Insights

Jenny Hofler is an outstanding leader wherever she goes, whether that’s in her role as Director of Early Career Talent Programs, Global TA at MetLife, or as a powerful thought leader on LinkedIn and at recruitment events. She is a self-described passionate advocate of early-in-career-talent, especially the intern and analyst population, who are vital to the success of her company. She is currently responsible for MetLife’s University Recruiting initiatives from a Talent Acquisition perspective, and the program management and delivery of the MetLife Technical University (MTU) 10-week Summer Internship Program. She has worked in the campus recruiting space for over a decade, and has found the career to be extremely rewarding. Jenny especially loves supporting candidates in their career journeys and building and sustaining relationships.

Early career hiring wouldn't be the same without the hardworking talent professionals helping students land awesome opportunities. And we are so grateful for the early career recruiting teams who have decided to invest in the future of talent by partnering with RippleMatch. That’s why we designated November as Customer Appreciation Month.

It’s a challenge many organizations face: finding and hiring top tech talent. In a competitive job market where candidates have numerous options, it can be even more difficult to fill your highest-priority roles. If you’re struggling to find great technical talent at the early career level, it’s important that you re-evaluate your recruitment methods to determine if you’re missing opportunities to connect with great candidates.

William, the Global Head of Early Career Talent at Peloton, is incredibly passionate about diversity within early career recruitment. His commitment to D&I extends beyond university recruiting and into his own team, life, and extracurricular pursuits. A University of Virginia alumni, he was a first generation college student who began achieving big goals and setting the foundation for a successful career early on. William lived on The Lawn at UVA, an honor reserved for just 100 students from an undergrad population of over 13,000. He was a member of Kappa Alpha Psi Fraternity, Inc., 100 Black Men of America, and an alumni spokesman of the Sallie Mae Fund’s Kids2College Program.

Campus recruiting is hard. Whether you’re an individual recruiter on a large team, or a one-person department doing everything from sourcing to managing an entire internship program, every day brings new challenges. Add in a global pandemic and a sudden shift to virtual recruiting, and it’s clear that the talent professionals who’ve weathered the storm are nothing short of rockstars.

Happy Campus Recruiter Appreciation Week!

We’re thrilled to recognize hard-working early career talent acquisition professionals during Campus Recruiter Appreciation Week! Campus recruiters play an integral role in their organizations, finding top talent for internships and early-career positions. They also make a huge difference in students’ lives, helping them begin a new phase by getting them started in their careers.

Catching students’ attention, getting them interested in your company, and keeping them engaged are key concerns of many campus recruitment teams. These challenges have been exacerbated by the move to virtual recruitment over the last two years. With virtual recruitment continuing this fall, recruiters are struggling to get their brand out there and connect with students without being able to physically visit campuses.

At most colleges and universities, computer science programs remain male-dominated spaces and on average, around 18% of computer science degrees are awarded to women. However, there are several colleges – in addition to women’s colleges – that have managed to exceed national averages and create a more gender-balanced program through specific initiatives and retention strategies. While other programs may graduate an overall higher quantity of female CS majors due to their class size, these colleges and universities continuously work to improve representation in their programs. See the gender breakdown and learn more about their initiatives, below.