TEAM: Recruitment Team (REMI - Recruitment Enablement and Marketing Innovation)

ROLE TITLE: Director, Field Enablement

POSITION REPORTS TO: Senior Managing Director, Recruitment Marketing

APPLICATION DEADLINE: May 20, 2024 at 11:59pm EST

LOCATION: Flexible

WHAT YOU’LL DO

As the Director, Field Enablement, you will work as a liaison with both field recruitment and the REMI (Recruitment Enablement and Marketing Innovation) Team to steward the adoption, integration, execution, and enablement of early talent front funnel recruitment strategy (brand building, lead generation, lead nurture, marketing/events, etc.) across the recruitment team and key stakeholders. You will consult with team leads and recruiters to provide effective coaching, consultation, co-execution and learning and development to accelerate field recruitment outcomes. You will also work side-by-side with recruiters in the field and on campuses, both virtually and in-person, across the country to build recruiter skill and expertise in early talent recruitment. As part of the REMI team, you will steward and contribute to key innovation projects, often in partnership with other key teams and stakeholders, to foster a strong front-of-funnel experience for leads. In doing so, you will ensure that Teach For America attracts, and continues to attract, equity-minded leaders to Teach For America’s brand, supporting the recruitment team’s vision of fostering the next generation of corps members in pursuit of educational inequity.

WHAT YOU’LL BE RESPONSIBLE FOR

The Director, Field Enablement, will be responsible for:

Virtual/In-Person Lead Journey Vision Setting and Coaching (65%)

• Consult with recruiters as a subject matter expert on early talent front funnel recruitment strategy (brand building, lead generation, lead nurture, marketing/events, etc.).

• Conduct campus visits with recruiters to provide on-the-ground coaching, modeling, and support in furtherance of coaching goals.

• Identify high-impact coaching opportunities and prioritize coaching recruiters where there is substantial potential to increase recruitment outcomes.

• Steer the design of strategic plans (ex: coaching visits, project plans) alongside recruiters, taking the unique needs of recruiters’ skills, opportunities for growth, desired outcomes, and campaign context into account to improve performance through intentional skill development and coaching.

• Mentor recruitment colleagues to address gaps in progress, and design and execute solutions that incorporate the highest impact strategy for short and long-term results and recruiter growth.

• Steer and work alongside colleagues toward understanding their outcomes and opportunities both in-season and retrospectively to support strategic planning efforts, including advising on pivoting and scaling strategies.

• Conduct regular (at least once monthly) meetings with field cohort leads, in partnership with SMD, Recruitment Marketing, to keep them apprised of coaching progress and ensure investment in and knowledge-building of key REMI strategies.

• Analyze qualitative and quantitative data, insights, and trends within those coached, utilizing both quantitative and qualitative data to identify opportunities or challenges for further growth and development and future strategy.

• Develop project-specific goals and create and utilize a system for tracking recruiter experience and progress throughout the coaching cycle.

• Provide consultation, expertise, and other learning and development opportunities (ex: session facilitation, resource creation) to support recruitment outcomes.

REMI Field Enablement Support (30%)

• Contribute to individual and REMI-owned projects that will further field enablement efforts and broader front funnel recruitment strategy.

• Engage in strong execution in cross-RT communication that stewards relationships and outcomes between field team members, Brand & Marketing, regional teams, other key organization stakeholders, external partners, and REMI.

• Manage the day-to-day execution of field collateral, marketing resources, and merchandise/resource management for the field.

• Stay connected as a liaison to field recruitment to represent field recruiter interests, audience insights, and how recruiters are operationalizing key front-of-funnel strategies to inform strategic shifts.

• Due to the nature of REMI as an agile innovation team, the Director of Field Enablement may also take on additional projects related to their role that have not yet been determined. For example:

  • Coaching recruiters on our Handshake Talent Platform and providing input on strategy.

  • Taking on special projects that have a systemic impact on the outcomes of recruiters (for example, REMI’s Spring Peer Coaching Initiative).

REMI Team Contributor (5%)

• Serve as an active contributor to creation of REMI team culture initiatives (ex: planning culture activities on a rotating basis for the team, leading DEI discussions, providing input on culture decisions).

• Contribute to REMI team operations as needed (ex: finance lead, organizational systems creation, etc.).

• Engage in strategic planning activities for REMI and broader agile pods to influence the direction of key strategies.

YOUR EXPERIENCE

Prior Experience

• Minimum of 4 years of professional work experience.

• Prior experience coaching others to achieve strong outcomes. Direct or lateral management experience is required.

• Prior experience in marketing and communications, field marketing enablement or sales enablement, and implementation and/or executing lead generation and nurture tactics highly preferred.

• Experience with early talent recruitment required. Teach For America recruitment experience is highly preferred.

• Demonstrated ability to work effectively and with cultural competence across diverse groups.

Knowledge, Skills, and Abilities

• Ability to work with a mindset of innovation, creativity, and experimentation. Experience with agile operating (build, measure, learn, iterative testing) for both small and large-scale strategy initiatives preferred.

• Comfort with working in areas of agility and ambiguity with a high level of initiative and personal responsibility.

• Strong quantitative, analytical, and problem-solving capabilities.

• Experience working with large-scale data sets, analyzing data, and making strategic recommendations.

• Strong project planner with experience setting goals and tracking goal progress.

• Ability to laterally manage and upward manage groups and individuals to outcomes.

• Highly-organized and able to manage multiple tasks and workstreams simultaneously through intentional prioritization.

• Strong relationship builder who is able to build rapport quickly and seeks to understand the perspective of and build trust with multiple stakeholders, especially through the lens of intersectional identity.

• Excellent written, verbal, and interpersonal communication skills.

Requirements

• Ability to travel to various locations across the country throughout the recruitment season. Travel typically takes place from August through April, with roughly two in-person travel weeks per month throughout the peak recruitment season.

• Experience with direct or lateral management

• Experience working with TFACT/Salesforce

• Proficiency in Microsoft Office and Google Suite

• Strong understanding of Teach For America’s mission and brand

YOUR FUTURE TEAM

Teach For America’s Recruitment Team (RT) is charged to recruit a high-quality, diverse, and large corps that fuels the broader movement towards educational equity across our 51 placement regions. In this pursuit, the Recruitment Team engages with leaders across college campuses and professional career sectors to discuss the challenges of educational inequity in the nation and inspire great people to choose the corps as a means of expanding opportunities for kids and building a long-term commitment to social equity.

YOUR COMPENSATION

The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint depending on qualifications, internal equity, and the budgeted amount for the role. The expected salary range for this role are set forth below. This range may be modified in the future.

• Tier A: $74,300 to $99,300

• Tier B: $81,000 to $108,300

• Tier C: $87,700 to $117,200

You can see which Tier you belong to here. If you do not see your location listed, click here for additional total rewards information.