Information On The Coronavirus

Recent Updates: The New School has released its academic plan for 2020-21 and a phased reopening plan for its New York campus. Please check the Parsons Paris website for information about our Paris campus. Learn more.

  • Talent Acquisition

    The Talent Acquisition department assists and advises hiring managers and HR partners in developing and executing recruitment and search strategies to ensure that internal and external recruitment meets all affirmative action and regulatory requirements. Managers are encouraged to contact Talent Acquisition as vacancies arise or whenever the need for staffing changes arises within their department (terminations, promotions, lateral moves, etc.).


    The New School is committed to creating and maintaining an environment that promises diversity and tolerance in all areas of employment, education and access to its educational, artistic or cultural programs and activities. The New School does not discriminate on the basis of age, race, color, creed, sex or gender (including gender identity and expression), pregnancy, sexual or other reproductive health decisions, sexual orientation, religion, religious practices, mental or physical disability, national or ethnic origin, citizenship status, veteran status, marital or partnership status, caregiver status, or any other legally protected status. 

    The university supports our employees who wish to advance their careers. To find a list of open, available positions, visit our New School Careers website.

    Recruitment and Hiring Procedures

    Hiring managers, HR partners, and the Talent Acquisition team all work together during each step of the hiring process. All hiring managers, HR partners, and staff involved in the search and/or recruitment for a university administrative position should familiarize themselves with the guidelines and templates provided.  For an in-depth overview of the Search and Hiring process, please review Search and Hiring at The New School: A Guide to Search and Hiring Best Practices.

    There are five steps to initiating and completing a successful recruitment cycle.

    The Search and Recruitment Process

    1. Position Approval (Authorization, Job Description, and Recruitment)
      Ensure you have obtained appropriate departmental authorization, then submit Job Description and Recruitment Plan to Director of Talent Acquisition and Talent Manager.
    2. Posting a Position (PeopleAdmin and External Advertising)
      Once authorized by HR, the position can be posted via PeopleAdmin. Please consider external advertising venues.
    3. The Search (Committee Composition, Internal Applicants, and Search Process)
      Once the search committee is composed, the hiring manager will ensure the Charge is sent to all committee members including Director of Talent Acquisition via email (prior to the onset of interviews).    
      The Charge will outline and include all pertinent information regarding the search process as well as implicit bias training information.
      - Develop and utilize a core set of behavioral interview questions and rubric to be used consistently for all interviews. Retain this information as HR will request during selection. 
      - Review and consider all internal and external applicants. Ensure all candidates are "ranked/tiered" in PeopleAdmin as this will provide info for the EEO report. 
    4. Selection (Creating a Hiring Proposal)
      Once a finalist is selected, the Search Committee Chair (if charged to do so) or Hiring Manager will notify the Director of Talent Acquisition and Talent Manager via email. Please include all rubrics and search committee recommendations. HR will then review the EEO report. 
      HR will notify the unit when the Hiring Proposal can be submitted via PeopleAdmin. 
    5. Making the Offer
      Once the Hiring Proposal is approved, and only at that time, can the Hiring Manager extend a verbal offer to the finalist. The Hiring Manager will then notify HR if the offer has been accepted and HR will send the finalist an offer letter within 24-48 hours. 
      - Onboarding in Myday (Workday) will begin once the candidate returns the signed offer letter to HR.

    Career Advancement and Professional Development 

    We support career advancement and professional development. We strongly encourage staff to take advantage of internal opportunities.To find a list of open, available positions, visit our New School Careers website.

    In-House Temp Pool

    The Office of Human Resources maintains an in-house pool of temporary employees to provide short-term relief workers for office support. Individuals from the in-house temp pool are employed on a per diem basis, earning between $15 and $19 per hour based on experience. They do not receive any benefits. If you are interested in contracting an in-house temp and/or if you know of a good candidate for the pool, please contact Jodie Spencer.