Nike is one of the most recognizable brands in the world. Its logo — that famous swoosh — has become synonymous with elite...
Nike is one of the most recognizable brands in the world. Its logo — that famous swoosh — has become synonymous with elite athleticism and successful brand marketing alike.
We hire new graduates into a variety of roles. Some examples include retail, merchandise allocator, associate merchant, associate buyer, communications specialist, entry-level designer, financial analyst, reporting analyst, project coordinator or project manager, business analyst, application engineer, or in-house manufacturing engineer.
Our U.S. internship program is a robust 12-week experience that runs from June through August. Nike interns focus on a project aligned to the area of the business they work in [and work on] a team project to propose a solution to a real business [problem]. Team projects are shared through a project pitch at the end of the summer. We also host optional social events throughout the summer such as whitewater rafting, local professional sports games, socials with other companies' intern classes, and the opportunity to run in our Bowerman 5K in honor of our late co-founder, Bill Bowerman. At our European headquarters in the Netherlands, we are launching a new internship program starting in August, with interns joining for either six or 12 months, as well as structured internship programs in Russia and the U.K. Greater China continuously manages multiple internship programs split by business function and student level. Examples include MBA internship programs, management trainee programs, supply-chain internship programs, and a marketing development program.
All Nike interns are paid and can receive college credit if requested. In the U.S., we offer a travel stipend, as well as a living stipend to help support costs they may incur to intern with us for the summer. In Europe, internships are paid and relocation support is offered for those interns coming from abroad to work in the Netherlands.
In the U.S., the majority of our Nike internships are based at our world headquarters; however, we also have internships in or near Los Angeles, New York, Chicago, Dallas, and St. Louis. Hurley and Converse offer internships at their respective headquarters in Costa Mesa, California, and Boston, Massachusetts. Converse also has roles based in New York and California. Outside the U.S., internship opportunities exist at our European headquarters in the Netherlands as well as London, Moscow, and Berlin. In Asia, internship opportunities primarily exist at our Asia headquarters in Shanghai.
Some positions geared toward design or engineering may require a specific degree, but the majority of our roles have some flexibility in the types of degrees we will consider.
We typically ask candidates about their backgrounds and professional experience, what they learned from these experiences, and what they want to do. You need to have some direction — at minimum, be prepared to share two to three areas of interest. And we will always ask why the candidate is interested in our company. This is the part where you get to demonstrate that you've done your homework.
This is a great time to inquire about the selection process — what's next, how many steps are there, what is the company's hiring timeline? A couple of other great questions to ask are: "What does a day in the life look like in this role?" "What does success look like?" If speaking to a hiring manager, it can be good to ask what the manager would like to see the new hire achieve or deliver in their internship or in their first 90 days of a full-time role.
Yes, it's perfectly normal to ask what the range of the compensation is for the role and OK for the candidate to share their salary expectations.
Candidates need to ask questions. Be curious about our business and culture. It's also important to make sure that the interviewer has all the information they need to make a decision — including a full sense of the candidate's experience. Better to ask questions than make assumptions.
One candidate created a two-minute video of their life story: It showed innovation, creativity, and a sense of humor in a time-lapse video from birth until current day.
I recommend that candidates always stick with a professional dress code during interviews.
When a candidate sends a handwritten thank-you note or a personalized message, it makes a difference. When a candidate doesn't — or sends a generic message — it's not a deal breaker, but it's a missed opportunity to create an additional connection. When it's a close call, even little things make a difference. Interview Insideris weekly series offering tips for getting a job at some of your favorite companies. Check back every Thursday for the latest interview.
The company employs 56,000 employees around the world. Here's how you can become one of them. Nike is one of the most recognizable brands in the world. Its logo — that famous swoosh — has become synonymous with elite athleticism and successful brand marketing alike. What began in 1964 as a small shoe distributor outside of Portland, Oregon, is now a multinational corporation with 56,000 employees and more than 850 stores and outlets around the world. Nike — which also includes the brands Converse and Hurley — has international offices in Europe and China, and the global headquarters is located in Beaverton, Oregon, where many of its U.S. jobs are based. Monique Matheson, vice president and chief talent and diversity officer, shares what the company is looking for in its new employees.
People who thrive here are curious, flexible, resilient, self-starters with high personal standards, optimistic, and great team players. They also bring world-class capabilities in their area of expertise.
A large majority of our employees work in our retail stores, which are located all around the world. Most other employees work in regional headquarters in a number of countries, with the vast majority working at our world headquarters in Beaverton, Oregon.
Jobs in our retail stores continue to be an area of strong growth, as well as positions in digital, brand marketing, and social media marketing. Nike is also significantly growing its consumer technology function.
We expect candidates to know the job they are interviewing for, talk about their background in the context of the opportunity, and be able to articulate their story as it relates to their career aspirations. We expect them to speak to the role they are interviewing for with passion and a basic understanding of our company.
What is more important is a passion for sport and a personal connection to our mission.
We recruit both digitally and in person, engaging on approximately 40 unique collegiate campuses globally per year, including undergraduate, graduate, and design-focused schools. We also post roles at a number of other school career sites, in addition to the Nike career site. We also partner with over 30 leading universities in greater China, posting roles directly onto their job bulletin boards, leveraging social networks, and holding events both on Nike's greater China headquarters and partner university campuses. We also take more customized approaches. For example, in greater China, we received more than 7,000 applications for a recent management trainee program with applications coming through our custom micro-site, accessed online and via mobile technology. Our technology recruitment team regularly attends conferences and events, including supporting hack-a-thons and Women Who Code. We also attend or host events in markets where diversity recruitment fairs are held to maximize the opportunity to connect with a broad and diverse audience of prospective talent. In Europe, the recruitment teams regularly attend various fashion and trade fairs such as the Copenhagen International Fashion Fair in Munich. Nike regularly holds collegiate [recruiting] events on campus for MBA-level interns with students from China Europe International Business School, Fudan University, and Jiao Tong University in regular attendance.
The number one piece of advice for collegiate or early-career candidates reaching out over social media is to be mindful of your message and profile at all times. Be sure you are sharing content that is public knowledge and is appropriate. And be aware that if you message or tweet us, we may indeed check out your profile.
Our primary assessment of a candidate is based on their résumé, and potentially a video introduction or a cover letter.