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University Talent Acquisition Partner Jobs (NOW HIRING)

Republic Services

Talent Acquisition Partner

Galena, KS · On-site

May assist other functional Talent Acquisition Partners as needed, such as presenting at local universities, schools, recruitment events and job fairs, as well as community group meetings to increase ...

gaylor

Talent Acquisition Partner

Noblesville, IN

... universities, trade schools, professional associations, and industry partners; coordinate and ... Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics ...

gaylor

Talent Acquisition Partner

Noblesville, IN

... universities, trade schools, professional associations, and industry partners; coordinate and ... Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics ...

gaylor

Talent Acquisition Partner

Charlotte, NC

... universities, trade schools, professional associations, and industry partners; coordinate and ... Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics ...

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University Talent Acquisition Partner information

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$39.5K

$77.9K

$136K

How much do university talent acquisition partner jobs pay per year?

As of Jul 30, 2026, the average yearly pay for university talent acquisition partner in the United States is $77,880.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,000.00 and $86,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a University Talent Acquisition Partner, and why are they important?

To thrive as a University Talent Acquisition Partner, you need expertise in recruitment strategies, candidate sourcing, and a strong understanding of university hiring practices, typically supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment marketing tools is essential. Outstanding interpersonal skills, relationship-building abilities, and effective communication set top performers apart. These skills are crucial for efficiently attracting and securing high-potential talent while representing the university’s brand and values.

What does a University Talent Acquisition Partner do?

A University Talent Acquisition Partner is responsible for developing and implementing strategies to attract, recruit, and hire top talent from universities and colleges. They collaborate with academic institutions, attend campus events, and build relationships with students and faculty to identify potential candidates for internships and entry-level positions. Their role often includes managing employer branding on campuses, organizing career fairs, and ensuring a positive candidate experience throughout the recruitment process.

What is the difference between University Talent Acquisition Partner vs University Recruiter?

AspectUniversity Talent Acquisition PartnerUniversity Recruiter
CredentialsRelevant HR or recruiting certifications, bachelor's degree in HR or related fieldSimilar credentials, often with a focus on recruiting experience
Work EnvironmentStrategic partnership with hiring managers, involved in talent planningFocus on candidate sourcing, screening, and interview coordination
Employer & Industry UsageUsed in higher education institutions and large organizationsCommonly used in universities and college recruiting teams
Search & Comparison IntentLooking for strategic recruiting roles in academiaSearching for operational recruiting roles in universities

The University Talent Acquisition Partner typically handles strategic talent planning and builds relationships with hiring departments, whereas the University Recruiter focuses on sourcing and screening candidates. Both roles require similar credentials and are integral to university hiring processes, but the partner role emphasizes strategic collaboration while the recruiter role emphasizes candidate management.

What are some common challenges faced by University Talent Acquisition Partners when engaging with students and recent graduates?

University Talent Acquisition Partners often face the challenge of effectively engaging a diverse pool of students and recent graduates who may have varying levels of professional experience and career readiness. Building strong relationships with campus organizations and faculty, tailoring outreach strategies to different academic disciplines, and managing high volumes of applications during peak recruiting seasons are all typical hurdles. Additionally, staying updated on evolving student expectations and maintaining a positive employer brand on campus are critical for success. These professionals frequently collaborate with hiring managers, HR teams, and university career services to ensure a seamless recruitment process.
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University Talent Acquisition Partner jobs near you
Infographic showing various University Talent Acquisition Partner job openings in the United States as of July 2026, with employment types broken down into 87% Full Time, 9% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $77,880 per year, or $37.4 per hour.

