Academic Talent Recruiter (remote)

POSITION SUMMARY 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. For more than 130 years, Post University has been dedicated to student success, serving thousands of learners across our online, main campus, undergraduate, and graduate programs. We value diverse experiences and perspectives and seek individuals who are passionate about contributing to a collaborative and student‑focused community. 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 (e.g.) Deans, Assistant Deans, Program Chairs, Directors, Associate Faculty, etc. across all academic disciplines, including online, hybrid, and face-to-face modalities.
• Maintain and continuously expand an active talent pipeline of credentialed subject-matter experts, practitioners, and terminal degree holders.
• Post Deans, Assistant Deans, Program Chairs, Directors, Associate Faculty, etc.

openings on appropriate job boards, professional networks, LinkedIn, disciplinespecific 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, programs chairs, directors and the Center for Teaching and Learning (CTL) to forecast hiring needs each term and initiate proactive outreach before vacancies arise.

Screening & Evaluation

• Review applications and credentials to verify minimum qualifications in accordance with accreditation standards (e.g., ACEN – nursing, ACBSP – business)
• 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, including familiarity with learning management systems (LMS) and competencybased instruction.
• 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, including collection of official transcripts, credential verification, background checks, and tax documentation.
• Coordinate with the Associate Experience, Registrar, CTL, and IT to ensure academic talent is set up with system access, LMS accounts, and course assignments prior to the start of the term.
• Facilitate new academic hires orientation with the CTL and Learning and Development (L&D) , including training on institutional policies, technology training, academic integrity standards, associate faculty expectations, and course design templates.
• Ensure all academic hires’ personnel files are complete, compliant, and auditready per NECHE accreditation and state authorization requirements.

Relationship Management & Retention

• Build and maintain a centralized academic talent database, including teaching history, discipline areas, availability, and performance evaluations.
• Partner with deans, programs chairs, CTL, and instructional designers to identify associate faculty who demonstrate strong course delivery and recommend them for future assignments.

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