Talent Acquisition Executive – Tech & Academic Hiring

About the Role: We are looking for a Talent Acquisition professional with strong experience in technology hiring and academic/EdTech hiring, particularly someone who has successfully hired or engaged DSA/Competitive Programming, Software Engineering, AI/ML, and Core CS professionals from companies such as FAANG & MAANG companies and other leading product/technology companies.
The ideal candidate should understand how to identify engineers who have strong technical depth and convince them to transition from industry to academia, mentoring, or teaching.
Key Responsibilities:
Own end-to-end recruitment for technical and academic technology roles across NST.
Source and hire high-quality talent in:
DSA & Competitive Programming
Software Engineering
AI/ML & Data Science
Core Computer Science - CN, CA, Theory of Automata, Embedded Systems, Operating Systems & Robotics
PHD level Hiring
Build pipelines of candidates from Top Tier 1 Companies and unicorns, product companies, startups, and top engineering institutions.
Identify and approach experienced Software Engineers, SDEs, Tech Leads, Engineering Managers, Data Scientists, ML Engineers, and Competitive Programmers who could transition into academia.
Hire faculty/instructors with strong ICPC, Codeforces, LeetCode, competitive programming, open-source, or strong software engineering backgrounds.
Conduct market mapping and talent research to identify niche technical talent.
Use LinkedIn, referrals, communities, GitHub, competitive programming platforms, job portals, and other relevant channels for sourcing.
Drive passive candidate engagement and headhunting, particularly for hard-to-find technical profiles.
Partner closely with Academic Leadership and Hiring Managers to understand technical requirements and candidate quality benchmarks.
Conduct initial screening to evaluate technical background, communication skills, teaching inclination, and motivation to move from industry to academia.
Manage candidate engagement, interview coordination, compensation discussions, offer closure, and joining.
Maintain a strong and continuously refreshed technology talent pipeline for upcoming academic hiring requirements.
Track recruitment metrics including pipeline, outreach, response rate, interviews, offers, closures, and time-to-hire.
What are we looking for?
2-3 years of experience in Talent Acquisition / Recruitment, preferably in Tech, EdTech, Academia, or Product companies.
Proven experience in hiring technical talent, especially Software Engineering, DSA, AI/ML, or Core CS profiles.
Prior experience hiring DSA/Competitive Programming professionals or engineers from MAANG/FAANG and leading product companies will be highly preferred.
Experience with academic hiring, faculty hiring, instructor hiring, or EdTech recruitment is strongly preferred.
Strong understanding of technical profiles and ability to differentiate between strong engineering talent and generic software profiles.
Comfortable with headhunting and passive candidate sourcing.
Strong LinkedIn sourcing and Boolean search skills.
Excellent communication, negotiation, and stakeholder management skills.
Ability to engage senior industry professionals and effectively pitch industry-to-academia career transitions.
Highly target-oriented with strong ownership of hiring closures.
Good to Have:
Experience hiring ICPC/Codeforces/competitive programming talent.
Experience hiring engineers from AANG & MAANG companies and other leading product/technology companies.
Existing network among software engineers, competitive programmers, developers, and technology professionals.
Experience working with universities, engineering colleges, EdTech companies, or academic institutions.
Strong understanding of Computer Science and engineering talent markets.
Why Join Newton School of Technology:
Work at the intersection of Technology, Academia, and Industry.
Build the team responsible for shaping the next generation of engineers.
Get exposure to high-calibre engineering and academic talent.
Work closely with senior academic and technology leaders.
Opportunity to build and experiment with new-age talent acquisition strategies rather than traditional recruitment.

Work arrangement
No