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A smarter way to find, evaluate, and hire early-career talent

Parker Dewey enables your organization to:

• Access millions of ambitious college students actively looking for new opportunities
 • Strengthen your employer brand on campus without heavy investment
 • Build a diverse, high-quality pipeline with less time and lower cost per hire
•Make hiring decisions with confidence before you ever extend an offer

We'll use this information to provide personalized recommendations for improving your recruiting strategy →

 

Not an employer?

Students can learn more about Parker Dewey and connect with opportunities by creating a free account. Universities can reach out to our partnerships team directly here.

Share Your Early-Career Hiring Needs

the problem

The process is broken, and it's costing you time, money, and candidates.

The average early-career hire takes over 75 hours of work and costs more than $6,000 to fill. Even then, 55% of new hires leave within the first year, and candidates who lose interest along the way don't wait around for you to catch up.

And this is because a resume and a 30-minute conversation were never going to tell you how someone performs, or whether they're actually engaged.

Real Results From Real Employers

Smith+Nephew

Smith+Nephew needed a better way to find and evaluate diverse early-career talent without adding strain to their recruiting team. Learn how they built a more effective and inclusive hiring strategy with Parker Dewey!

70%

Reduction in cost-per-hire

900+

Early-career candidates engaged

Read the Smith+Nephew story

The Path to Better Early-Career Hiring

How It Works

A Simpler Way to Recruit Early-Career Talent

Your team defines the goals. We run the program!

✅ We build and manage the experience.
From project design to candidate support, we take care of the details.

✅ You evaluate talent in action.
See candidates demonstrate their skills through real work and meaningful interactions.

✅ You hire with confidence.
Gain the insights you need to identify high-potential candidates and strengthen your talent pipeline.

What Employers Are Saying

See What Real Work Reveals

  • After a pilot to explore how we could integrate Micro-Internships into our hiring process, we're now expanding the program and collaborating with managers to promote this skills-centered approach.

    Karen LutzVice President Talent and Leadership Development, Xylem

  • There’s no reason why any company should not be using Micro-Internships. It is the easiest way to add value to the organization by getting some projects completed, giving students the opportunity to learn, and being cost-effective.

    Alison KeefeGlobal Director of Emerging Talent, Smith+Nephew

  • You can interview, but you don’t really know how you’ll work with a person until you actually work with them. With this, you get to try someone for 20 hours and make sure your working styles match!

    Bhavana SinghFounder and CEO, Three Moons Consulting

Trusted by teams who hire early-career talent at scale.