Early Careers Recruiter

Foods you love. Brands you trust. And a career that empowers you to grow. 
 
At Nestlé USA, we’re all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers’ lives.

 

Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive.
 
This position is not eligible for Visa Sponsorship.

 

 

As a Nestlé Early Careers Recruiter, you’ll be instrumental in driving talent acquisition strategies that support our business priorities by identifying and hiring top-tier interns, co-ops, and full-time leadership development trainees. You’ll collaborate closely with business leaders, HR partners, and university liaisons to design and execute impactful campus recruiting initiatives. As part of a dynamic, high-performing team, you’ll champion innovative sourcing approaches that reflect our ways of winning and celebrate our culinary culture.

 

Recruitment:

 

• Manage the full recruitment lifecycle from attraction through offer acceptance.
• Execute various recruiting events, both on-campus and through digital platforms.
• Maintain applicant tracking requisitions in compliance with Nestlé’s processes.
• Collaborate with business partners to implement best-in-class talent selection processes targeting ideal candidate profiles.
• Lead recruiting strategy meetings, final-round interview days, and consensus meetings with hiring teams.
• Serve as the primary point of contact throughout the candidate decision-making and selection process.
• Contribute to building a strong talent pipeline that enhances our current talent pool.
• Participate in ad-hoc recruiting projects as needed.

 

Talent Acquisition Partnership & Collaboration:

 

• Partner with program leadership and the Early Careers Talent Acquisition team to develop recruiting plans that meet business needs.
• Collaborate with HR teams to define candidate profiles that reflect our ways-of-winning and support a diverse, high-achieving talent pipeline.
• Advise internal and external stakeholders on employment trends affecting college and university students.
• Build and maintain relationships with university career centers, professors, and other campus influencers.

 

Strategic Planning:

 

• Develop and maintain a strategic campus playbook that integrates digital and on-campus initiatives to meet business objectives.
• Cultivate relationships with college and university thought leaders.

 

Requirements:

 

• A bachelor’s degree in business, marketing, human resources, or a related field is required.
• Minimum of three years of experience in recruiting, talent sourcing, talent selection, human resources, or a related field.
• Experience recruiting in a large national or global corporation is preferred.
• Prior experience managing key business relationships is a plus.
• Proven experience in full lifecycle recruiting, including sourcing, assessing, applicant tracking, offer delivery, closing, and relationship management.
• Ability to apply a consultative approach and effectively manage stakeholder expectations.
• Experience launching and sustaining talent pipelining programs using sourcing intelligence and diverse channels.
• Proficiency with e-recruitment and web technologies, including applicant tracking systems and social/digital media.
• Ability to manage competing demands while remaining adaptable and flexible.
• Strong project management, writing, and verbal communication skills.
• Demonstrated ability to earn the trust and respect of business leaders.
• Strong influencing and negotiation skills with business and HR partners.
• Ability to handle sensitive and confidential information appropriately.
• Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint).
• Ability to interpret data, analyze trends, and extract actionable insights.
• Quick learner with the ability to adapt to new systems, processes, and procedures.
• Willingness to travel up to 25%.

 

 

It is our business imperative