... co-op programs * Attend and coordinate trade school career events, skills competitions, and ... engineering, business, HVAC/R, and related disciplines * Collaborate with the HHY T&D Manager on ...
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... co-op programs * Attend and coordinate trade school career events, skills competitions, and ... engineering, business, HVAC/R, and related disciplines * Collaborate with the HHY T&D Manager on ...
Java Developer Co Op information
See High Point, NC salary details
$13.94 - $18.95
0% of jobs
$18.95 - $23.96
0% of jobs
$23.96 - $28.97
1% of jobs
$28.97 - $33.98
3% of jobs
$33.98 - $38.99
6% of jobs
$38.99 - $44
14% of jobs
$44.20 is the 25th percentile. Wages below this are outliers.
$44 - $49.02
20% of jobs
The median wage is $50.27 / hr.
$49.02 - $54.03
23% of jobs
$56.16 is the 75th percentile. Wages above this are outliers.
$54.03 - $59.04
18% of jobs
$59.04 - $64.05
11% of jobs
$64.05 - $69.06
4% of jobs
$13
$50
$69
How much do java developer co op jobs pay per hour?
As of Jun 18, 2026, the average hourly pay for java developer co op in High Point, NC is $50.59, according to ZipRecruiter salary data. Most workers in this role earn between $43.75 and $56.63 per hour, depending on experience, location, and employer.
What types of projects or tasks will I typically work on as a Java Developer Co Op?
As a Java Developer Co Op, you can expect to support ongoing software development projects by writing and testing code, fixing bugs, and assisting in the design or implementation of new features. You may work on both backend and frontend components, collaborate with senior developers during code reviews, and contribute to team meetings or agile sprints. Your work might include developing internal tools, creating automation scripts, or participating in the documentation process. This hands-on experience is designed to give you exposure to industry best practices and the full software development lifecycle while building your professional skills.
What are the key skills and qualifications needed to thrive in the Java Developer Co Op position, and why are they important?
To thrive as a Java Developer Co Op, you need a solid understanding of Java programming, object-oriented design principles, and foundational knowledge in software development, often supported by coursework or relevant project experience. Familiarity with version control systems like Git, IDEs such as IntelliJ or Eclipse, and basic knowledge of databases or web development frameworks are common requirements. Effective communication, eagerness to learn, and strong problem-solving skills help you adapt quickly and work well within a team environment. These competencies ensure you can contribute to real-world projects, collaborate with experienced developers, and gain valuable hands-on experience during your co-op term.
What is a Java Developer Co Op job?
A Java Developer Co-Op job is a temporary, paid position for students or recent graduates who want hands-on experience in Java development. Co-op students work with a team of developers to design, test, and maintain Java-based applications. They gain practical knowledge in coding, debugging, and software development best practices while contributing to real-world projects. This role helps bridge the gap between academic learning and professional work, preparing candidates for full-time software development roles.
What are the most commonly searched types of Java Developer jobs in High Point, NC? The most popular types of Java Developer jobs in High Point, NC are:
What are popular job titles related to Java Developer Co Op jobs in High Point, NC? For Java Developer Co Op jobs in High Point, NC, the most frequently searched job titles are:
What job categories do people searching Java Developer Co Op jobs in High Point, NC look for? The top searched job categories for Java Developer Co Op jobs in High Point, NC are:
What cities near High Point, NC are hiring for Java Developer Co Op jobs? Cities near High Point, NC with the most Java Developer Co Op job openings:
Full-time
Posted 14 days ago
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Job description
The Associate Talent Acquisition Specialist is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman & Hoffman's employer brand and talent supply chain across all four companies.
TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT
- Build and own Hoffman & Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades
- Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates for HMS and HBT
- Coordinate with the HMS T&D Manager on apprenticeship pipeline development — identifying candidates from technical school partnerships for Hoffman & Hoffman HMS Apprenticeship Program
- Establish Hoffman & Hoffman as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement
- Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs
- Attend and coordinate trade school career events, skills competitions, and industry showcases
UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT
- Own and manage Hoffman & Hoffman's relationships with university career centers, department heads, and faculty across all partner institutions
- Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans
- Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies
- Build faculty and advisor relationships to position Hoffman & Hoffman as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines
- Collaborate with the HHY T&D Manager on university partnerships supporting the HHY internship program and future talent pipeline
- Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history
END-TO-END INTERNSHIP PROGRAM MANAGEMENT
- Own and manage the Hoffman & Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies
- Collaborate with each company lead on internship program logistics, curriculum, and participant experience
- Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations
- Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric
- Coordinate intern accommodations, travel, and logistics for out-of-area participants
- Build the internship program into a recognized entry point for early-career talent across all Hoffman & Hoffman companies
- Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually
PIPELINE ANALYTICS & ROI REPORTING
- Own and manage enterprise-wide TA pipeline analytics — tracking source quality, time-to-fill, cost-per-hire, offer acceptance rates, and pipeline conversion across all four companies
- Build and maintain recruiting dashboards and reporting frameworks that provide actionable insights to the TA Manager and HR Director
- Measure and report on the ROI of all pipeline development activities — university partnerships, trade school programs, internships, and career fairs — to demonstrate business value and inform investment decisions
- Analyze workforce trends, turnover data, and hiring forecasts to identify future talent gaps and recommend proactive pipeline strategies
- Track and report on diversity pipeline metrics and sourcing channel effectiveness
- Develop quarterly and annual TA performance reports for leadership presentations
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business, Communications, or related field required
- 3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development
- Demonstrated experience building university or trade school partnerships and managing campus recruiting programs
- Experience with internship program design and management preferred
- Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership
- Proficiency with ATS platforms, Excel/data tools, and recruiting technology
- Excellent relationship-building, communication, and presentation skills
- Comfortable representing the company at external events, career fairs, and campus visits
- Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus
EOE/Vets/Disabled