Strategic Early Careers & University Relations Lead

States Manufacturing Corporation; Columbus (OH); Hybrid; USD 120,000 - 160,000; Full time

Job summary

Forgent Power is seeking an experienced Early Careers & University Relations Lead to design, build, and scale a best-in-class early talent strategy. You will own university engagement, internship programs, and entry-level hiring pipelines with autonomy and close collaboration with the VP of Talent Acquisition.

The role emphasizes strategic program development, campus partnerships, and a data-driven approach to DEI in early talent pipelines, reporting to executive leadership.

Qualifications

• 6–10+ years of experience in university relations, early careers recruiting, or campus talent programs.
• Proven experience building or scaling early careers initiatives in a corporate or high-growth environment.
• Strong relationship management and stakeholder influencing skills.
• Demonstrated ability to manage programs end-to-end with measurable outcomes.
• Experience driving diversity recruiting initiatives within early talent pipelines.

Responsibilities

• Develop and execute a comprehensive early careers strategy aligned with Forgent’s workforce planning and growth priorities.
• Design scalable recruiting programs for interns, co-ops, and entry-level hires across key functional areas.
• Establish KPIs and metrics to measure program success (conversion rates, diversity outcomes, retention, performance).
• Identify and build strategic partnerships with target universities, colleges, and talent pipelines.
• Create and manage campus engagement plans including career fairs, info sessions, and leadership engagement.
• Lead end-to-end recruiting for early career talent, including sourcing, interviewing, and offer management.
• Develop innovative sourcing strategies leveraging digital platforms, events, and partnerships.
• Deliver a best-in-class candidate experience that reflects Forgent’s values and culture.
• Design and manage structured internship and early career development programs.
• Partner with business leaders to ensure meaningful project work, mentorship, and feedback loops.
• Drive intern-to-full-time conversion strategy and onboarding experiences.
• Build Forgent’s brand presence on campus and across early-career talent channels (social, events, partnerships).
• Collaborate with marketing and communications to craft compelling messaging and campaigns.
• Leverage storytelling and employee ambassadors to differentiate Forgent in competitive markets.
• Embed DEI priorities into all early careers initiatives.
• Expand partnerships with HBCUs, HSIs, women’s colleges, and other diverse institutions.
• Track and improve diverse representation across early talent pipelines.
• Partner with hiring managers and leadership to forecast early talent needs and hiring plans.
• Collaborate with HR, L&D, and business leaders to create development pathways for early talent.
• Provide regular updates to the VP of Talent Acquisition and executive stakeholders.
• Align early careers strategy with broader organizational goals, with strategic guidance from the VP.

Skills

University relations

Early careers recruiting

Campus partnerships

Stakeholder management

Diversity recruiting

Program management

Tools

ATS familiarity

Campus recruiting tools

Job description

Description

Forgent is seeking a strategic and hands-on Early Careers & University Relations Lead to design, build, and scale a best-in-class early talent strategy. Reporting to the VP of Talent Acquisition, this role will own the development and execution of Forgent’s university engagement, internship programs, and entry-level hiring pipelines.

The Lead will operate with a high degree of autonomy in building and executing programs, while partnering closely with the VP of Talent Acquisition, who provides strategic oversight and ensures alignment with enterprise talent priorities.

Strategy & Program Development

• Develop and execute a comprehensive early careers strategy aligned with Forgent’s workforce planning and growth priorities

• Design scalable recruiting programs for interns, co-ops, and entry-level hires across key functional areas

• Establish KPIs and metrics to measure program success (conversion rates, diversity outcomes, retention, performance)

University Relations & Partnerships

• Identify and build strategic partnerships with target universities, colleges, and talent pipelines

• Create and manage campus engagement plans including career fairs, info sessions, and leadership engagement

• Cultivate relationships with faculty, career services, student organizations, and diversity-focused groups

Recruitment & Candidate Experience

• Lead end-to-end recruiting for early career talent, including sourcing, interviewing, and offer management

• Develop innovative sourcing strategies leveraging digital platforms, events, and partnerships

• Deliver a best-in-class candidate experience that reflects Forgent’s values and culture

Internship & Early Talent Programs

• Design and manage structured internship and early career development programs

• Partner with business leaders to ensure meaningful project work, mentorship, and feedback loops

• Drive intern-to-full-time conversion strategy and onboarding experiences

Employer Branding

• Build Forgent’s brand presence on campus and across early-career talent channels (social, events, partnerships)

• Collaborate with marketing and communications to craft compelling messaging and campaigns

• Leverage storytelling and employee ambassadors to differentiate Forgent in competitive markets

Diversity, Equity & Inclusion

• Embed DEI priorities into all early careers initiatives

• Expand partnerships with HBCUs, HSIs, women’s colleges, and other diverse institutions

• Track and improve diverse representation across early talent pipelines

Stakeholder Collaboration

• Partner with hiring managers and leadership to forecast early talent needs and hiring plans

• Collaborate with HR, L&D, and business leaders to create development pathways for early talent

• Provide regular updates and insights to the VP of Talent Acquisition and executive stakeholders

• Partner closely with the VP of Talent Acquisition to align early careers strategy with broader organizational goals, with the VP providing strategic guidance and final alignment on key program decisions

• Proactively bring forward recommendations, insights, and program innovations to inform leadership decision-making

• Ensure all early talent initiatives are aligned with enterprise talent strategy, hiring priorities, and workforce planning

Required

• 6–10+ years of experience in university relations, early careers recruiting, or campus talent programs

• Proven experience building or scaling early careers initiatives in a corporate or high-growth environment

• Strong relationship management and stakeholder influencing skills

• Demonstrated ability to manage programs end-to-end with measurable outcomes

• Experience driving diversity recruiting initiatives within early talent pipelines

Preferred

• Experience in [relevant industry—consulting, tech, professional services, etc.]

• Background working in a mid-sized or high-growth company environment

• Familiarity with applicant tracking systems (ATS) and campus recruiting tools

• Strong analytical mindset with experience using data to inform talent strategies

Key Competencies

• Strategic thinker with strong execution skills

• Relationship builder and brand ambassador

• Innovative and resourceful in talent sourcing approaches

• Data-driven decision maker

• Highly organized with strong project management capabilities

• Passionate about developing early career talent

Disclaimer: The statements above are intended to describe the general nature and level of work being performed. They are not an exhaustive list of all responsibilities, duties, or skills required. Forgent Power reserves the right to modify, interpret, or apply this job description as needed.

Equal Employment Opportunity Statement: Forgent Power is an equal opportunity employer. We are committed to creating an inclusive environment for all employees. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected class.

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