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.
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