Polymarket is hiring a Campus Recruiter in Talent — New York. The overview below is synthesized from the employer posting on jobs.ashbyhq.com: factual requirements and scope are preserved, but prose is rewritten with editorial context. Verify details and apply via the employer link.
About Polymarket
Company context from the listing:
Polymarket is the world's largest prediction market platform. We enable individuals to express views on real-world events by trading on outcomes across politics, economics, sports, culture, and current affairs.
We're growing fast — both in terms of volume ($21B traded in 2025) and adoption as an alternative news source. Our ambition is to become a ubiquitous beacon of truth in global media and we need your help adding fuel to the fire.
About the Role
Day-to-day scope for the Campus Recruiter as described in the posting:
Polymarket is looking for a Campus Recruiter to build and own our early talent pipeline from the ground up. You'll design and run our university recruiting strategy — identifying the right schools, building relationships with students and faculty, and bringing in exceptional early-career talent across engineering, product, and business functions.
This is a builder role. You'll be unafraid to try new things, iterate on what isn't working, and set the standard for how Polymarket shows up on campus — from first impression through full-time conversion.
What You'll Do
Day-to-day scope for the Campus Recruiter as described in the posting:
- Own the end-to-end campus recruiting process — from school selection and event planning through offer and close
- Manage the full-cycle recruiting process for intern and new grad candidates across multiple roles
- Build and manage relationships with target universities, student organizations, career centers, and faculty to design school-specific strategies
- Plan and execute on-campus and virtual recruiting events including info sessions, career fairs, and hackathons
- Build and iterate on our internship program alongside hiring managers and cross-functional stakeholders — from onboarding through full-time conversion
- Screen candidates and ensure our hiring process is consistent and inclusive
- Use data to proactively share pipeline updates with internal stakeholders and iterate on process efficiency
- Travel up to 30% during peak recruiting cycles and work flexible hours as needed
What We're Looking For
- 3–6 years of full-cycle recruiting experience in a fast-paced, high-growth environment, ideally with a university or campus focus
- Track record building campus programs and closing high-quality early career candidates
- Strong relationship builder — you know how to show up on campus and leave a lasting impression
- Data-driven approach to problem solving — you use insights to improve your process, not just report on it
- Highly organized with the ability to manage multiple schools, events, and pipelines simultaneously
- Clear and energetic communicator who can represent Polymarket authentically to students
- Growth mindset and genuine flexibility — priorities shift fast and you figure it out
- (Plus) Experience at a startup or high-growth tech company
- (Plus) Familiarity with Ashby or modern ATS tools
- (Plus) Interest in crypto, markets, or fintech
- (Plus) Existing relationships with top engineering or business programs
Benefits
What the posting highlights about the offer:
- Competitive salary & equity
- Unlimited PTO
- Full Health, Vision, & Dental coverage
- 401k match
- Hardware setup: new MacBook Pro, big display, & accessories
Build a standout application
For the Campus Recruiter at Polymarket, reviewers look for concise evidence over buzzwords. Mirror the language of the posting sparingly, quantify support or delivery outcomes, and show how you handled ambiguity, time-zone collaboration and user empathy. Keep your resume to impact, keep your cover note to one page, and link to artifacts — tickets resolved, docs shipped, dashboards owned — that prove you can operate in a fast-moving Web3 team. Prepare to discuss a time you turned a confusing user report into a clear fix and how you measure quality in support and operations.
Web3 hiring values reliability: on-time follow-through, clear writing, and a track record of improving runbooks and tooling. Treat the application as a work sample. For interviews, be ready to walk through how you prioritize across time zones, handle a difficult user, and decide when to escalate versus resolve directly. Show how you document decisions so the next teammate benefits.
In a distributed Web3 org, trust builds through written clarity. Use the cover note to demonstrate it.