Early Talent Program Manager

About the position Join us in building the future of finance. Our mission is to democratize finance for all. An estimated $124 trillion of assets will be inherited by younger generations in the next two decades. The largest transfer of wealth in human history. If you’re ready to be at the epicenter of this historic cultural and financial shift, keep reading. About the team + role We are building an elite team, applying frontier technologies to the world’s biggest financial problems. We’re looking for bold thinkers. Sharp problem-solvers. Builders who are wired to make an impact. Robinhood isn’t a place for complacency, it’s where ambitious people do the best work of their careers. We’re a high-performing, fast-moving team with ethics at the center of everything we do. Expectations are high, and so are the rewards. The Early Talent team designs and delivers structured programs that introduce emerging professionals to meaningful, high-impact work at Robinhood. The team partners closely with Engineering, Finance, Talent Acquisition, and People teams to align early career hiring with long-term workforce planning and business needs. Our programs range from internship experiences focused on skill development and exposure to real business challenges, to structured new graduate pathways designed to support early career growth and full-time hiring. We build repeatable, measurable processes that support strong participant experiences while strengthening Robinhood’s long-term early talent pipeline. As the Early Talent Program Manager, you will lead the strategy and governance of our enterprise Internship Program. You will define program structure, success measures, and stakeholder engagement models, and partner with leaders to align hiring targets and seasonal readiness. This role combines program design with workforce planning and partnership across Finance, business leaders, and People teams to ensure early talent hiring is structured, measurable, and aligned with company priorities. You will provide clear direction to recruiting partners and may step in to support recruiting execution during peak cycles or coverage gaps. This role is based in our New York, NY and/or Menlo Park, CA office(s), with in-person attendance expected at least 3 days per week. At Robinhood, we believe in the power of in-person work to accelerate progress, spark innovation, and strengthen community. Our office experience is intentional, energizing, and designed to fully support high-performing teams.

Responsibilities

• Own the design, structure, and documented governance of the Internship Program, including timelines, stakeholder engagement models, and clearly defined success metrics.
• Develop and maintain performance evaluation frameworks, conversion criteria, and manager expectations in partnership with the Talent Development team and key stakeholders to support consistent intern assessment and full-time hiring decisions.
• Lead enterprise early talent headcount planning across Internship and New Grad programs, partnering with Finance and business leaders to align hiring targets and budget considerations.
• Serve as the strategic Early Talent partner to Engineering leadership by aligning on hiring targets, interview readiness, seasonal roadmaps, and recruiting health reviews.
• Define school engagement priorities and guide long-term university relationship strategy in partnership with senior stakeholders.
• Provide oversight and direction to recruiting partners executing early talent hiring, and step in to support recruiting execution during peak periods as needed.

Requirements

• 5+ years of experience in early talent or university program management.
• Demonstrated experience building and operating internship or early career programs from strategy through execution.
• Experience partnering with senior stakeholders and business leaders to align hiring plans with organizational goals.
• Hands-on experience planning and delivering early talent programming such as intern events, campus engagement initiatives, or structured learning sessions.
• Experience owning headcount planning, conversion modeling, and program budgets.
• Strong program management skills with the ability to document processes and maintain organized governance frameworks.
• Clear written and verbal communication skills, including the ability to present program insights to senior leaders.

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