Early Careers Recruiter (Roswell, GA)

Early Career Recruiter

Position Overview

The Early Career Recruiter is responsible for developing and executing recruiting strategies to attract, engage, and hire students, recent graduates, interns, and other early career professionals. This role builds and maintains relationships with universities, career services offices, faculty, and student organizations to establish a strong pipeline of emerging talent aligned with the organization’s workforce needs.

The Early Career Recruiter partners closely with hiring managers, department leaders, and Human Resources to coordinate university recruiting initiatives, manage internship programs, and lead recruitment for entry-level and rotational development programs. This individual represents the organization at career fairs, campus events, and networking opportunities while ensuring a consistent and effective candidate experience.

The ideal candidate is results-oriented, highly organized, and skilled at building relationships with students, university partners, and internal stakeholders. They bring strong communication and presentation skills, a proactive sourcing approach, and the ability to manage multiple recruiting initiatives in a fast-paced, collaborative environment.

Key Responsibilities

University Recruitment & Campus Engagement

• Build and maintain strong relationships with target universities, career services offices, faculty members, and student organizations.
• Develop and execute university recruiting strategies in partnership with Talent Acquisition leadership.
• Identify target schools and establish recruiting calendars based on workforce needs, hiring priorities, and academic schedules.
• Represent the organization at university career fairs, information sessions, networking events, and other campus recruiting activities.
• Prepare and coordinate internal team members to represent the organization effectively at campus events.
• Communicate career opportunities, organizational values, and professional development opportunities to students and recent graduates.
• Identify new opportunities to increase campus visibility, strengthen university partnerships, and attract qualified early career talent.
• Maintain consistent communication and follow-up with university partners and prospective candidates throughout the recruiting cycle.

Early Career Recruiting & Talent Pipeline Development

• Develop and maintain a pipeline of qualified early career candidates through university partnerships, career fairs, LinkedIn Recruiter, job boards, student organizations, referrals, and other sourcing channels.
• Manage the full recruitment lifecycle for internships, entry-level positions, and rotational or graduate development programs.
• Partner with hiring managers and department leaders to understand staffing requirements, candidate qualifications, and hiring timelines.
• Source, screen, interview, and evaluate candidates to identify individuals who align with position requirements and organizational needs.
• Coordinate interviews, candidate assessments, offer preparation, and follow-up communications.
• Maintain timely communication with candidates and provide a positive, professional recruiting experience.
• Support hiring managers in making informed selection decisions by providing candidate insights and recruitment recommendations.
• Monitor candidate pipelines and adjust sourcing strategies to meet recruiting goals and deadlines.

Internship Program Coordination

• Partner with business units and hiring managers to coordinate internship programs across multiple departments or locations.
• Ensure internship requisitions are posted accurately and that recruiting, interviewing, selection, and onboarding processes are organized and consistent.
• Coordinate internship hiring timelines, candidate tracking, interview schedules, and offer management.
• Maintain communication with interns, hiring managers, and internal stakeholders throughout the internship recruitment process.
• Support internship onboarding and related early talent initiatives in partnership with Human Resources and other departments.
• Identify opportunities to improve internship program structure, candidate engagement, and intern-to-full-time conversion.
• Help ensure internship programs align with organizational workforce planning and future hiring needs.

Rotational & Development Program Recruitment

• Lead recruiting efforts for rotational development programs and other structured early career hiring initiatives.
• Source and recruit candidates for entry-level professional and technical positions, such as project engineering, cost engineering, field engineering, and other business-critical roles, as applicable.
• Partner with department leaders to understand program requirements, candidate profiles, and projected hiring needs.
• Coordinate the end-to-end recruitment process, including sourcing, screening, interviewing, selection, and offer management.
• Maintain candidate engagement throughout the selection process and ensure timely follow-up.
• Monitor program hiring progress and recommend adjustments to sourcing and recruitment strategies as needed.

Stakeholder Partnership & Recruiting Strategy

• Collaborate with hiring managers, department leaders, HR business partners, and Talent Acquisition leadership to align recruiting strategies with business needs.
• Gather and evaluate workforce requirements to prioritize university recruiting activities and early career hiring initiatives.
• Provide guidance to internal stakeholders on university recruiting practices, campus engagement, and early talent sourcing.
• Communicate recruiting progress, candidate pipeline updates, and potential hiring challenges to relevant stakeholders.
• Coordinate recruiting activities across multiple departments or locations to maintain consistency and efficiency.
• Build strong working relationships across the organization to support successful early talent acquisition.

Recruiting Metrics & Continuous Improvement

• Track and maintain accurate recruiting data, candidate records, and university relationship information within the applicant tracking system (ATS) or other recruitment platforms.
• Monitor key performance indicators, including time-to-fill, offer acceptance rate, candidate conversion rates, intern-to-full-time conversion, source effectiveness, and cost-per-hire.
• Prepare recruiting reports and provide insights into pipeline health, hiring progress, and program effectiveness.
• Evaluate recruiting outcomes to identify opportunities for improving sourcing strategies and campus engagement.
• Recommend process improvements that enhance efficiency, candidate experience, and consistency across recruiting programs.
• Stay current with emerging early career recruiting trends, campus engagement methods, and recruitment technologies.

Special Projects & Early Talent Initiatives

• Support organization-wide initiatives related to internships, onboarding, graduate recruitment, and early career development.
• Contribute to the development and implementation of recruiting materials, presentations, and campus marketing resources.
• Assist with projects designed to strengthen employer branding and increase awareness of career opportunities among students and recent graduates.
• Participate in other Talent Acquisition initiatives as needed.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field required.
• 3–5 years of recruiting experience, preferably with exposure to university recruiting, campus engagement, internship programs, or early career hiring.
• Experience managing the full recruitment lifecycle, from sourcing and screening through offer management and onboarding coordination.
• Experience building and maintaining relationships with universities, career services offices, faculty, and student organizations preferred.
• Experience recruiting for technical, engineering, construction, or other specialized professional roles is an advantage.
• Demonstrated ability to develop candidate pipelines and execute recruiting strategies aligned with workforce needs.
• Experience using applicant tracking systems, LinkedIn Recruiter, job boards, and other recruitment tools.
• Strong communication, presentation, and relationship-building skills.
• Excellent organizational and project management skills, with the ability to manage multiple requisitions, events, and recruiting programs simultaneously.
• Strong attention to detail and the ability to maintain accurate candidate records and recruiting metrics.
• Ability to analyze recruiting data and use insights to improve hiring outcomes.
• Ability to handle confidential candidate and employee information with professionalism and discretion.
• Strong problem-solving skills and the ability to adapt to changing priorities and hiring requirements.
• Ability to travel regularly during peak recruiting seasons to attend career fairs, campus events, and university networking activities.
• Ability to work independently while collaborating effectively with hiring managers, HR partners, and Talent Acquisition colleagues.