Recruiting students for early-career programs is often treated like a simplified version of hiring. In reality, it’s a completely different challenge.
When we reopened Similarweb’s Business Analyst Student Program, we weren’t just trying to “hire juniors.” We were building a long-term early-talent pipeline while competing for some of the strongest analytical students in Israel. Almost two years earlier, we had run a similar program. This time, our goal was clear: double the impact without compromising on quality.
Overview
Similarweb, a leading Digital Data company, launched a Business Analytics program for nine selected students. The goal was to provide practical experience and structured training, with the ultimate aim of hiring participants as full-time employees after graduation.
This case study explains how we planned, built, and implemented the program step by step.
Objectives
- Primary goal: Attract more candidates than the previous cohort and hire strong students who are a great fit for the company.
- Secondary goal: Boost employer branding and increase Similarweb’s visibility among students.
The program ran on a tight schedule: from 21 December to 31 January, with the webinar held on 31 December. We had only 10 days to spread the word and maximize applications.
The Challenge
Several challenges shaped our approach from day one:
- Low awareness of the program among students
- To build an efficient funnel that enables as many candidates as possible to be evaluated, so only the very best are selected
- Many students unsure what a Business Analyst actually does
- A common early-talent problem: high volume, mixed quality
- Time constraints — business needs pushed us to start early, while universities were bound by exam schedules. To make it work, we had to align business planning with academic reality.
How we approached it
- Clear communication
- Created a landing page with program requirements and a step-by-step hiring process: Business Analyst Students 2026Shared profiles and photos of previous participants who now work at Similarweb, highlighting the program’s impact and career outcomes.
- Planning timeline
- Mapped exam periods across major Israeli universities.Identified the earliest realistic start date for the program. Designed a process that balanced students’ schedules with business needs.
- Organic promotion and employee advocacy
- Hiring team members shared the program on their LinkedIn profiles. Similarweb’s company page posted the landing page.Posted on student forums and university communities to reach relevant candidates.Enabled employees to spread the word to friends and family using pre-prepared text and images for easy sharing.
The Funnel (End-to-End)
- 1,392 applications received
- 1,058 met basic relevance criteria
- 800 students attended the webinar
- 530 tests were submitted
- 197 high-quality tests passed the evaluation threshold
- 27 candidates advanced to the assessment stage
- 9 students selected
The results
Thanks to organic promotion and a clear, structured funnel:
- 1,392 applications were received in just 2 weeks, double the previous cohort, with 76% meeting relevance criteria.
- 800 students attended the webinar, where we presented the program and company details, and answered questions.
- 530 home tasks were submitted, a 66% conversion from webinar attendees.
- Step by step, the funnel filtered 27 candidates to offline assessment, resulting in 9 final offers.
Even under tight timelines and university exam constraints, the program attracted high-quality candidates, ensured an efficient selection process, and strengthened employer branding among motivated students, many of whom will enter the market in 1–2 years.
Key Learnings
1. Clear communication drives quality
Transparent landing pages and social posts helped attract highly relevant applicants.
2. Employee advocacy amplifies reach
Involving the team in sharing the program doubled applications and webinar attendance.
3. Structured funnels improve selection
Step-by-step screening ensured high-quality candidates reached final assessments efficiently.
4. Time management is critical
Even under tight schedules and exam constraints, planning and prioritization enabled successful execution.
5. Employer branding grows through programs
Engaging students with webinars and success stories strengthened Similarweb’s visibility and reputation among top talent.
InspHire is a 360° HR company taking a unique approach of specializing in building and improving HR processes and recruiting for global internet companies. Our approach and industry experience equipped us with deep knowledge and understanding in the world you work in. We cover every aspect of HR services that your company needs, from direct hire placements to trainings, employer branding, and welfare programs.
