Role Description The Academic Talent Recruiter is responsible for sourcing, recruiting, vetting, and onboarding qualified academic talent—including Deans, Assistant Deans, Program Chairs, Directors, Associate Faculty, and others—across academic departments. This individual serves as the primary liaison between academic deans, department chairs, and prospective associate faculty. The role ensures that all academic administrative and instructional vacancies are filled with credentialed, mission-aligned professionals, maintaining both academic administration and instructional continuity. The Academic Talent Recruiter plays a critical role in supporting growth in enrollment and building a robust pool of flexible academic talent that adheres to the institution's academic standards and course design expectations. By sourcing and identifying external faculty candidates with real-world professional experience, online teaching proficiency, and the ability to effectively engage online learners, the recruiter helps to strengthen the quality of education provided. This position is remote and may require occasional travel as part of its responsibilities. Due to Post-specific operational and administrative considerations, the position is not approved to be performed in Alaska, California, Hawaii, or New York. Candidates must be physically located and perform their work from an approved state. Essential Accountabilities - Recruitment & Sourcing: - Develop and execute proactive recruitment strategies to attract qualified Academic Talent across all academic disciplines. - Maintain and continuously expand an active talent pipeline of credentialed subject-matter experts, practitioners, and terminal degree holders. - Post openings on appropriate job boards, professional networks, LinkedIn, discipline-specific listservs, and higher education recruitment platforms. - Attend academic conferences, career fairs, and professional development events to identify and cultivate prospective academic talent. - Collaborate with deans, program chairs, directors, and the Center for Teaching and Learning (CTL) to forecast hiring needs each term. - Screening & Evaluation: - Review applications and credentials to verify minimum qualifications in accordance with accreditation standards. - Conduct initial phone and video screening interviews to assess subject-matter expertise, teaching philosophy, and availability. - Coordinate with academic deans, department chairs, and directors to facilitate second-level interviews and final hiring decisions. - Evaluate candidates' alignment with institutional course design standards. - Maintain organized applicant tracking records in the institution's ADP or applicant tracking system (ATS). - Onboarding & Credentialing: - Oversee the end-to-end onboarding process for new academic hires. - Coordinate with the Associate Experience, Registrar, CTL, and IT to ensure academic talent is set up with system access. - Facilitate new academic hires orientation with the CTL and Learning and Development (L&D). - Ensure all academic hires’ personnel files are complete, compliant, and audit-ready. - Relationship Management & Retention: - Build and maintain a centralized academic talent database. - Partner with deans, program chairs, CTL, and instructional designers to identify associate faculty who demonstrate strong course delivery. - Implement strategies to improve associate faculty retention, satisfaction, and sense of institutional belonging. - Monitor teaching assignment loads for compliance with institutional policy. - Compliance & Reporting: - Ensure all academic hiring practices comply with Equal Employment Opportunity (EEO) laws. - Generate term-by-term staffing reports for academic leadership. - Maintain awareness of state and federal labor regulations affecting part-time and contingent faculty employment. - Support institutional effectiveness efforts by providing workforce data for program reviews and accreditation self-studies. Qualifications - Bachelor’s degree or equivalent professional experience. - 3–5 years of experience in recruiting, talent acquisition, sales, business development, or other relationship-based roles. - Demonstrated ability to conduct effective screening conversations, assess qualifications against defined standards, and build rapport with senior level professionals. Preferred Qualifications - Master's degree in Higher Education, Human Resources, or a related discipline. - Experience recruiting for online, hybrid or in-person academic talent. - Experience with faculty credentialing processes in a NECHE, ACBSP, ACEN, NAEYC accredited institution. - Bilingual or multilingual proficiency is a plus. Core Competencies - Talent Identification & Assessment - Relationship Building & Stakeholder Engagement - Credential Verification & Compliance - Data Management & Reporting - Organizational & Time Management Skills - Cultural Competency & Commitment to Equity - Knowledge of Higher Education Academic Structures Working Conditions This position operates remotely, primarily in a professional office environment with regular use of computers and communication technology. Some evening or weekend availability may be required during peak hiring periods. Occasional travel to campus or recruitment events may be required. Additional Information This position reports directly to the Assistant Provost for Teaching and Learning and works collaboratively with associate experience, academic deans, program chairs, and institutional research staff to advance the university's commitment to academic excellence and continuous improvement. 9am - 5pm EDT (M-F)

- Own full-cycle recruiting for all assigned iT1 positions from intake through offer - Foster long-term relationships with candidates and stakeholders - Review and understand technical job requirements - Collaborate with the Recruiting team to develop strategies to identify, engage, and qualify talent - Perform intake meetings with hiring managers to understand their hiring needs - Utilize social media platforms, like LinkedIn, to drive interest, engage talent, and proactively source passive and active job seekers - Manage candidate pipelines Rippling (ATS), keeping all records current and organized - Screen resumes, select suitable profiles, and qualify candidates - Ensure a seamless, uniform, and positive candidate experience - Schedule and conduct screenings/interviews with candidates - Collect feedback from hiring managers - Prospect for passive talent daily and continuously build your network with high-potential talents to ensure that the business has access to the best talent in the market - Collaborate on recruitment marketing efforts for the purposes of building candidate pipelines as well as to provide market intelligence to the business - Assist with new hire onboarding process and support other functions related to the recruitment and hiring process as needed

• Manage end-to-end recruiting for the Tiger Analytics team in the US and Canada • Source, screen, and schedule interviews with panel members and hiring managers • Create and maintain a candidate pipeline for upcoming roles • Maintain ATS system, collect feedback and calibrate the process • Engage and attract talent from senior consultants to leadership positions • Complete interview, offer, and negotiation stages in partnership with hiring managers • Create partnerships with external recruiting firms and contractors

• Collaborate with HRBPs and business leaders to source and select top talent following best practices • Post open positions, screen candidates, conduct initial interviews over phone and video call, recommend candidates, schedule interviews for hiring managers • Support hiring managers to understand staffing needs and develop job descriptions that attract qualified candidates • Provide a world-class candidate experience • Represent the organization at career fairs, networking events, and community outreach initiatives • Ensure all recruitment activities comply with employment laws, regulations, and internal policies