Building an Innovative and Multi-Faceted Approach to University Recruiting

The small, but mighty campus recruitment team at Peloton is brand new! The team set out on a mission to inclusively source, hire and enable the next generation of talent for Peloton. Specifically, the team built a sourcing strategy that aimed to connect students through a school agnostic approach, focused on delivering an equitable and top-tier candidate experience. The Peloton early career team partnered with several internal stakeholders from former interns, engineers, and even senior leadership to host 8 distinct virtual recruitment events this season. Each of the events has had a specific focus ranging from coaching students on how to land their dream job in tech to generating excitement for the brand.

Crafting a Standout Candidate Experience

Candidates that apply to Peloton can expect a streamlined and easy interview process! This year, the team streamlined Peloton's interview process for interns and new grads by reducing the application steps from 6 checkpoints to 3. Students can expect prompt communication from the team and expect that the hiring process from initial reach out to hire to last no more than 3-4 weeks.

Moving the Needle on Diversity & Inclusion

Peloton uses technology + design to connect the WORLD through fitness. Peloton builds products for an incredibly diverse population and recognizes that they can't build global products without the right representation! That said, Peloton's sourcing strategy is intentionally built with diversity and equity top of mind. Two of their three recruiting pillars focus on hiring underrepresented talent. That first pillar centers around activating diversity focused partnerships, specifically targeting Women, LGBTQ+, LatinX + Black talent like Grace Hopper and Out 4 Undergrad conferences. Secondly, they aim to build intentional partnerships with targeted HBCUs + HSIs as a part of our sourcing strategy.