Recruiter

Veeva Systems•Illinois - Chicago, IL

1d•Remote

About The Position

As a University Recruiter at Veeva, you will drive top-of-funnel candidate attraction for the Consultant Development Program (CDP) in North America. You will source diverse early-career talent, build university relationships, and provide an engaging candidate pre-boarding experience. The role calls for speed, focus, and individual accountability, aligned with Veeva’s values of Do the Right Thing, Customer Success, Employee Success, and Speed. The position is for someone based and work-authorized in the Midwest. Veeva is a Work Anywhere company that supports flexibility to work from home or in the office. The stated base salary range is $65,000–$100,000; the role may also be eligible for variable bonus and/or stock bonus. Actual salary depends on qualifications, experience, location, and expected contributions.

Requirements

At least 3 years of talent acquisition experience, with a strong focus on early-career or university recruiting across key markets.
Must be based in the Midwest and authorized to work there.
Strong execution focus, operational excellence, and ability to work quickly and accurately.
Clear, concise, and humble communication style, with strong stakeholder management abilities.
Comfort using candidate assessment tools, tracking metrics, and driving structured weekly pipeline stand-ups.

Nice To Haves

Prior recruiting experience in software, cloud, or technical consulting services.
Familiarity with universities in the Midwest.
Experience partnering closely with Talent Marketing to build digital talent campaigns.

Responsibilities

Identify and engage top-tier early-career talent in North America through direct sourcing, referrals, and targeted outreach in partnership with Talent Marketing.
Review and process candidate applications, using assessment and regional alignment practices.
Plan, attend, and execute university career events, technical fairs, and campus information sessions across target locations.
Build and nurture a long-term referral pipeline through employee networks, university alumni groups, and student organizations.
Engage candidates from offer acceptance through their start date, including hosting monthly touchpoints, facilitating cohort networking, and increasing early network visibility.
Evaluate sourcing channels, iterate digital campaigns, and optimize hiring processes through continuous improvement.
Use structured weekly pipeline stand-ups to support recruiting operations.