University recruiting means
high application volume, tight timeline, and tough competition.
Here’s how Suite gives you an edge to reach, identify and hire new grads and student developers at scale.
Career fairs & on-campus visits:
Walk away from campus events with a list of top candidates. Not a stack of resumes
Get more out of your on-campus recruiting events. Invite students to take your technical assessment ahead of campus visits using the student distribution list, or distribute the link during the event.
Set test cutoff scores to screen out unqualified students. Sort scores to get a list of top candidates.
Career sites:
Pre-qualify students from your careers page
At best, screening hundreds and thousands of resumes increases time to offer. At worst, it forces teams to skip screening excess candidates.
Embed a test link next to the job requisitions on your careers page to automatically pre-screen students as they apply. Only qualified candidates enter your ATS.
Target specific skills:
Reach technically gifted talent with less effort
Use public test links to invite students at any school to take your assessment or host a competition. Qualify them virtually, and reach more schools and students without expanding budget or on-site presence.
Diverse student hiring:
Increase diversity in campus recruiting program
Anonymize candidate’s Personally Identifiable Information and let our algorithmn remove unconscious bias. Identify candidates based on proven skills. Build a diverse talent pipeline by targeting diverse set of schools or schools with diverse student group.
Suite has actually allowed us to look for diamonds in the rough that our old process didn’t give us the time or resources to look for. They got us a lot of momentum and a lot of great wins across the board.
We saw immediate gains in time savings from our hiring managers when screening software engineering candidates. For the first time, we could see the strengths of the technical skills early on in the interview.
