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Our Early Careers program lets you attract, assess, and develop graduate talent at scale - without overloading your teams or sacrificing quality.
What You Can Expect
Structured Programs
Tailored graduate, intern, and entry-level hiring frameworks aligned to your long-term workforce strategy.
Employer Brand for Gen Z
Messaging, channels, and experiences tailored to early-career expectations and motivations.
Scalable Hiring Campaigns
From seasonal intakes to multi-country programs, executed consistently and efficiently.
Purpose-Driven Assessment
Skills-based screening focused on potential and cultural fit - prioritizing future performance over past credentials.
Data-Driven Talent Insights
Actionable analytics on candidate pipelines, conversion rates, and quality of hire to continuously refine your strategy.
Future-Ready Pipelines
Proactively build an adaptable talent bench with the skills and diversity needed to lead your organization tomorrow.
Are these situations familiar to you?
Gen Z Disengagement
Graduate talent ignores traditional job ads and messaging that wasn’t built for their expectations or digital channels.
Weak Early Talent Conversion
High interest, low acceptance rates. Candidates drop off due to slow feedback, poor experience, or unclear value.
No University Access Strategy
Lacking the targeted network, campus partnerships, and local insights to reach top talent across key regions and countries.
Early Careers Admin Overload
Campus events, application coordination, and compliance tasks drain your team’s time and stall hiring momentum.
Inconsistent Selection Quality
Varying assessors and standards lead to uneven hire quality, mismatched skills, and unpredictable early turnover.
No Long-Term Talent Payoff
Year-after-year graduate hiring without improving pipelines, speed, quality, or retention - missing the strategic return on investment.
Hiring Roadblock:
WHEN EARLY CAREERS MAKES SENSE
Graduate & Intern Hiring
You recruit at scale and need a structured, repeatable process to ensure speed, quality, and consistency across all hires.
Capability Building
You are developing junior talent as a long-term investment in organizational growth, not just filling immediate vacancies.
High Attrition Entry Roles
You have entry-level roles with rapid turnover that require a steady pipeline - without overloading your recruitment team.
Future Leadership Pipelines
You invest in early talent to cultivate tomorrow’s leaders, reducing future hiring costs and succession risk.
Integrate & Nurture
We support strong onboarding, mentorship programs, and ongoing alumni engagement to boost early retention and maximize the value of your investment.
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Assess & Select
We combine AI-powered pre-screening, human interviews and structured assessments to deliver qualified shortlists - faster and with greater accuracy.
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Attract & Engage
We execute targeted engagement through campus ambassador events, social-first campaigns, and referral initiatives to build a high-quality talent pipeline.
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Discover & Define
We map your future skill needs, EVP, and ideal candidate profiles to target your talent precisely at the relevant campuses and digital channels.
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How Early Careers Works
A structured program to attract, assess, and develop early-career talent at scale.
FAQ
Early Careers recruitment is a structured approach to attracting, assessing, and hiring students, graduates, and entry-level professionals at scale. It focuses on long-term talent pipelines, campus engagement, and consistent assessment frameworks, rather than ad-hoc junior hiring for individual vacancies.
Early Careers recruitment is for organizations with recurring graduate or entry-level hiring needs, seasonal intakes, or future leadership programs. It suits companies that want predictable junior talent pipelines without overloading internal teams or rebuilding hiring processes from scratch each year.
An Early Careers hiring program typically delivers initial shortlists within weeks, depending on intake size and market. Full programs run across defined hiring waves and often span several months, covering attraction, assessment, onboarding, and post-hire engagement with improvements carried into future intakes.
Early Careers recruitment can be executed across multiple countries using localized campus access, market-specific attraction strategies, and compliant data handling. This allows organizations to run consistent graduate programs internationally while respecting local education systems and regulatory requirements.
Early-career candidates are assessed based on skills, potential, and behavior rather than prior job history. Assessment methods typically include structured interviews, situational tasks, skills or cognitive testing, and standardized scoring frameworks to ensure fair and consistent evaluation at scale.
Success in Early Careers recruitment is measured using time-to-hire, conversion rates, diversity mix, offer acceptance, and early retention. These metrics provide clear visibility into hiring quality and program effectiveness across each intake, enabling continuous improvement over time.
The Serendi RPO Journey
We transform the complex into the simple. Our proven, five-phase framework is designed for speed, quality, and seamless integration.
Discover & Plan
We define needs and create a tailored recruitment strategy
Source & Engage
We source and engage candidates using our local market expertise
Select & Assess
We screen rigorously to ensure perfect skill and culture fit
Hire & Onboard
We handle offer management to ensure a great experience
Optimize & Report
We measure KPIs and improve process on the go
The Serendi RPO Journey
Your Blueprint for Hiring Success
We transform the complex into the simple. Our proven, five-phase framework is designed for speed, quality, and seamless integration.
Phase 1: Strategic Discovery
We define your goals to build a winning hiring plan.
Phase 3: Targeted Talent Campaigns
We engage pre-vetted candidates using our local market expertise.
Phase 2: Data-Driven Intelligence
We arm you with market insights for smart, competitive workforce planning.
Phase 4: Rigorous Validation
We ensure every candidate is a perfect skill and culture match.
Phase 5: Flawless Execution
We handle offers and onboarding to guarantee a great candidate experience and higher retention.
Case Snapshot: IT Scale-Up
A global aerotech company partnered with Serendi to overcome critical hiring challenges: hard-to-fill roles, fragmented hiring processes across departments and rapid global expansion.
Roles Filled
1000+
Number of countries
25 / 4 continents
Timeline
3 years
Avg. Days to Present
13
Avg. Days to Fill
32
Avg. Cost of Hire
EUR 4000
