Recruiting Manager, Early Careers

Roblox•San Mateo, CA

71d

About The Position

A career at Roblox means you'll be working to shape the future of human interaction on the world's largest immersive platform. Reporting to the Director, Early Careers you will own the vision, strategy, and execution for bringing the next generation of exceptional talent to Roblox, specifically focusing on our high-impact University, Internship, and rotational programs. This is a critical leadership role that requires a deep analytical mindset and a proven track record of innovation.You will not only manage a team of Recruiters, but will also act as a strategic force multiplier across the organization. We are looking for an expert with a deeply data-driven approach who can create and scale programs that are not just operationally excellent, but are a competitive differentiator, modeling the caliber of talent acquisition found at the world's most ambitious technology and AI companies. If you are a builder who sees recruiting as a complex optimization problem, and you excel at translating ambiguity into technical rigor and actionable process, this is the team for you.

Requirements

Experience: 9+ years of progressive experience in Talent Acquisition or People Operations, with a focused track record in Technical Early Careers or University Recruiting.
Management Expertise: 3+ years of direct people management experience, ideally leading technical recruiting or operations teams.
Deep Analytical Acumen: Proven capability to use data to drive decisions; strong proficiency in understanding recruiting data models, measuring ROI, and influencing strategy, ideally within a globally-recognized tech company (e.g., AI/ML, SaaS, Gaming, or similar competitive sectors).
Innovation Proof: Demonstrated experience building new systems, deploying automation, or significantly optimizing technical recruiting processes at scale.
Domain Expertise: Deep understanding of the early career technical landscape, talent assessment best practices, and the dynamics of highly competitive university hiring.
Interdisciplinary Background: Experience building recruiting programs that target or assess interdisciplinary skillsets or unique, non-traditional talent pools (preferred).
Global Scope: Experience in building or managing global early career programs across multiple regions (preferred).
Advanced Program Design: Direct experience with developing and implementing structured interviewing models or non-traditional pathway programs (preferred).

Nice To Haves

Interdisciplinary Background: Experience building recruiting programs that target or assess interdisciplinary skillsets or unique, non-traditional talent pools (preferred).
Global Scope: Experience in building or managing global early career programs across multiple regions (preferred).
Advanced Program Design: Direct experience with developing and implementing structured interviewing models or non-traditional pathway programs (preferred).

Responsibilities

System Ownership: Design, implement, and own the end-to-end technical recruiting pipeline for early careers talent, treating the process as a scalable, distributed system that must maintain a high quality bar under extreme volume.
Innovation & Automation: Drive the automation roadmap for the Early Careers function. Identify high-leverage opportunities to deploy new tooling, including AI-first solutions and system integrations
Assessment & Hiring Rigor: Partner directly with People Science and Analytics to continue to champion our skill-based, automated and consistent evaluation methodologies
Build to Scale: Design, implement, and continuously refine scalable, end-to-end early career programs that deliver an outstanding, human-centered candidate experience from first touchpoint through conversion and onboarding.
Metrics-Driven Strategy: In partnership with Data Analytics leader, relentlessly track KPIs and recruiting health metrics (e.g., offer acceptance rates, time-to-hire, source effectiveness, conversion rates, NPS) to translate complex data into actionable insights and strategic recommendations.
Forecasting & Capacity: Continuously think long term using data-driven forecasting to predict capacity needs across the recruiting team and interviewers, ensuring the system can scale ahead of demand.
Manager of Builders: Lead, mentor, and performance-manage a team of technical Recruiters, focusing their development on operational expertise, data literacy, and structured problem-solving.
Strategic Blueprint: Serve as a subject matter expert on early career market trends and innovative sourcing techniques. Define the multi-year Engineering hiring strategy ensuring alignment with Roblox's long-term business goals.
Cross-Functional Partnership: Act as a strategic partner to executive leadership, hiring managers, and cross-functional teams (PBPs, People Analytics, Engineering) to forecast needs, secure resources, and influence hiring velocity and quality.

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