Benefit managers share what's attracting the class of 2025

June 3, 2025 3:00 PM

Recruiting new grads with trendy benefits is a way to get them in the door, but not always likely to make them stay long-term.

Today's college grads bring fresh perspectives, adaptability and fluency in emerging technologies — valuable assets to any company, says Mei-joy Foster, VP of talent management at global fintech company Blackhawk Network. In return, they're looking to join a workplace with impactful offerings, meaningful work and a healthy, supportive culture — and are more willing than older generations to walk away if they don't find it at your organization, she explains.

"Young jobseekers want recognition, growth and a sense that their contributions matter," Foster says. "When younger employees feel valued, the whole organization benefits from their energy and engagement, and businesses are better positioned for long-term financial stability and growth. Support matters, including mentorship, clear paths for advancement and timely recognition."

From flexible work schedules to student loan assistance, to health and wellness offerings, setting young employees up for professional and personal success is a way to show them they're appreciated.

Benefit leaders from across industries share some of the ways their company connects with and nurtures young talent.

A balance of benefits and culture

Todd Riesterer, chief people officer at cybersecurity company Huntress

"When it comes to early-career talent, we focus on long-term value and real impact. Our remote-only policy, which genuinely supports personal-professional harmony, is the most valued benefit. We don't just say "work from home;" we trust our teammates to own how, when and where they get their work done. As long as they embrace the core habits of each team that keep us connected and aligned, we give them the freedom to own their workflow.

We offer a solid home office reimbursement for new employees to improve or refresh their setups so they can show up strong from day one, and a large contribution each year for professional development.

We also offer all the other bells and whistles: 401(k) with 5% employer contribution (whether you contribute or not), discounted pet insurance and mental health support.

But what really moves the needle is our culture: Transparency, trust and teammates who care enough to do the hard things together. It's not performative. It's how we grow, and that's why our people stay."

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Modern, well-rounded mental health support

Laine Thomas Conway, engagement and enablement leader for delivery at Alight, a human capital tech and services provider

"Younger employees have a different relationship with well-being and mental health than older generations, which is why Alight offers personalized, holistic and digital-forward well-being programs.

Alight research found that one in three Gen Z employees would leave their current job for one that better supported their mental health, and more than 70% of Gen Z and millennial workers would like personalized support for navigating the health system.

Addressing stress and mental health concerns among younger employees is not one-size-fits-all; it has to be a multi-pronged approach. Employers who have various programs in place so people can choose the one that is most relevant and fits their needs will see the most return.

An approach like this includes offerings like mental health leaves of absence, mental telehealth and digital health navigation platforms, which will meet employees where they are to guide them to the right healthcare decisions."

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Growth and development opportunities

Seldric Blocker, corporate VP, human resources at insurance company New York Life

"Early-career professionals are looking for more than just a job — they want purpose, growth and the chance to make a meaningful impact. To attract recent graduates, we focus on programs and benefits that support long-term development and well-being.

New York Life offers early-career rotational programs and access to robust learning resources — including AI training and digital skill development — to help young professionals build those capabilities. We champion internal mobility, encouraging employees to explore new paths within the organization, supporting their career progression through mentorship, skill-building, and cross-functional opportunities. These offerings underscore our commitment to supporting employees long-term.

Our benefits package includes competitive paid time off, student loan repayment support, tuition reimbursement for advanced degrees, and a strong 401(k) with company match, helping employees plan for tomorrow.

We also support the full employee experience with inclusive family-building benefits, such as fertility assistance and adoption support, along with comprehensive mental health resources through our employee assistance program (EAP) and additional well-being initiatives. These offerings underscore our commitment to meeting employees where they are in life."