Uncover a better way to engage, assess, and hire early-career talent

Parker Dewey enables your organization to:

• Engage millions of college students across the country with a single platform
• Improve reach, employer brand, and conversion, with lower cost per hire
• Attract candidates excited to learn about your organization and demonstrate their skills
• Delight hiring managers with on-demand support, less commitment and lower risk for all involved
• Ensure your recruiting process is equitable, inclusive, and accessible to result in the highest quality talent pipeline

Tell us more about your current early-career recruitment efforts to receive recommendations from our team →

Real-World Results

Learn how Smith+Nephew, a medical technology company, has leveraged the Parker Dewey platform to knock down barriers between their recruiting team and the untapped talents of a diverse candidate pool.

70%

Lower cost-per-hire

900+

Candidates engaged

Read the Full Story

Our Process

Your team defines the goals, our team handles the rest!

✅ After defining your goals, our team designs the project(s), markets and manages the program, and supports students so you can focus on your job.

✅ You (or your hiring managers) do the fun stuff including kicking off the project with students and hearing their presentations.

✅ You get all of the candidate data, skills insights, and recommendations to keep high-potential candidates engaged.

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 Singh,

Founder and CEO,

Three Moons Consulting

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 Lutz,

Vice 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 Keefe,

Global 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 Singh,

Founder and CEO,

Three Moons Consulting

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 Lutz,

Vice President Talent and Leadership Development,

Xylem

Uncover a better way to engage, assess, and hire early-career talent

About your recruiting efforts

About you

Real-World Results

Our Process

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!

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.

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.

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!

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.