Head of Early Career Recruiting

Polymarket•New York, NY

About The Position

Polymarket is looking for a Head of Early Career Recruiting to build our university recruiting and internship programs from the ground up. You’ll own our strategy for attracting exceptional early-career talent across engineering, product, design, and business functions — from our presence on campus through internship and full-time conversion. This is a high-ownership, highly visible role. You’ll build the systems, experiences, and team needed to make Polymarket a standout destination for exceptional early-career talent. You’ll combine strong operational rigor with creativity and cultural fluency to figure out how Polymarket should show up on campus.

Requirements

5–10+ years of experience building or scaling campus recruiting, university talent, early-career, or similarly complex talent programs
Track record of building systems and programs from the ground up — you’re as comfortable designing the infrastructure as you are executing against it
Exceptional operational rigor and project management skills, with the ability to own a large budget, coordinate many moving pieces, and move quickly
Strong executive presence and communication skills — you’re comfortable representing Polymarket externally and influencing senior stakeholders internally
Cultural fluency and strong taste — you know how to create campus experiences that feel relevant, energetic, and distinctly Polymarket
Ability to work across technical and business functions without needing to be the subject-matter expert for every role
A builder’s mindset — you thrive in ambiguity, take ownership, and aren’t afraid to experiment and iterate

Nice To Haves

Experience with hackathons, technical talent communities, or other creative university recruiting channels is a plus
Experience at a startup, high-growth technology company, or consulting/strategy environment is a plus

Responsibilities

Own our campus recruiting strategy — build a year-round plan for target schools, hackathons, career fairs, partnerships, and other early-talent channels, including budget, staffing, travel, and ROI
Build Polymarket’s campus presence — create a distinctive, repeatable playbook for how we show up on campus, from event strategy and activations to candidate capture and follow-up
Launch and run our internship program — build a structured, high-quality experience from recruiting through onboarding, programming, manager enablement, and full-time conversion
Build the recruiting infrastructure — design scalable application, assessment, screening, and interview workflows that surface the strongest candidates and make it easy for hiring teams to engage them
Partner with senior leaders and hiring managers across engineering, product, design, legal, finance, marketing, and other functions to plan headcount, define hiring needs, and build effective early-career pipelines
Build and lead the team — hire and manage a small early-career recruiting team as the program scales, while setting the operating standards and culture for the function
Represent Polymarket externally — bring the right engineers, product leaders, designers, and business leaders into our campus strategy and build relationships with students, faculty, and university communities
Use data and judgment to iterate — measure pipeline quality, conversion, event ROI, and program performance to continuously improve our approach