University Recruiter

University Recruiter

About Graviton : Graviton Research Capital is a global quantitative trading and investment firm driven by technology, mathematics and rigorous problem-solving. We bring together exceptional talent across quantitative research, software engineering and technology to solve some of the most challenging problems in the industry.
Our university talent ecosystem is one of the most important engines for building Graviton's future — and one of the most operationally demanding to run well.

The Role : We are looking for a campus talent professional who can both think in systems and execute in detail — someone who can shape how Graviton identifies, engages, assesses and converts exceptional early-career talent, and who is equally comfortable owning the on-the-ground execution that makes a hiring cycle run without friction.
Depending on experience, this role can be scoped as a hands-on execution owner running the campus hiring engine end-to-end, or as a strategic owner architecting the assessment frameworks, university strategy and program design that the engine runs on — in both cases, you will partner closely with Quant and Tech leaders and be accountable for the full lifecycle: university outreach, assessments, internships, PPO conversion and onboarding.

What You Will Own

Campus Talent Strategy & Ecosystem Building

• Build and maintain relationships with priority institutions (IITs, IIITs, BITS and relevant global universities), placement offices, faculty and student communities.
• Drive year-round engagement - events, technical talks and competitions — to strengthen Graviton's employer brand outside peak hiring windows.

Assessment & Selection

• Coordinate (or design and standardize, at senior levels) rigorous selection frameworks in partnership with Tech and Quant teams — scheduling assessments, allocating panels, driving timely feedback, and building interviewer calibration mechanisms to keep evaluation objective and consistent.

Internships & PPO Conversion

• Own the operational lifecycle of internship programs: onboarding, logistics, engagement tracking and performance milestones.
• Manage the transition from internship to PPO/FTE with clear communication, decision timelines and (at senior levels) program design that maximizes conversion of high-performing interns.
  
  

Operations & Candidate Experience

• Be the primary point of contact for candidates, delivering a high-touch experience with transparent timelines from first contact through onboarding.
• Own budget tracking, vendor relationships, venue booking, travel and infrastructure for on-ground and virtual events.
• Build and maintain robust SOPs and checklists for scalable, repeatable execution.

Data, Reporting & Leadership

• Maintain real-time hiring metrics, trackers and dashboards (funnel conversions, offer acceptance, joining rates) and use them to guide decisions and inform leadership.
• At senior levels: act as a strategic partner to executive leadership and mentor the broader campus talent team.

What Success Looks Like

• Campus hiring cycles run predictably, with zero operational friction and complete data transparency.
• Candidates, interviewers and university stakeholders receive an exceptional, high-touch experience.
• Selection frameworks consistently identify top-tier quantitative and technical talent.
• Internship and PPO programs serve as Graviton's primary pipeline for high-performing full-time hires.

What We Are Looking For

• 6–12  years of experience in campus recruitment, university relations, early-career programs, or program management, ideally within a highly selective technical or quantitative talent environment
• Proven experience managing (or architecting) end-to-end campus hiring campaigns across multiple universities simultaneously.
• Strong project management skills, high attention to detail and operational discipline; at senior levels, demonstrated experience in assessment design, interview calibration and multi-year strategy building.
• Proficiency with recruitment data, tracking systems and reporting dashboards, with an analytical, decision-driven mindset.
• Exceptional communication and stakeholder management skills — able to build trusted relationships with candidates, faculty, university placement teams and internal leadership.
• Ability to operate independently, solve problems quickly and take complete ownership of outcomes.

Why This Role Matters: Great campus hiring is won in the details and built on strategy. From the first student touchpoint to assessment design, internship execution and final conversion, every interaction shapes how top talent views Graviton. You will help build — and run — a world-class university hiring engine that operates with speed, precision and rigor.

The University Recruiter builds and runs Graviton’s campus talent pipeline, from university outreach and candidate assessment through internships, full-time conversion, and onboarding. The role combines hands-on recruiting operations with opportunities for more strategic program design, in partnership with Quant and Tech leaders.

Role at a glance

Skills mentioned

What you will likely work on

• Build relationships with universities, placement teams, faculty, and student communities; run year-round campus engagement.
• Coordinate hiring assessments with Quant and Tech teams, including scheduling, panel allocation, feedback, and interviewer calibration.
• Run internship operations, including onboarding, logistics, engagement tracking, and performance milestones.
• Manage intern transitions to PPO or full-time roles with clear decisions and timely communication.
• Serve as a key contact for candidates and maintain transparent, high-touch communication throughout hiring and onboarding.
• Coordinate event budgets, vendors, venues, travel, and infrastructure for in-person and virtual events.
• Maintain recruiting procedures, hiring trackers, funnel dashboards, and reports to support decisions and leadership visibility.
• At senior scope, shape selection frameworks, university strategy, internship program design, and mentor the campus talent team.

Good fit signals

• Has 6–12 years in campus recruiting, university relations, early-career programs, or program management.
• Has managed or designed campus hiring campaigns spanning multiple universities at once.
• Brings strong organization, detail orientation, project management, and operational discipline.
• Can build trusted relationships with candidates, university contacts, interviewers, and internal leaders.
• Experience in selective technical or quantitative hiring is helpful; senior-level assessment design and strategy experience is also beneficial.