Seamlessly Hire Early Career Talent
Coaches prepare every scholar before they are introduced to employers. Our algorithm decides which of your roles they can even see. You review people who fit, never a pile of applications.
✦ Diverse pipelines built 365 days a year, so your candidates are ready before you are.
70%
of candidates we put forward receive offers
99%
of placed scholars still there after one year
216
campus partnerships nationwide
$120–250K
saved a year on job boards, travel and seasonal recruiters
Early Career Hiring Got More Expensive and Less Predictable. Enrich Solves Both.
Most early career teams are spending more to get worse signal. The candidates are out there, spread across schools no single program can cover — and we already have them, screened and developed against the roles you hire for.
WHAT’S COSTING YOU
HOW ENRICH SOLVES IT
Volume
AI-written applications have flooded every posting. More résumés, less to go on.
✦ Only matched scholars can apply
The algorithm gates your role and a talent manager reviews every match that clears the threshold. You get a shortlist of a handful, not a pile of a thousand.
Coverage
Strong candidates sit at schools outside your core list, and you never see them.
✦ 216 campus partnerships
Plus student affinity groups, associations and nonprofits that career centers don’t reach — so the candidates outside your core list are already in the network.
Spend
Job boards, travel, career fairs and seasonal recruiters, most of it committed before you know what you’ll get.
✦ The sourcing is already done
We find, interview and develop scholars before you have a req open. Your first pipeline is built free, so nothing is committed before you see who’s in it.
Attrition
A hire who leaves inside a year costs more than the search that found them.
✦ Coaching through year one
Support continues for both the scholar and your team after the start date. 99% of placed scholars are still there twelve months later.
Repetition
Every cycle starts over. The same schools, the same screening, the same spend, every single year.
✦ Pipelines two years deep
Scholars enter as underclassmen and are developed against the roles you hire for, so next year’s cohort already exists when this year’s closes.
How It Works: Quality Over Quantity
Five steps from first call to a hire who stays. Most partners see their first shortlist within two weeks.
1.Define the Role
A 30-minute call to pin down skills, level, start date and what good actually looks like on your team.
2.The Algorithm Gates the Role
Scholars below the match threshold never see your posting. A talent manager reviews every one that clears it.
3.You Review a Shortlist
A handful of candidates, each with the reasoning behind the match. You decide who to interview.
4.Interview and Hire
We prepare candidates for your process specifically, so interviews are about fit rather than polish.
5.We Stay Involved
Coaching and support continue through the first year, which is where the 99% retention figure comes from.
Two prior internships in asset management. Treasurer of the investment club. Named your firm as a target employer.
Modeling coursework plus a client-facing summer role. Strong on the written case. Available for a June start.
The Enrich Difference
Human Qualified + Algorithmically Matched
Every scholar sits one-on-one with an Enrich coach on the way in, and keeps working with that coach for as long as they're in the network.
Then the algorithm gates each role. Below the threshold on skill, interest and fit, your posting isn't there for them to see.
A Long Term Hiring Solution
Most campus programs restart from zero every fall. We enroll scholars as underclassmen, develop them against the roles you actually hire for, and put your team in front of them long before they’re eligible to apply.
- First and second yearScholars Are Interviewed and Enter the Network
A coach sits with each one to qualify communication, then assesses skills, interests and career direction. That conversation builds the profile every future match runs against.
- ThroughoutYour Team Engages the Pipeline
Info sessions, skills workshops, mentorship and project work with scholars who will be eligible in a year or two. We schedule and run it.
- Junior yearMatching Opens
Scholars who clear the threshold for your internship can apply. They already know the company and what the role involves.
- Senior year and afterConvert and Repeat
Interns convert to full-time, and the cohorts behind them are already two years into development.
The Work Is Already Done
- Sourcing you don’t repeat.
- Screening you don’t rerun.
- Development you don’t fund.
- Retention you don’t replace.
That is where the savings each year comes from. It isn’t a discount on job boards, travel and seasonal recruiters — it’s the spend you no longer need, because the pipeline is already two years deep when you get here.
Coaching and workshop sessions run throughout the underclassman years, long before a scholar is eligible to apply.
“Enrich Scholars sets themselves apart from other partners, such as inclusion job boards, by all the wrap-around services they provide to the students and employers.”
Senior Manager
TA Inclusion Partnerships, Campus Programs & Events — Wayfair
Where Enrich Scholars Work
Scholars from our network are placed at these companies today.
FidelityAmazonSalesforceAmerican ExpressPwCWayfairComcastGuggenheimH&R BlockBTIGNew England BiolabsCity YearGrant ThorntonPlymouth Rock InsuranceL’OréalKlaviyo
Your first pipeline of highly-qualified early talent, built for FREE
Start Building Your Pipeline
Tell us the role. We’ll come back with a read on who in our network already fits it and start building the pipeline behind it — at no cost, before you commit to anything. No prep required on your side.
Who We Work With
- Hiring interns, analysts or entry-level full-time roles
- Running a campus or early career program, or building one
- Willing to engage underclassmen before they’re hiring-eligible
What Happens Next
- We reply within one business day
- A 30-minute call to scope the role and your pipeline
- First shortlist typically inside two weeks