full-time roles.
• Build evergreen early career talent communities through proactive outreach, event follow-up, and relationship management, enabling faster future hiring cycles.
• Operationalize early career referral tactics (employee/alumni/student referrals) and support broader enterprise referral initiatives.
• Advise BPO recruiters on early career sourcing approaches, competitive intelligence, and campus market dynamics to improve quality and speed of hire.
• Manage early career recruiting investments such as campus tools, events, and partnerships, ensuring spend aligns to hiring outcomes and ROI expectations.
• Coordinate vendor and campus partner performance (where applicable), including service expectations, event logistics, and continuous improvement opportunities.
• Ensure early career recruiting operations are compliant with policy and deliver consistent process execution across schools, programs, and hiring teams.
• Define and track early career funnel metrics (event-to-applicant conversion, interview-to-offer, offer acceptance, time-to-fill, and intern-to-full-time conversion) and share insights with HR and Business leadership teams.
• Identify risks and bottlenecks early (volume, scheduling capacity, assessment steps) and implement solutions to protect candidate experience and hiring timelines.
• Capture and apply candidate and stakeholder feedback to continuously improve process, messaging, and on-campus engagement effectiveness.

What are we looking for?

• 5 or more years of experience leading early career recruiting and/or early career programs.
• Demonstrated ability to build and convert talent pipelines through events, partnerships, and proactive engagement.
• Strong stakeholder management skills, with experience influencing hiring leaders and partnering across TA, HR, and program teams.
• Data-driven approach to managing funnel performance, forecasting, and continuous improvement.
• Comfort operating both strategically and hands-on to deliver results in high-volume, time-sensitive recruiting seasons.

Metrics, Reporting & Continuous Improvement

Define and track early career funnel metrics (event-to-applicant conversion, interview-to-offer, offer acceptance, time-to-fill, and intern-to-full-time conversion) and share insights with HR and Business leadership teams.

Identify risks and bottlenecks early (volume, scheduling capacity, assessment steps) and implement solutions to protect candidate experience and hiring timelines.

Capture and apply candidate and stakeholder feedback to continuously improve process, messaging, and on-campus engagement effectiveness.

Salary And Benefits Overview

Overview: The following is a general summary of the competitive compensation and benefit plans we offer:

• 401(k) plan that offers opportunity to save on pre- and post-tax basis up to 50 percent of eligible compensation.
• Company matches 100 percent of employee pre-tax/Roth (401k) contributions up to six percent.
• Comprehensive health- and welfare-benefits package (including medical, dental, vision, and prescription drugs).
• Health Savings Account start-up contribution for employees who elect the high deductible health plan.
• Flexible spending accounts for both Health Care and Dependent Care allowing employee to use pre-tax dollars to pay for qualified expenses during the calendar year.
• Employee assistance program offering 8 free counselling sessions, per issue, each calendar year for employees and their dependents.
• Company paid life insurance of 1x annual base pay ($50,000 minimum).
• Company paid accidental death or dismemberment insurance of 2x annual base pay ($50,000 minimum).
• Voluntary insurances offered at group rates employee and dependent life insurance, AD&D insurance, critical illness, accident coverage, disability buy-up, and auto & home insurance.
• Tuition reimbursement and student loan support.
• Dependent Scholarship Programs.
• Free confidential personal financial counselling service.
• On-site health centers and 24/7 fitness centers at certain company locations.
• A charitable giving matching grants program that enables employees to direct and double their donations to qualifying charitable organizations of their choice.
• Health-care concierge service.
• Volunteer service opportunities.
• Extensive training opportunities.
• Company vehicle for eligible employees.
• Mobile phone allowance for eligible employees.
• Paid Leave: Sick and Personal Time (exempt employees may be excused with pay for brief absences; non-exempt employees receive up to 6 days), Vacation (levels Below Senior Director receive 15 days (pro-rated during first year of service); Senior Director and Officers receive 25 days (pro-rated during first year of service)), Holidays (Nine company recognized and two annual personal holidays to be used at the employee’s discretion), Paid Parental Leave + temporary reduced work schedule opportunity, Funnel Leave, Short-Term Disability Leave, Long-Term Disability Leave, Jury Duty Leave, Military Leave, Released Time for Children’s Education, Community Outreach Leave, Other paid leave benefits, as required by state or local law.