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Open nowPosted 4 days ago

Early Career Manager/Campus Recruiter, Senior Associate

guggenheiminvestment20 open roles

Where
New York, NY
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Your applicationOpen nowEarly Career Manager/Campus Recruiter, Senior Associateguggenheiminvestment · New York, NY

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. guggenheiminvestment postings stay open a median of 15 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.7%14 days
  5. 35.6%30 days
  6. 58.0%60 days
This job: posted 4 days ago

guggenheiminvestment median: 15 days open

The posting

Position Summary

Guggenheim Investments is seeking a Campus Recruiter & Intern Program Manager to own the firm's early-career talent pipeline end to end, from first campus contact through internship delivery to full-time conversion.

This role has two connected halves. The recruiting half owns campus strategy, school relationships, and full-cycle hiring for intern and analyst classes. The program management half owns what happens after the offer: the internship itself, including onboarding, project quality, mentorship, evaluation, and conversion decisions. It also includes direct operational ownership of the firm's veteran intern program (VTAP). That program serves candidates who come through different sourcing channels, need different onboarding, and define a successful transition differently.

The two halves are combined on purpose. A recruiter who does not own the internship is selling a program they cannot vouch for. A program manager who does not recruit has no relationship with the candidates they are trying to convert. This role is accountable for the whole path and is measured on conversion and retention, not on offers extended. This role will be based in our New York City office, full-time.

Responsibilities

Key Responsibilities:

  • Deliver the annual intern and analyst classes to the headcount, quality, and diversity objectives set with business leadership.
  • Be the single person accountable for the early-career experience. Interns should know who owns their program.
  • Advise business sponsors on project design, managing interns, and evaluation, and hold them to program standards.
  • Build inclusive sourcing and selection into the standard process instead of running diversity recruiting as a separate track.
  • Keep up the network of alumni and candidates who were not converted as a source of future candidates.
  • Represent the firm credibly to students, faculty, career services, and veteran transition organizations.

Campus Recruiting Strategy & Execution

  • Own the firm's campus strategy: which schools, programs, and student organizations to recruit from, and why. Review each school's return every year based on conversion and retention.
  • Build and maintain relationships with career services offices, faculty, student organizations, affinity groups, and veteran services offices.
  • Run the full recruiting cycle: information sessions, career fairs, case competitions, coffee chats, first-round and superday interviews, offer delivery, and candidate close.
  • Manage the firm's employer brand on campus, including digital presence, collateral, and making sure every employee who represents the firm tells the same story.
  • Recruit, train, and coordinate the interviewer and campus ambassador network across business units.

Intern Program Management

  • Own the internship program end to end for all cohorts: structure, calendar, curriculum, and experience standards.
  • Source intern projects with business sponsors and check their quality. Each project needs a real deliverable and a named owner.
  • Design and run intern onboarding to match the enterprise onboarding framework and the 30/60/90 structure owned by the Talent Management function.
  • Build and manage the mentorship and buddy structure, including what managers are expected to do and the support they get.
  • Own the intern evaluation framework, midpoint and final reviews, and the conversion decision process, including calibration so conversion standards are the same across businesses.
  • Measure the program on an ongoing basis: intern feedback, project quality, conversion rate, and how long converted hires stay.

Veteran Intern Program (VTAP)

  • Manage the veteran intern program day to day, working with the Head of Talent Management & Culture on strategy and how the program fits across the firm.
  • Build sourcing channels separate from traditional campus recruiting military transition programs (SkillBridge and similar), veteran service organizations, veteran-focused university programs, and military-affiliated student groups and internal relationships.
  • Translate military experience into fit for the role and train hiring managers to do the same.
  • Design onboarding and integration support for the move from military to corporate life, including cohort community and mentor pairing.
  • Own the paths from veteran internship to full-time role and track veteran results separately, so the program is measured on placement and retention rather than participation.
  • Work with Culture & Inclusion on how the program is presented inside and outside the firm.

Pipeline, Data & Operations

  • Own early-career pipeline data: applications, conversion at each stage and by school, offer acceptance, intern-to-full-time conversion, and one- and two-year retention of converted hires.
  • Report pipeline health and program results to CPO and business leadership on a set schedule.
  • Manage the program budget, campus event spending, and vendor and platform relationships (ATS, campus platforms, assessment tools).
  • Keep recruiting practice consistent, documented, and defensible, working with Legal and Compliance on record-keeping and selection standards.

Qualifications

Basic Qualifications:

  • 3-5+ years in campus or early-career recruiting, program management, or both, including at least one full recruiting cycle owned end to end.
  • Has run or substantially built an internship program, not only recruited into one.
  • Can recruit full cycle: sourcing, assessment, closing candidates, and offer negotiation.
  • Disciplined program and project management. This role runs a complex calendar with many stakeholders and fixed deadlines.
  • Strong stakeholder management with busy business leaders whose interviewing commitments compete with client work.
  • Comfortable with recruiting data: can build a funnel, read it, and change strategy based on it.
  • Willing to travel during peak seasons and to work the longer hours those seasons require.
  • Bachelor's degree or equivalent experience.

Preferred Qualifications

  • Campus recruiting experience in financial services or asset management.
  • Direct experience with veteran hiring or military transition programs (SkillBridge, Hiring Our Heroes), or personal military affiliation.
  • Experience with inclusive sourcing strategy, with measurable results.
  • Fluency with ATS and campus platforms.
  • Experience managing a program budget.

We are not seeking agency assistance with this role.

We are unable to consider candidates who require current or future visa sponsorship for employment in the United States. Candidates must be authorized to work in the US without current or future visa sponsorship or transfer.

The benefits offered for this position:

  • 401k with matching contribution
  • Healthcare and wellbeing programs
  • Paid leave
  • Learning and development opportunities
  • Family and caregiving support
  • Employee assistance program

Salary Range

Annual base salary between

$110,000.00-$125,000.00

The base salary range represents the low and high end of the anticipated base salary range for this position. Actual base salaries may vary depending on factors such as location and experience. The range listed reflects base salary only, and the total compensation package may include other components such as incentive compensation.

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