Early Talent Strategy
Gen Z isn't harder to hire — they're harder to retain without a real strategy.
ATTRACT
Build a Campus Presence That Works
Target the right schools, show up with a story students actually want to hear, and build a pipeline that doesn't dry up after graduation season ends.
DEVELOP
Invest in Growth, Not Just Headcount
Early career professionals need structured development — feedback loops, mentorship, and clear career visibility — or they leave within 18 months.
RETAIN
Stop Losing Talent You Already Won
The first 90 days after a full-time start are the highest-risk period. We design the transition architecture that keeps converted talent engaged and growing.
The Real Problem
Most early talent programs are built by Talent Acquisition, not HR strategy — which means they optimize for offers, not outcomes.
Gen Z candidates evaluate employers the same way employers evaluate candidates. If your campus presence, employer brand, and onboarding experience don't hold up, they'll find someone who gets it.
What We Know About Gen Z
72%
Leave within 2 years without development
89%
Cite purpose alignment as top factor
4.2x
More likely to stay with mentorship
18mo
Average early-career attrition window
Advisory Focus Areas
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Target school selection, career fair presence, on-campus relationships, and diverse pipeline development
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How your company shows up on Handshake, LinkedIn, and campus — story, voice, and student ambassador programs
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Inclusive sourcing practices, equitable program access, and belonging touchpoints that aren't performative
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Program-to-full-time onboarding architecture that prevents drop-off in the critical first 90 days
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Conversion, retention, diversity representation, and cost-per-hire dashboards built for HR leadership
Engagement Options
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Rapid audit of your current early talent approach with a prioritized 90-day action plan. Best for organizations that need direction fast.
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End-to-end advisory engagement covering campus, brand, DEI, development, and retention. Includes all frameworks and a launch-ready playbook.
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Fractional HR partner for early talent strategy. Monthly deliverables, real-time guidance, and a dedicated thought partner on call.
Who This Is For
HR leaders, CHROs, and Talent Acquisition teams at growing organizations who are serious about early talent as a long-term workforce strategy — not just a summer hiring exercise.