Why campus pipelines stall
Volume is easy. Knowing who still wants the job is not.
Boards reward spray-and-pray. Fairs expire. LinkedIn is a cold inbox. swypejobs is for teams that want a shortlist of people who actually raised their hand.
01
Applications without intent
Students tap Apply on twenty roles before lunch. You cannot tell who would show up to an interview next week.
02
Screening time goes to the wrong people
Résumé parsers rank keywords. They do not tell you who read the posting and still wanted it.
03
Chat is a mess of channels
Email, WhatsApp, LinkedIn — none of it is tied to the req. Offers slip. Ghosting looks like your process.
How hiring works here
Post the role. Swipe the people who want it. Talk only when it is mutual.
Publish a listing
Title, type, location, remote, skills, pay band. Students see that context on the card before they swipe.
Discover students
Browse profiles — school, skills, résumé, video when they add one. Swipe yes, pass, or save. Filter by university and year.
Match, then message
If they applied and you like them back, chat unlocks on that job. No fishing DMs to people who never asked.
Run a pipeline
Move people through chatting, interview, offer, hired. Notes stay on the match. The thread does not vanish into email.
What your team gets
A campus workflow that respects everyone’s time
01
Listings students can actually read
Pay band, location, and team context on the card. Fewer “just applying everywhere” taps.
02
A feed of raised hands
Discover is people who swiped your role — not a public résumé dump.
03
Chat after yes + yes
Mutual match is the gate. Conversation is about that job: screens, links, next steps.
04
A pipeline you can run in a cycle
Stages for chatting, interview, offer, hired. Built for intern waves, not enterprise ATS theatre.
Instead of the usual campus stack
TypicalJob boards: 800 applicants, 12 who would take the offer.
On swypejobsSwipe interest both ways. Your list is people who wanted this posting.
TypicalCampus fair: a stack of cards and a forgotten follow-up.
On swypejobsKeep the same students in Discover and pipeline after the event.
TypicalLinkedIn InMail: you are interrupting someone who did not ask.
On swypejobsNo message until they swiped your role and you swiped them back.
Getting on swypejobs
01
Fit call
Tell us volume, intern vs new grad, and which schools you actually hire from. We will say if we are the right layer.
02
Account review
Recruiter profiles are approved before jobs go live. Company page, listings, then Discover.
03
First cycle
Post one or two roles, swipe a real stack, and run chat only on matches. We stay close for the first wave.
FAQ
Direct answers before a call
If this is not a fit, we would rather say so on the first email than waste a committee meeting.
No. swypejobs is where campus interest is qualified. Export or copy people you hire into whatever you already use for offers and onboarding.
Run the next intern class on intent, not hope
If you hire from campus — talent, university relations, or a founder doing it yourself — send a note. We will tell you honestly if the timing fits.