If a university's rise is a symphony, then talent forms its vibrant notes, and talent strategists wield the conductor's baton. JMahl Stewart was this indispensable conductor for Virginia Tech's orchestra. Joining in 2014 as Senior Strategic Talent Recruitment and Hiring Manager until his untimely passing on February 10, 2024, Stewart left an indelible mark on the institution's talent strategy.

With over 25 years of recruitment expertise—particularly in information technology and higher education—Stewart brought formidable experience from previous leadership roles at Walden University and Laureate Education, Inc. Under his guidance, Virginia Tech (ranked #51 in the 2025 US News rankings) made significant strides in fundraising, engagement, and communications.

The Architect of Human Connection

Colleagues universally praised Stewart's exceptional gift for relationship-building. He understood recruitment transcended skill-matching—it was about creating interdependent communities. His ability to quickly establish trust with candidates allowed him to understand their professional aspirations and personal values, ensuring alignment with both position and institutional culture. This human-centered approach dramatically improved hiring success while fostering campus-wide collaboration.

"He had an uncanny ability to recognize people's strengths and guide them to their ideal roles," recalled a longtime colleague. "JMahl wasn't just filling positions—he was identifying Virginia Tech's future leaders."

Fundraising Visionary

Beyond recruitment, Stewart made substantial contributions to university development. He excelled at articulating institutional vision to potential donors while demonstrating how strategic hires amplified institutional impact. Colleagues credited his analytical approach and deep understanding of talent acquisition with creating actionable plans that attracted transformative individuals.

Champion of Equity

Stewart's lasting influence extended to his tireless advocacy for diversity and inclusion. He believed heterogeneous environments sparked innovation and strengthened teams. His recruitment processes actively combated implicit bias, ensuring equitable opportunities for candidates across backgrounds. For Stewart, attracting top talent wasn't merely transactional—it was foundational to institutional excellence.

Mentorship as Legacy

Perhaps Stewart's most profound impact lay in mentoring generations of professionals. Students and colleagues alike regarded him as a guiding force whose support propelled careers forward. While his passing represents a significant loss for Virginia Tech, his pedagogical approach to talent development continues inspiring campus communities.

Best Practices in Higher Education Recruitment

In academia, talent acquisition has evolved from vacancy-filling to strategic institutional development. Leading universities now implement innovative approaches:

• Diverse Candidate Pipelines: The University of Alabama at Birmingham's "Purposeful Faculty Recruitment Fund" exemplifies this, offering $1 million packages to attract research-intensive scholars while enhancing institutional diversity.
• Employer Brand Cultivation: Duke University's support systems demonstrate how career development programs and resources create environments where talent thrives organically.
• Techno-Human Balance: While AI streamlines initial screenings, successful institutions like Virginia Tech under Stewart's leadership prioritized human connection in final evaluations.

Emerging "bionic recruiting" models—blending AI efficiency with human intuition—are gaining traction. By automating administrative tasks, recruiters gain bandwidth for meaningful candidate engagement. Simultaneously, universities are implementing bias-mitigation strategies to ensure equitable consideration across demographics.

Support Systems in Times of Loss

When universities face community bereavement, robust support mechanisms become critical. Duke University's virtual grief support groups, expanded from one to four cohorts in 2024, provide structured spaces for processing loss. Similarly, the University of Nevada, Las Vegas mobilized counseling resources following student-athlete Ben Christman's passing—demonstrating how institutional responses during crises reflect core values.

These systems serve dual purposes: immediate emotional support and long-term cultural reinforcement. By normalizing mental health resources, universities foster environments where individuals feel valued beyond their professional contributions.

Reexamining Legacy Practices

Higher education faces mounting scrutiny over legacy admissions policies. Brown University's historical preferential treatment of alumni-connected applicants—now being reevaluated—highlights growing demands for equitable access. Legislative efforts like New York's reintroduced Fair College Admissions Act (January 2025) aim to eliminate systemic advantages, reflecting broader societal pushes toward meritocratic systems.

Forward-thinking institutions are pioneering alternative approaches. UAB's targeted faculty funds and Duke's community outreach programs demonstrate how proactive investment in diverse talent pipelines can replace outdated preferential systems.

Stewart's Enduring Influence

As Virginia Tech and peer institutions navigate evolving landscapes, Stewart's multifaceted legacy—relationship-centric recruitment, developmental mentorship, and uncompromising equity—provides a blueprint for sustainable excellence. In an era where talent strategy increasingly defines institutional trajectories, his humanistic approach remains both timely and timeless.