Recruiting Program Manager, Replit

• Experience: 4 to 5 years in Recruiting Operations, Program Management, or a similar role within a high-growth tech startup
• Builder: You’ve built programs from scratch before, Early Career or otherwise, not just inherited and optimized them. You know what good looks like and can get there without a template
• Innovation: You get excited about doing programmatic work in a new way and by creating new normals
• Curious: You may not have built anything using AI yet but are curious and excited to get your hands into the work. You want to be at the intersection of AI, recruiting, human computer interaction
• Velocity: You move fast and ship v1s
• Operationally Excellent: You keep systems clean and data trustworthy, but you build in flexibility. When things change, you adapt fast and don’t let yesterday’s playbook slow down today’s work
• High Agency: You are a self-starter who thrives in ambiguity. You turn a vague goal into a concrete project plan with clear milestones
• Early Career Instincts: You know that new grad recruiting runs on an academic calendar and missing the fall season isn’t recoverable until next year. You plan ahead
• Culture Add: You are fast-paced, highly communicative, and aligned with the mission of democratizing software creation
• Preferred Tools

Desirable

• As a Recruiting Program Manager, you are the operational backbone of our Talent team. You will build and own the early career program, create the enablement infrastructure, and develop systems and playbooks that compound over time
• You’re here to build and lead, not just launch and hand off. You’ll own Replit’s early career recruiting function from the ground up: designing the program, building the infrastructure, and continuously improving it cycle over cycle
• This is a long-term ownership role where your impact compounds with every season, while innovation flows throughout the entire ecosystem
• Early Career Program Ownership:
• Stand up and own Replit’s new grad recruiting program: define intake windows, hiring targets, and candidate experience that runs each season
• Build university relationships at target CS and engineering programs and establish a sustained campus presence
• Run the fall recruiting calendar end-to-end: events, applications, and offers extended in Q4 before competing programs close out
• Own the summer internship program, using intern-to-new-grad conversion as a core program health signal
• Track metrics each cycle: offer acceptance rate, time-to-hire, 6-month retention and run retrospectives to improve the next season
• Program Management & Enablement:
• Drive the talent team’s program roadmap: prioritize initiatives and keep stakeholders aligned on what’s in flight
• Build and continuously evolve an interviewer training and calibration program so hiring teams assess candidates consistently
• Own the Referral Program end-to-end so referrals become a reliable, growing source of hire
• Develop and maintain documented programs, playbooks, and SOPs that enable the team to scale
• Champion ongoing skills development and curriculum for the team by creating opportunities to learn on live projects