Director, University Talent Acquisition Leader

Fidelity Investments

Durham, NC • On-site

$100K - $138K/yr

Full-time

Re-posted 26 days ago

Fidelity Investments rating

8.7

Company rating: 8.7 out of 10

Based on 270 frontline employees who took The Breakroom Quiz

15th of 150 rated financial services

Job description


Note: Fidelity will not provide immigration sponsorship for this position.
The Role
As a leader within Fidelity's University Talent Acquisition organization, you are responsible for setting and driving the strategy to attract, engage, and hire early-career talent at scale, with a strong focus on software engineering and technical disciplines.
You will lead a team of University Talent Acquisition Partners who deliver full cycle recruiting and campus engagement, ensuring alignment between business needs, university strategies, and hiring outcomes. This role blends strategic leadership, operational excellence, and external market engagement, positioning Fidelity as an employer of choice for emerging technical talent.
You will partner closely with senior business and technology leaders to translate workforce needs into scalable early-career talent strategies, while building strong relationships with universities and external partners to strengthen long-term pipelines.
Beyond execution, you will shape the evolution of Fidelity's university recruiting model, helping drive innovation across campus engagement, candidate experience, and technical hiring practices-while fostering a high-performing, collaborative team.
  • Set and lead university recruiting strategy aligned to enterprise hiring goals, with a focus on technical early-career talent pipelines.
  • Lead, coach, and develop a team of University Talent Acquisition Partners, ensuring performance, capability growth, and strong delivery against hiring objectives.
  • Translate business and technology workforce into scalable recruiting plans across software engineering, data, cybersecurity, AI/ML, cloud, and related domains.
  • Support campus engagement efforts, including career fairs, technical events, and branding initiatives to strengthen Fidelity's presence and attract top talent.
  • Partner with senior stakeholders across business, HR, and technology to influence hiring strategies, share market insights, and guide decision-making.
  • Drive innovation in technical hiring, including candidate assessment approaches, interview practices, and pipeline development strategies aligned to core engineering fundamentals.
  • Ensure operational excellence at scale, including process consistency, data integrity, compliance, and effective use of recruiting technologies.
  • Leverage data and market intelligence to inform strategy, measure outcomes, and continuously improve hiring effectiveness.
  • Champion an exceptional candidate and stakeholder experience, ensuring consistent, high-quality interactions from initial engagement through offer.
  • Lead cross-functional initiatives that enhance the effectiveness of university recruiting programs and elevate Fidelity's early-career talent brand.

The Expertise and Skills You Bring
  • Strategic leadership in talent acquisition: Proven ability to design and execute large-scale recruiting strategies, ideally within university or early-career hiring.
  • Experience leading recruiting teams: Strong track record of building, coaching, and leading high-performing teams in a fast-paced, high-volume environment.
  • Technical recruiting acumen: Understanding of key technical domains and the ability to align hiring strategies to engineering skillsets and fundamentals.
  • University and campus strategy: Experience building partnerships with universities, designing campus engagement strategies, and converting pipelines into hires.
  • Executive stakeholder engagement: Ability to influence and advise senior leaders, translating business needs into actionable talent strategies.
  • Operational and analytical mindset: Strong focus on metrics, process optimization, and scalable delivery models
  • Influence and relationship building: Ability to build trust and drive alignment across diverse stakeholders without direct authority.
  • Communication and executive presence: Strong storytelling, presentation, and data synthesis skills for senior audiences
  • Agility and judgment: Ability to navigate complexity, prioritize effectively, and make decisions in a dynamic environment.
  • Build and sustain a robust pipeline of early-career technical talent to support Fidelity's long-term growth.
  • Elevate Fidelity's brand and presence across key universities and technical communities.
  • Deliver scalable, high-quality hiring outcomes aligned to evolving business needs.
  • Develop a high-performing, forward-looking recruitment team equipped to meet future talent demands.
  • Drive continuous improvement and innovation in technical university recruiting strategy and execution.

The Team
The University Talent Acquisition team is focused on attracting and hiring early-career talent at scale, with an increasing emphasis on technical talent critical to Fidelity's future. The team partners closely with business, technology, and HR leaders to deliver best-in-class recruiting and university engagement strategies that build a strong and diverse talent pipeline.
Fidelity's Onsite Working Model
Fidelity is transitioning to a full-time onsite working model through a phased rollout across regions and roles. Currently, some roles and locations require 100% onsite presence, while others require less. Onsite expectations are likely to evolve as the rollout continues. This transition does not apply to fully remote roles.
Certifications:
Category:
Human Resources
Please be advised that Fidelity's business is governed by the provisions of the Securities Exchange Act of 1934, the Investment Advisers Act of 1940, the Investment Company Act of 1940, ERISA, numerous state laws governing securities, investment and retirement-related financial activities and the rules and regulations of numerous self-regulatory organizations, including FINRA, among others. Those laws and regulations may restrict Fidelity from hiring and/or associating with individuals with certain Criminal Histories.

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