VC / PVC / Provost – School
Of Computer Science ( From Harvard/ MIT / IIT )

Dean / Sr Faculty – School of Business ( From ISB )

Dean / Sr Faculty – School of Electronics Engineering

Dean – Law only from National Law University

Dean Research – (Computer Science with high H index score)

Senior Faculty – Computer Science (AI focus)

Head & Faculty – BPT (Physiotherapy)

Examination Controller

Sr Professor/ Deputy Dean – Liberal Studies ( from FLAMES )

Mandatory Criteria:
🎓 Currently in or from premium institutions – IITs, IIMs, ISB, MIT/Harvard, NLU, FLAMES or equivalent global universities.

🌍 Proven academic & research excellence with leadership capability.

Delhi NCR | Top University
Open Roles (Immediate)

📩 Share CV / references: amitccare@gmail.com

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Hiring #Dean #SeniorFaculty #BusinessSchool #ComputerScience #ArtificialIntelligence #Physiotherapy #Electronics #Enginering #LibralStudies #DelhiNCR #AcademicJobs #MIT #Harvard #Oxford #IIT #IIM #ISB #GlobalAcademia #Flams #NLU #HigherEducation #Leadership #ADOSIS #AmitRSinha

🔍 ADOSIS Leadership Gap Diagnostic Template

Purpose:
Identify invisible leadership gaps that affect alignment, execution, and culture at scale.

⸻

✅ SECTION 1: STRATEGIC ALIGNMENT (Score 1–5)
1. Our leadership team has a shared definition of success for the next 12 months.
2. Each leader knows what they are explicitly accountable for (not just responsible for).
3. Decisions at the top are cascaded clearly and consistently.
4. We spend more time on proactive strategy than reacting to fires.
5. There is clarity on who’s next in line if a CXO exits tomorrow.

Score: __ / 25

⸻

✅ SECTION 2: CULTURE & OWNERSHIP
1. Our leaders model the behaviors we expect from others.
2. Teams act with ownership, not dependency.
3. Feedback flows freely — across levels and roles.
4. Mistakes are used to learn, not punish.
5. Leaders call out misalignment early — not when it explodes.

Score: __ / 25

⸻

✅ SECTION 3: TALENT DEPTH & GROWTH
1. We are actively building a pipeline of future leaders internally.
2. Our hiring process filters for alignment, not just skills.
3. High performers have a path — not just perks.
4. We’ve identified 2–3 roles that are business-critical to our next phase.
5. No one is “too important to lose” because we’ve de-risked key roles.

Score: __ / 25

⸻

🎯 SCORING GUIDE
• 61–75: You’re in a strong leadership zone. Time to scale this system.
• 41–60: You have a team — but not yet a leadership engine.
• 0–40: You’re growing — but with serious blind spots that will surface soon.

⸻

📩 Next Step:

If you scored below 60, we offer a free 30-min leadership clarity call to walk through your gaps and explore solutions.

DM us “Leadership Gap” or email: info@adosis.in
Learn more: www.adosis.in

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Retention hiring services refer to recruitment strategies and services designed to not only help companies hire the right talent but also focus on ensuring that these employees stay with the company for the long term. These services aim to minimize turnover and improve employee satisfaction, engagement, and overall retention.

Key elements of retention hiring services include:

1. Talent Fit: Helping companies hire employees whose skills, values, and career goals align with the organization’s culture and mission, increasing the likelihood they will stay longer.


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3. Employee Engagement: Providing strategies and tools for ongoing employee engagement, which is crucial in retaining talent, including regular feedback, career development opportunities, and fostering a positive work environment.


4. Retention Metrics: Offering analytics and insights to track turnover rates and identify areas where retention can be improved, allowing businesses to adjust their hiring strategies accordingly.



In summary, retention hiring services focus on recruiting employees who are a good fit for the organization while incorporating strategies that ensure those employees remain satisfied and engaged in their roles over time.

The charges for retention hiring consultancy in India can vary widely depending on several factors, such as the consultancy’s reputation, the level of the position being hired for (entry-level, mid-level, executive, etc.), and the scope of services provided. Typically, the fees may be structured in one of the following ways:

1. Contingency-Based Fee: This is a common model where the consultancy charges a percentage of the candidate’s annual salary upon successful placement. The fee usually ranges between 8% to 35% of the candidate’s first-year salary, depending on the seniority of the role and the complexity of the recruitment process.

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For specific companies or consultancies, it’s best to request quotes directly, as the fees can vary widely based on your needs and the services they offer.

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