Senior Manager, Early Careers Recruiting

CoreWeave•New York, NY

10d•$149,000 - $198,000

About The Position

CoreWeave is seeking a leader to build and lead its university recruiting program from the ground up. The role will develop the strategy, partnerships, processes, and team needed to attract early-career talent across technical and business functions. The position oversees internship and new-graduate recruiting across multiple functions, locations, and academic cycles, and partners with business leaders, hiring managers, Talent Acquisition leadership, and the L&D Team to plan hiring, assess program performance, and improve results. The successful candidate will have experience building or significantly scaling university recruiting programs, leading recruiting teams, and establishing university and student-organization relationships. Experience recruiting in technology, AI, or a similarly fast-moving industry is highly valued. The role requires balancing long-term strategy with hands-on execution and willingness to travel during peak university recruiting periods. The base salary range is $149,000 to $198,000. Starting salary depends on job-related knowledge, skills, experience, and market location. Total rewards include a discretionary bonus, equity awards, and benefits, subject to eligibility. The position requires access to export-controlled information and applicants must meet applicable U.S. export-control eligibility requirements.

Requirements

Significant experience in university or early-career recruiting, including building or substantially expanding a program.
Demonstrated experience managing, coaching, and developing a recruiting team.
Established relationships across universities, career centers, faculty networks, and student organizations.
Experience recruiting for technical roles in technology, AI, infrastructure, software, or related industries.
Strong program-management skills and ability to create structure and scalable processes in a fast-growing environment.
Proven ability to influence senior leaders and build productive partnerships with hiring teams.
Experience using data to set strategy, evaluate outcomes, and improve recruiting programs.
Excellent communication, relationship-building, and organizational skills.
Ability to balance long-term strategy with hands-on execution.
Willingness to travel during peak university recruiting periods.
Must meet applicable U.S. export-control eligibility requirements to access export-controlled information.

Nice To Haves

Experience recruiting students in computer science, engineering, machine learning, data science, or other highly competitive technical disciplines.
Experience creating internship programs and strategies that convert interns into full-time employees.
Knowledge of the university recruiting landscape for AI and emerging technology talent.
Experience building an employer brand with student and early-career audiences.
Experience working in a high-growth or rapidly evolving organization.

Responsibilities

Build and execute an Early Careers recruiting strategy aligned with long-term talent needs.
Design the program’s foundational structure, including target-school selection, hiring timelines, campus engagement, events, candidate assessment, internship programming, and conversion strategies.
Develop and maintain relationships with university career centers, faculty, student organizations, technical clubs, and other campus partners.
Create recruiting campaigns that build awareness of the company and its opportunities in the technology and AI ecosystem.
Lead, coach, and develop a team of university recruiters and recruiting coordinators, and potentially hire team members.
Partner with business leaders, hiring managers, and Talent Acquisition leadership to forecast early-career hiring needs and establish annual hiring goals.
Build scalable and inclusive recruiting processes that provide a consistent, high-quality experience for candidates and internal partners.
Oversee internship and new-graduate recruiting across multiple functions, locations, and academic cycles.
Partner with the L&D Team to establish metrics for pipeline health, offer acceptance, candidate experience, diversity, intern conversion, and quality of hire.
Manage the university recruiting budget and determine where investments will have the greatest impact.
Stay current on university recruiting trends, emerging talent markets, and evolving skills needed in technology and AI organizations.