Early Careers Program Lead

Take-Two Interactive Software, Inc. is a leading developer, publisher, and marketer of interactive entertainment for consumers around the globe. For more than 25 years, our development teams have created some of the most critically acclaimed and commercially successful entertainment experiences, captivating and engaging audiences around the world. We are incredibly proud of our ability to deliver consistently the highest-quality titles, as well as our colleagues who help to create our unique culture and work environment that is inclusive, diverse, and dynamic.

While our offices are casual and inviting, we are deeply committed to our core tenets of creativity, innovation and efficiency, and individual and team development opportunities. Our industry and business are continually evolving and fast-paced, providing numerous opportunities to learn and hone your skills. We work hard, but we also like to have fun, and believe that we provide a great place to come to work each day to pursue your passions.

The Early Careers Program Lead is a central and strategic role responsible for identifying, engaging, and securing the next generation of future-ready talent for T2's critical early-career pipelines. We are seeking an experienced and dedicated Early Careers Program Lead to own the end-to-end recruitment process for our high-volume early-career programs. You will be responsible for creating exceptional candidate experiences while scaling our early-career pipelines across the US, Canada and Dublin.

• →Intern & Apprenticeship Programs: Full-Cycle Recruitment Execution: Deliver against the entire recruitment lifecycle for our early-career programs, from initial sourcing, vetting & screening through to offer and onboarding handover.
• →Strategy & Execution: Partner with Talent Acquisition leaders to define and execute tailored recruitment strategies that meet hiring targets for new graduate talent across multiple regions.
• →Recruitment Calendar: In partnership with program leadership, build and define the annual recruitment and branding calendar for the early-career programs.
• →High-Volume Recruitment - Pipeline & Process: Develop innovative and scalable sourcing strategies to attract a diverse and high-caliber candidate pool from universities and relevant early-career communities. Establish processes that meet the requirements for high-volume applications.
• →Diversity Focus: Be intentional with recruitment planning to increase diversity within the pipelines and champion the program's commitment to equity and inclusion.
• →University Relations & Events: Build and maintain strong, strategic relationships with target universities and student organizations. Plan and execute engaging virtual and in-person campus recruitment events, career fairs, tech talks, panels, information sessions, and networking events.
• →Candidate Experience: Champion a best-in-class candidate experience, ensuring timely, transparent, and professional communication throughout the recruitment process.
• →Data-Driven Insights: Utilize Applicant Tracking System (ATS) data and other metrics to track recruiting success, identify areas for improvement, and provide regular reporting to program leadership. Work with People Analytics to build out dashboards.
• →Employer Branding: Act as a brand ambassador for the early-career programs on campus and online (e.g., LinkedIn), effectively communicating our Employee Value Proposition and creating awareness with our early-career audiences.
• →Vendor Management: Manage vendor relationships, new and existing, within our recruitment process.
• →Stakeholder Management: Partner closely with TA, Biz Ops, Business leaders. Provide regular updates to Hiring Managers and leaders on active interns and hiring updates.

• Experience: High-volume, full-cycle early-career recruitment experience, specializing in internship, graduate, campus, or early-career program recruiting. 5+ years managing university recruiting or junior talent recruitment programs with exceptional knowledge of university placement strategies.
• Diversity Mindset: 2+ years of DEI experience or focus in your work. Demonstrated ability to develop and execute Diversity & Inclusion recruiting initiatives within early-career programs.
• Communication: Exceptional verbal and written communication skills with the ability to engage and influence diverse audiences, including students and senior executives. Ability to communicate with high energy and enthusiasm.
• Tech Savvy: Proficiency with Applicant Tracking Systems (ATS) (e.g., Greenhouse, Workday), familiarity with virtual recruiting platforms and digital sourcing tools.
• Project Management: Excellent organizational and time management skills, with the ability to manage competing priorities and high-volume workloads in a fast-paced environment.
• Assessment Skills: Ability to conduct deep-probe interviews and screens to assess key requirements for positions.
• Data & Analytics: In-depth experience with data tracking, budgeting, and tracking expenses.
• Education: Bachelor's degree.
• Additional Requirements: Comfortable with up to 20% travel through the year to support on-campus recruiting activities.