Senior Talent Partner, IonQ

• Agile and curious: You are credible representing IonQ's technology and culture to students and faculty
• Self-sufficient and resourceful: You are comfortable building a program largely from scratch
• Creative: You have fresh ideas for employer branding and candidate experience in a competitive market
• Strong project management skills: You are able to run a complex, deadline-driven, multi-stakeholder program end-to-end
• Experience in campus/university recruiting, early-career programs, and high-volume recruiting
• Track record managing a recruiting program with multiple stakeholders and a hard deadline
• Strong communication across students, faculty, hiring managers, and executives
• Data-driven decision making: comfortable tracking pipeline metrics and reporting on outcomes
• ATS / campus recruiting tool familiarity (e.g., Greenhouse, Workday, Handshake)

Desirable

• We're looking for a Campus & Early Career Recruiter to build and run university recruiting end-to-end from campus presence and employer branding through sourcing, hiring, and onboarding interns and early in career hires
• You will also build the systems to capture strong graduating talent for full-time, entry-level roles, turning a single successful internship class into a durable, repeatable early-career pipeline for the business
• This is a highly cross-functional, build-it-yourself role: the ideal candidate is smart, self-sufficient, and creative, with the project management discipline to run a complex, multi-stakeholder program against a fixed academic-calendar deadline
• Campus Engagement & Employer Branding:
• Design and execute a campus recruiting strategy and calendar across universities/programs relevant to quantum computing, physics, engineering, and CS
• Represent IonQ at career fairs, info sessions, hackathons, and student organization events; build IonQ's employer brand on campus
• Build relationships with career services offices, faculty, and student clubs to create a durable, long-term pipeline
• Internship Program Recruiting & Delivery:
• Own full-cycle recruiting for interns: intake, sourcing, screening, interviews, and offers
• Partner with the programs team and hiring managers to scope intern roles
• Manage the end-to-end program plan and timeline across many stakeholders against fixed academic-calendar deadlines
• Talent Pipeline & Full-Time Conversion:
• Build systems to track candidates and capture graduating classes for full-time, entry-level roles
• Develop return-offer and ambassador programs; track funnel, yield, offer-acceptance, and intern satisfaction metrics