College Recruiter

Name: College Recruiter
Address: Minneapolis, MN, US
Telephone: +19528482211
Price range: $

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College Recruiter

At College Recruiter, we believe that every student and recent grad deserves a great career. We believe in creating a great candidate and recruiter experience.

The Meaning of (Our) Life

At College Recruiter, we believe that every student and recent grad deserves a great career. Our interactive media solutions connect students and grads to great careers. The Boring Stuff

College Recruiter is the leading, interactive, recruitment media company used by college students and recent graduates to find great careers. Our clients are primarily colleges, univers

ities, and employers who want to recruit dozens, hundreds, or thousands of students and recent graduates per year. Other Than You, What We Value

- Honesty and integrity
- Enthusiastic, passionate, tenacious, and fun
- Passionate about the customer experience
- Critical thinking and problem solving
- Embrace teamwork and collaboration
- Strive for continuous improvement

Our Sordid Past

Founded in 1991 as a publisher of campus maps and employment magazines, our mission has always been to connect great organizations with students and recent graduates. Our niche job board went live way back in 1996, which was a year after Yahoo! launched, two years before Google went live, and eight years before the birth of Facebook. Our Fearless Leaders

Today, College Recruiter is a female-owned, small business, led by wife and husband Faith and Steven Rothberg.

09/03/2026

Today's guest on the High Volume Hiring Podcast is Antony Baker, CEO and founder of Fifteen Group, a UK-based technology and recruiting company. Antony is a former professional athlete and big believer in structure, despite learning only a couple of years ago that he has ADHD.

Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Antony about some of his successes, failures, and how those both informed the process his team follows when helping employers who are hiring at scale. Part of that is the requirement that all stakeholders, even the client's leadership, need to pass a four-part test.

How does the name Fifteen relate to the test? Antony shares that fun fact with our audience.

09/03/2026

One of the founders of our entire industry is today's guest on the Inside Job Boards and Recruitment Marketplaces Podcast: Doug Berg, who likes to call himself the chief matchmaker at Match2.

Doug has founded, invested, and otherwise been a key player in dozens of start-ups and well-established players in the TA tech space. We talk a little about some of those, including Techies.com, Jobs2web, and Indeed but focus on how Match2 is using AI to solve the problem of poorly qualified candidates applying to jobs, yet also being mindful of the need for that AI to be assistive and not assumptive.

If you're sorting, matching, or ranking applicants in an effort to improve quality, or even just considering it, some of what Doug tells us might come as a surprise.

08/20/2026

Are the technology tools that we're using to manage our high-volume hiring efforts causing the very problems that we're trying to solve?

Today on the High Volume Hiring Podcast we're joined by Matt Charney, executive editor Mediabistro, principal analyst for Kyle & Co., and writer of some of the most thoughtful and yet also entertaining articles about the talent acquisition technology industry.

Cohosts Jeanette Leeds and Steven Rothberg of College Recruiter job search site talk with Matt about when the use of these tools make sense, when they don't, and why the vendor pricing models have changed so radically from flat- to variable-based.

08/20/2026

David Viney, owner of Alchemy Consulting and fractional CIO, and Jon Hyman, attorney, shareholder, and director of Wickens Herzer Panza law firm, join the Inside Job Boards and Recruitment Marketplaces Podcast for this extended episode.

Together with cohosts Peter M. Zollman of the AIM Group and Steven Rothberg of College Recruiter job search site, we discuss what is perhaps the hottest topic in our space: whether recent legislation in the EU and UK (and court decisions in the US) make it illegal for job boards to use AI to rank, score, or match candidates against job opportunities.

Many employers and talent acquisition technology providers would like to think that their AI-powered hiring solutions are both moral and legal because they improve efficiencies and maybe even help to surface candidates who otherwise would have gone unnoticed. Those folks may be in for a rude awakening, as it's pretty clear that's not enough. Not nearly enough.

Instead of just telling you what not to do, our guests also tell you what to do. And their advice offers some surprises.

08/13/2026

Today's Job Board Leaders' Monthly Roundtable featured Yazad Dalal, head of global new business and growth strategy for Joveo.

Steven Rothberg of College Recruiter moderated. They discussed the data used by consumer vs job marketers.

Agentic Recruiting Platforms

Modern platforms use LLMs to automate workflows and improve candidate screening. Mature firms now prioritize employee lifetime value over cost per hire.

Data Driven Metric Adoption

While advanced metrics like conversion rates improve performance, many employers resist shifting from volume to quality based strategies. Dynamic bidding models help.

Quality vs Transparency

Employers often prioritize lower costs despite claiming to value quality. Job boards must demand transparency to align expectations with realities.

College Recruiter hosts these on the 2nd Thursday of each month. Want an invite? Email [email protected].

Address

Minneapolis, MN

Telephone

+19528482211

Website

http://www.collegerecruiter.com/

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