6+ years of recruiting experience, focusing on university and early-career hiring.
Proven track record in transforming early-career recruiting programs with measurable outcomes.
Strong technical recruiting background, especially in engineering and machine learning.
Exceptional sourcing skills to identify high-potential candidates beyond traditional methods.
Ability to independently develop and execute recruiting strategies without established infrastructure.
Strong stakeholder management skills to influence hiring managers and drive accountability.
Data-driven approach to measuring recruiting effectiveness and improving processes.
Responsibilities
Build and execute Mercor's early-career recruiting strategy, including talent pools and hiring plans.
Identify and engage high-potential candidates through innovative sourcing strategies.
Drive full-cycle recruiting for intern and new-grad roles across various functions.
Establish and scale the internship program, focusing on candidate experience and return-offer strategies.
Develop new talent pipelines through initiatives like hackathons and student partnerships.
Collaborate with leadership to define talent needs and align recruiting plans with business goals.
Measure and improve recruiting outcomes through established metrics and processes.
Benefits
Opportunity to build and shape early-career recruiting programs from the ground up.
Hands-on role with high ownership and strategic impact.
Collaborative environment working closely with leadership and hiring managers.
Potential for travel to university partnerships and recruiting events.
Focus on innovative sourcing strategies and creative talent engagement.
Full Job Description
About the Role
We're looking for an Early Career & University Recruiter to build Mercor's university recruiting, early-career hiring, and internship programs from the ground up. You'll own the strategy for how we identify, attract, and hire exceptional emerging talent across engineering, machine learning, and business functions. From developing university partnerships to creating new ways of finding talent beyond traditional recruiting channels, you'll help build the next generation of Mercor. This is a hands-on, high-ownership role for someone who can think strategically, execute independently, and build programs that scale.
What You'll Do
Build our early-career recruiting strategy: Develop and execute Mercor's approach to university recruiting, new-grad hiring, and internships, including target talent pools, recruiting calendars, and hiring plans.
Find exceptional emerging talent: Identify and engage high-potential students and early-career professionals through creative sourcing strategies that go beyond traditional campus recruiting and established university pipelines.
Own full-cycle recruiting: Drive sourcing, assessment, candidate engagement, and closing for intern and new-grad roles across engineering, ML, and business functions.
Build and scale our internship program: Establish the recruiting framework, selection process, and return-offer strategy, partnering with hiring managers and People to create a strong intern experience.
Create new talent pipelines: Develop initiatives such as hackathons, fellowships, student partnerships, and ambassador programs where they can meaningfully improve our ability to attract exceptional talent.
Partner with leadership: Work closely with hiring managers and functional leaders to define early-career talent needs, establish hiring standards, and align recruiting plans with business priorities.
Measure and improve outcomes: Establish the metrics and operating processes needed to evaluate program effectiveness, candidate quality, offer acceptance, and intern-to-full-time conversion.
What We're Looking For
6+ years of recruiting experience, including meaningful ownership of university, early-career, or internship recruiting.
Demonstrated experience building or significantly transforming an early-career recruiting program, with clear ownership and measurable results.
Strong technical recruiting experience, particularly with engineering, computer science, or machine learning talent.
Exceptional sourcing creativity and the ability to identify high-potential candidates beyond traditional credentials, universities, and employer brands.
Ability to develop a strategy and independently translate it into execution without relying on established infrastructure.
Strong stakeholder management, including the ability to influence hiring managers, challenge assumptions, and drive accountability.
A data-driven approach to measuring recruiting effectiveness, improving processes, and making prioritization decisions.
Willingness to travel for university partnerships, recruiting events, and other high-impact opportunities.
Nice to Haves
Experience building early-career or university recruiting programs in a high-growth startup environment.
Experience designing internship recruiting programs that have delivered strong intern-to-full-time conversion.
Ideal Qualities
Agility / Adaptability - ability to move fast, pivot with business shifts, and maintain best-in-class outcomes
Operational Rigor - ability to bring order to an unstructured environment
Growth Mindset - You don't need to be an expert on AI, but you do need to have a strong desire to learn and continue learning in a rapidly evolving, frontier industry
Commitment to the Outcome - Ownership mentality; will hold themselves accountable to an extremely high standard of work
Love for the Craft - we are building a zero to one motion; this hire will bring a low ego attitude to the table with a genuine love for building a best-in-class talent acquisition organization
