VP, Talent Acquisition and Campus

Future Standard•Philadelphia, PA

About The Position

The Vice President, Campus & Talent Acquisition will lead Future Standard’s early‑career campus strategy and play an integral role in the firm’s lateral hiring efforts, building a differentiated and sustainable talent pipeline that supports both near‑term business needs and long-term workforce planning. This role is responsible for shaping the firm’s employer brand, strengthening relationships with academic institutions and external talent partners, and developing scalable recruiting strategies for experienced talent across key functions. The VP will partner closely with business leaders to ensure the firm attracts, engages, and hires high‑caliber talent at all levels in a competitive market.

Requirements

5+ years of recruitment experience within a high-performance culture, ideally with some exposure to alternative asset management, private equity, investment banking, or top-tier executive search.
Demonstrated experience designing or contributing to early-career or campus recruiting programs.
Track record of building trusted relationships with senior leaders.
Exceptional communication, interpersonal, and influencing skills.
High degree of professionalism, discretion, and sound judgment.

Responsibilities

Develop and maintain a intimate, campus program that elevates Future Standard’s presence with early‑career talent.
Design and run a targeted early‑career talent strategy aligned with business needs.
Build a “fit‑for‑purpose” model focused on quality, not volume—prioritizing high-impact schools, programs, and diverse talent channels.
Own the planning and execution of recruiting cycles, superdays, internships (program/non-program), and co-op hiring.
Coordinate and lead on‑campus and virtual events, student outreach, and relationship building with schools, professors, clubs, and external partners.
Manage candidate engagement from first touch through offer, ensuring a high‑touch and high‑fidelity experience.
Partner closely with business leaders to clarify needs, define selection criteria, and ensure alignment on talent decisions.
Track conversion metrics and provide insights to stakeholders.
Continuously improve campus processes (interview structure, marketing materials, evaluation tools, etc.).
Act as the brand ambassador for Future Standard to the next generation of the firm’s talent.
Develop and execute targeted sourcing strategies for niche and senior talent pools.
Create and maintain proactive pipelines for critical roles.
Advise hiring leaders using market intelligence, compensation data, and competitive analysis.
Manage searches from intake through offer acceptance.
Conduct in‑depth interviews assessing capability, cultural compatibility, and long‑term fit.
Build meaningful candidate relationships to support high offer‑to‑hire ratios.
Serve as a consultative partner to senior hiring managers, mirroring an executive‑search‑quality advising model.
Influence talent decisions using data, insight, and market fluency.
Provide guidance on role design, search strategy, and talent positioning.
Deliver a seamless, high-touch experience for candidates and business leaders.
Uphold exceptional standards of professionalism, discretion, and judgment.
Act as a steward of the firm’s brand and values in all interactions.