University Recruiter

Responsibilities

• Own Nooks' end-to-end university recruiting strategy and execution.
• Develop a focused campus strategy across 4–6 top engineering universities.
• Build long-term relationships with career centers, professors, student organizations, and influential campus communities.
• Create Nooks' employer brand for early talent through events, technical talks, hackathons, sponsorships, social content, and student engagement.
• Design and manage the annual new graduate recruiting program, including sourcing, interview scheduling, offer management, and candidate experience.
• Partner closely with Engineering leadership to define hiring goals, interview processes, and evaluation standards.
• Build internship and new graduate recruiting programs that scale with the company.
• Create exceptional candidate experiences that reflect Nooks' culture and values.
• Plan and execute campus visits, information sessions, technical events, and networking opportunities.
• Track recruiting metrics and continuously improve conversion rates throughout the hiring funnel.
• Own recruiting operations, timelines, budgets, and vendor relationships related to university hiring.
• Partner with People Operations to help create an outstanding onboarding and early career experience.

Requirements

• 5+ years of recruiting experience with significant ownership of university or early-career hiring.
• Experience building or scaling campus recruiting programs at a high-growth technology company.
• Proven success hiring top engineering talent from leading universities.
• Strong understanding of engineering recruiting and technical hiring.
• Experience building employer-branding initiatives that resonate with technical students.
• Exceptional relationship-building skills with internal stakeholders and external partners.
• Strong project management skills and the ability to run multiple recruiting initiatives simultaneously.
• Analytical mindset with experience using recruiting metrics to improve outcomes.
• Comfort working in ambiguity and building programs from scratch.
• Passion for helping exceptional early-career talent launch their careers.

Preferred Qualities

• Enjoys building programs where none exist today.
• Creates memorable candidate experiences.
• Thinks strategically while executing every detail.
• Builds trusted relationships quickly.
• Is energized by representing an exciting company externally.
• Cares deeply about hiring quality over hiring volume.
• Wants to have a lasting impact on how a company attracts future engineering leaders.

Success in the First Year

• Establish Nooks as a recognized engineering employer across 4–6 target universities.
• Hire an exceptional class of 8–10 new graduate software engineers.
• Build repeatable recruiting programs and campus partnerships that scale.
• Launch employer-branding initiatives that increase awareness and applicant quality.
• Create a recruiting experience candidates consistently value.
• Develop the foundation for a world-class early-talent program that grows with the company.