RECORDING: Level up Your Succession Planning Strategy by Hiring New Grads

Do you have open tech positions, ranging from QAs and software engineers to customer success engineers? Hiring recent graduates could be the number one thing you do for your company’s future.

Robyn Purvin  (She/Her)

Robyn Purvin is the Partnership Manager at Turing School of Software & Design. Her background includes connecting folks to resources, career readiness, STEM programming, and a partnership with Turing School for the last three and a half years. Her job is to make hiring from the Turing School community as easy as possible.

Evan Harris (He/Him)

Evan Harris is the CTO at TermScout with a decade of experience in machine learning, data science, and software development. His career has spanned multiple startup stages and industries, with a recent focus on leadership and early-stage startup strategy.

Mallory Hynes

Mallory Hynes is a Talent Acquisition Manager at Credera, a consulting firm focused on data, technologies, transformation, and strategy. She currently recruits for Software Engineering, Cloud Engineering and Security/Privacy. Her recruiting/HR experience began in 2014, and she's spent the last three-four years focused on tech recruiting. Mallory graduated from the University of Iowa with degrees in finance and management and is currently pursuing her MBA through Iowa. She enjoys yoga, running, hiking, skiing, reading, learning new things, and spending time with friends and family.

Join us as Bootcamp, a midsize startup, shares how new graduates can fill open roles quickly and efficiently — all while boosting inclusion and diversity efforts at your organization.

In this chat, you’ll learn:

How to fill your open positions with recent graduates
Tips to onboard and level up these new hires
Why recruiting new graduates increases diversity and provides leadership opportunities for higher-level developers