Head of Early Career Recruiting

Notion•San Francisco, CA

2d•$225,000 - $275,000•Hybrid

About The Position

As the Head of Early Career Recruiting, you'll own and scale our early career strategy across Notion. We've built real momentum on the engineering side — now we're ready to grow that into something bigger, expanding our early talent footprint meaningfully across the business. You'll partner with leaders across the company, university communities, and the broader talent marketplace to attract emerging talent who excel in craft and share our values. You set a high bar, you know the early career market well — university recruiting, internship conversion, emerging pipelines — and you're genuinely AI-first in how you work, always looking for ways to make the team faster and better. This role can be based in either San Francisco or New York City. We work from our offices on Mondays, Tuesdays and Thursdays (our Anchor Days) because we do our best thinking and building together in person. We're looking for someone who's excited to work alongside the team during those days.

Requirements

4+ years of recruiting leadership experience with a focus on early career hiring — spanning university recruiting, internship programs, new graduate pipelines, and early-in-career hiring across functions.
A fresh perspective on how early talent is best attracted and assessed — from build challenges and work trials to the ways people just entering the workforce discover and evaluate companies — and the curiosity to keep evolving that view as the landscape changes.
Proven track record of building and scaling high-performing early career teams and programs in fast-moving, high-growth environments.
High agency, strategic operator who can set direction and execute — equally comfortable in a leadership conversation about talent strategy and in the weeds of a hard fall recruiting season.
Strong analytical instincts with a track record of using data to drive decisions, i.e. conversion rates, funnel health, program ROI, and team performance.
Trusted advisor to senior leaders, with the credibility and market knowledge to influence program investment and hiring decisions at the executive level.
Genuine AI-first orientation — fluency with modern tools and an excitement for continuous discovery as the landscape evolves, with a track record of bringing teams along on that journey.
Deep knowledge of early career compensation trends, talent market dynamics, and partnership models — from universities and bootcamps to the channels and communities where early-in-career talent is found.

Nice To Haves

Background in program management or talent development with experience designing structured early career experiences (rotational programs, mentorship tracks, etc.).
Demonstrated track record of leveraging AI to meaningfully change how early career recruiting operates — not just as a tool user, but as someone who has built workflows, driven adoption, and raised the bar on what the function can do.
Experience designing and executing diversity recruiting programs targeting HBCUs, community colleges, or underrepresented talent communities — with measurable outcomes.
Strong network within the university recruiting, early career, and campus talent community.

Responsibilities

Define and own the global early career recruiting strategy — spanning internship programs, new grad hiring, and early-in-career pipelines across the business — translating priorities into a clear talent plan that scales across functions and regions.
Manage and develop a high-performing team of early career recruiters — setting the bar and coaching to it consistently.
Serve as a strategic advisor to business leaders — bringing market intelligence, early career compensation insights, and a clear point of view on emerging talent, whether they're coming from campus, a first job, or somewhere in between.
Lead the adoption of AI tools, workflows, and automation across the early career recruiting function — driving meaningful change in how the team sources, assesses, and closes talent.
Design and continuously improve the programs, processes, and infrastructure that allow us to hire with speed without sacrificing bar — including internship program design, conversion strategy, offer frameworks, and intern-to-FTE pipelines.
Establish and own the early career metrics that matter — conversion rates, quality of hire, source mix, time to offer — and use them to drive decisions.
Partner with Storytelling to sharpen our employer value proposition across the early talent community — positioning Notion as a destination for the next generation of world-class talent, wherever they're discovering us.
Partner with Notion's Ambassador Program to build community and connective tissue between early talent and the broader Notion ecosystem — turning advocates into pipelines and relationships into hires.