What is campus recruiting software?

Campus recruiting software is the system employers use to manage early-careers hiring: posting graduate, intern, and entry-level roles, collecting applications, screening them at high volume, and moving candidates through a hiring pipeline to an offer. It is built for companies hiring students and recent graduates, not for college athletic recruiting. 100Hires is an applicant tracking system that covers this with knockout pre-screening, AI Score ranking, custom pipeline stages, and self-scheduling links.

How is early-careers hiring different from regular hiring?

Early-careers hiring is a volume problem first. One graduate or intern role can draw hundreds of applications, and candidates have little or no work history, so a resume is a weak signal and past-behavior interview questions fall flat. You screen for potential, reliability, and motivation instead of a track record. 100Hires helps with knockout questions that filter on eligibility, AI Score that ranks by fit, and Evaluation Forms so interviewers score potential in a structured way.

Is 100Hires for companies with a campus team, or for smaller teams hiring a few grads?

100Hires is built for companies of roughly 10 to 200 people that hire interns, new graduates, and entry-level staff in volume but do not run a Fortune 500 campus program. If you have a dedicated university-relations team running career fairs across dozens of schools, an enterprise campus suite may fit better. If you need to screen, rank, and schedule a flood of early-careers applicants without that overhead, 100Hires is the lighter, faster option.

Does 100Hires integrate with Handshake or university job boards?

No. 100Hires does not connect to Handshake or university-specific job boards, and it does not manage career fairs or campus events. Instead, you build a branded careers page, share that link with university career centers and in your own outreach, add trackable links to measure each channel, and multipost roles to general boards like Indeed and LinkedIn. Every applicant from every source lands in one 100Hires pipeline.

Can I run internships, new-grad, and entry-level roles in the same account?

Yes. In 100Hires every job has its own pipeline stages, application form, and screening questions, so a summer internship, a graduate program, and an hourly entry-level role can each run a different workflow inside one account. You are not paying for or managing a separate tool per program, and every applicant still lands in the same place for your team to review.

If early-careers candidates have no experience, how does AI Score rank them, and can I trust it?

AI Score in 100Hires reads each application against the role requirements you set, including education, skills, and the answers to your screening questions, and ranks candidates by fit rather than by years of experience. It is a prioritization tool, not an automated hiring decision: it tells you who to look at first and shows the criteria behind each score. You and your team still review candidates and record structured judgments with Evaluation Forms.

How do I keep next year's graduates warm and convert interns to full-time?

Save strong candidates you are not ready to hire yet into Talent Pools in 100Hires, then re-engage them with Nurture Campaigns, a sequence of emails that keeps them connected to your company. When a full-time role opens, your former interns and last season's near-misses are one message away, so you start from a warm list instead of a fresh search.

How much does campus recruiting software from 100Hires cost, and how long does setup take?

100Hires starts at $99 per month, well below the five and six-figure contracts typical of enterprise campus platforms, and there is a free 14-day trial. Setup takes about an hour: you add your job, build your pipeline stages, set your knockout questions, and post the role. You do not need an IT project or a long implementation to start hiring. See https://100hires.com/pricing for current plans.

Campus Recruiting Software for Early Careers Hiring

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Campus Recruiting Software for Early Careers Hiring

Early-careers hiring is a volume problem before it is a selection problem

A single graduate, intern, or entry-level opening can draw hundreds of applications in a few days. The resumes are thin and look alike, and AI lets one person apply to fifty roles at once, so genuine interest is hard to read. Shortlisting becomes the slowest part of hiring.

Most software built for this targets the wrong buyer. Enterprise campus suites run career-fair logistics, school relationship management, and video interviewing across thousands of campuses, with five- and six-figure contracts.

A general ATS, at the other end, is rarely configured for early-careers filters out of the box. You can capture a graduation date or a work-authorization answer, but you are building it yourself, role by role.

100Hires is built for the 10 to 200-person company hiring interns, new grads, and entry-level staff in volume, not for an enterprise with a dedicated campus events team. It is not a career-fair manager, and it does not connect to Handshake or university job boards.

It is the applicant tracking system that handles the application flood, from the first submission to the offer. The sections below show how that works for early-careers roles.

100Hires vs an enterprise campus recruiting suite

Enterprise campus platforms are priced and built for large university recruiting programs. 100Hires is built for the company that needs the screening, the scheduling, and a branded careers page without a six-figure contract or a months-long rollout. It starts at $99 a month on transparent pricing.

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