Staff Recruiter, Early Career and Interns

Redwood Materials

McCarran, NV

Internship

Posted September 23, 2026

$123k - $175k· Est.

Energy Storage

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Application opens on company website

Job Description

Redwood is localizing a global battery supply chain that seamlessly integrates recovery, reuse, and recycling — keeping critical minerals in circulation and driving the energy transition.

Key Responsibilities

Redwood Materials is building the domestic supply chain for battery materials, and our early careers program is where many of the engineers, scientists, and operators who will run it get their start. This role owns that program end to end: strategy, budget, university partnerships, hiring manager enablement, the intern experience, and conversion to full-time. It sits within the Talent Acquisition team and works closely with Engineering, Operations, R&D, and the broader People team. The program runs well today. We are looking for someone to scale it across our Nevada and South Carolina sites, tighten conversion, and grow it into a broader early-careers strategy covering co-op and new-grad hiring.
Set the annual intern headcount plan with Finance, HR Business Partners, and org leaders across Engineering, Operations, R&D, Supply Chain, and corporate functions, and own the program budget and operating calendar
Run the full intern lifecycle from sourcing and offers through onboarding, relocation, mid-point reviews, final presentations, and conversion decisions
Build and own the target school strategy and relationships with University of Nevada, Reno (UNR), Truckee Meadows Community College (TMCC), Clemson University, and the national engineering programs that feed our sites, including campus and virtual recruiting events
Train intern managers on scoping projects, giving feedback, and making conversion calls, and run calibration so intern performance and offer decisions are consistent across sites
Design and deliver the summer program, including onboarding, site tours, executive speaker series, cohort projects, and the final showcase, and act on intern and manager feedback
Own program metrics including offer acceptance, conversion rate, school yield, cost per hire, and retention of converted interns, and report on program health to Talent Acquisition and People leadership
Partner with Legal on work authorization guidelines for interns, with HR Operations on Greenhouse and Workday workflows, and with Communications on student-facing employer brand content, and extend the program into co-op and new-grad tracks