Bringing in early career talent is more than a pipeline play; it’s a catalyst for business transformation.

Corey Twitty, now at Zillow, joins Shannon Ogborn to unpack how he built Netflix’s first emerging talent program from the ground up. He explains how to challenge deep-rooted hiring habits, build trust with skeptics, and design programs that align with culture and business needs.

Corey also shares what makes these programs durable: a clear purpose, flexibility in execution, and a feedback loop that enables daily improvement. Whether you’re building from scratch or refining what exists, Corey’s approach will reshape how you think about early talent.

Key takeaways:

1. Strong programs start with empathy: Sit with stakeholders before designing solutions. Learn what the business truly needs.
2. Early career hiring impacts engineering efficiency: Pairing senior staff with interns freed up senior time and sparked new ideas.
3. Hiring culture changes through ownership: Teams won’t adopt new approaches unless they help shape them.

Timestamps: 

(00:00) Introduction

(00:46) Meet Corey Twitty

(02:07) Why early career hiring matters more than ever

(03:18) How early talent supports long-term succession planning

(04:57) Changing Netflix’s culture around early career

(06:39) Gaining buy-in through co-design and debate

(08:49) Tactical steps for launching a program from scratch

(11:35) What strong opinions loosely held look like in action

(13:32) Advocating for resources during hiring freezes

(16:34) Interns vs. new grads: Where to start

(19:48) Tracking results and impact over time

(23:35) Building a 3-part early talent strategy

(26:29) Where to connect with Corey