Program Manager III, Strategic Initiatives Team

The NAMER Cloud Sales Center (CSC) is AGS"s primary scale revenue engine and its most important talent developer, delivering $4B in revenue and ambitious annual growth. Early career talent sits at the heart of that engine: these sellers feed up to 60% of Field sellers and contribute an outsized share of CSC pipeline. This role owns the front door to that system.

As Senior Program Manager for Early Career Talent & Employer Brand, you own how CSC attracts, selects, and launches the next generation of sellers, and how the market sees CSC as the place to start a career in cloud sales. You will own the internship program, the co-op program, and the broader early-career strategy that shapes the caliber, diversity, engagement, and readiness of everyone who enters AGS through this door. This is a role that is strategic and tactical in equal measure: you will set multi-year strategy while running live cohorts that deliver measurable, in-year business impact.

You will join a team of senior program leaders in the CSC Strategic Initiatives Team, each owning a connected part of the talent flywheel - enablement, talent strategy and matriculation, platforms and data, and partner activation. You own the top of that flywheel and the employer brand that fills it. Success looks like a high-caliber, diverse, engaged early-career pipeline that converts faster, ramps faster, and strengthens CSC"s competitive position for the next generation of GenAI-native sellers.

Key job responsibilities

• Own the early-career talent portfolio end to end: Connect the internship program, co-op program, and strategy into a single entry-point to the CSC's integrated talent engine
• Own CSC"s early-career employer brand and talent profile: Define who we attract and how we are seen, while treating the caliber, diversity, and engagement of incoming talent as a strategic lever
• Set strategy and run execution: Design the multi-year early-career model while owning live cohorts and their in-year pipeline and conversion outcomes
• Feed the talent flywheel: Partner with leadership on matriculation timing and workforce-planning inputs so early-career talent flows predictably into onboarding, development, and Field roles
• Set and hold the intake quality bar: Ensure new talent is prepared for full-time roles, accelerating time to productivity and increasing impact
• Prove impact with data: Collaborate with data teams to instrument early-career conversion, ramp, and diversity metrics to clearly articulate ROI
• Amplify through partners: Connect employer-brand moments and early-career events into the broader partner activation strategy so they reinforce the wider engine
• Operate with executive visibility: Represent early-career talent as a named pillar of the org"s talent strategy, with regular exposure to senior leadership and Field partners

A day in the life

You start the morning reviewing conversion and pipeline data from the current cohort with the data team, then join a working session with talent-strategy leadership on matriculation timing for the next intake. Before lunch you are refining the co-op model and the employer-brand plan for the next campus season. In the afternoon you sync with enablement on the intake quality bar, align an upcoming early-career event with the partner team, and close the day preparing a readout for senior leadership on the two things that matter most this quarter.

About the team

Our team is focused on delivering programs that have broad impact across Amazon. We work collaboratively with leaders across AWS to solve problems at scale. We value clear thinking, thoughtful communication, and a willingness to challenge assumptions in pursuit of the best outcomes. As we continue to grow, we are building an inclusive team culture where every voice matters and where program managers have the opportunity to shape strategy and drive results that customers feel directly.

About AWS

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