ORGANIZATIONAL OVERVIEW:

By 2025, KIPP DC will build upon two decades of proven results to develop into a more impactful, innovative, and inclusive school system that provides joyful, identity-affirming learning experiences so that all students and alumni achieve extraordinary outcomes.

Our work is grounded in a commitment to excellence, equity, and justice. We believe all students have the right to rigorous, relevant, and joyful learning experiences led by exceptionally talented and diverse educators who promote student achievement and a sense of belonging. We believe students and teachers best succeed when surrounded by an ecosystem of supports, including our central headquarters team that supports KIPP DC’s 20 schools, 7,300 students, and 1,300 teachers, leaders, and staff members dedicated to this mission.

POSITION OVERVIEW:

Investing in talent is one of KIPP DC’s top five priorities in our 2025 strategic plan. The Managing Director of Talent Acquisition will play a key role in ensuring this priority is met. The Managing Director will lead KIPP DC’s efforts to find, attract, select and hire high-quality, committed and diverse team members into all of the organization’s roles. The Managing Director will define and lead the organization’s recruitment strategy, including marketing and branding of our value proposition to new employees, individual and event-based recruitment efforts, and building upon current pipeline building strategies such as the Capital Teaching Residency for KIPP DC teachers. In addition, the Managing Director will lead the KIPP DC recruitment team, including setting vision and strategy for the team, which is responsible for candidate outreach, targeted recruitment, and selection processes for all teachers, residents, instructional support staff, and regional roles for KIPP DC, ultimately leading to approximately 200 hires a year. The Managing Director will hold a high bar for equitable hiring practices to ensure that KIPP DC mitigates against bias in the hiring process and continues to hire high-quality, diverse talent at every level. They will also coordinate and collaborate with other leaders and stakeholders to ensure that the strategy is meeting KIPP DC’s needs. The Managing Director will directly manage Associate Directors on the Recruitment team. This role is exempt and will report to the Chief Talent Officer.

KEY RESPONSIBILITIES:

Outreach Strategy

• Define recruitment strategy to build excitement about KIPP DC, including national outreach and a deep focus on hiring Washingtonians

• Clarify our value proposition to future applicants by defining why they should want to work at KIPP DC

• Think boldly and creatively about new outreach and pipeline strategies, including but not limited to building on current pipeline strategies (e.g. Capital Teaching Residency) and outreach efforts (E.g. events like hiring fairs and partnerships with universities)

• Partner with leaders on the talent team and brand team to implement outreach strategies

• Manage the outreach budget to ensure we are maximizing resources to find great talent for all roles in the organization

• Serve as a voice of KIPP DC in compelling candidates to apply, including speaking at events, reaching out to top prospects, and meeting with final round candidates

Hiring Strategy

• Partnering with the recruitment team leaders, ensure KIPP DC’s selection processes ensure a great candidate experience, identify the right qualities in candidates that will make them successful in the role, are efficient, and maintain a high bar for equitable hiring practices

• Ensure that recruitment team capacity is dedicated toward all aspects of hiring - outreach, candidate cultivation, hiring process, and support for hiring managers - in a way that maximizes hiring great talent and efficiency, and helps the team adjust course as necessary

• Build relationships with hiring managers so that you, as the leader, understand their needs and support the team in doing the same

• Lead vision for training and supporting hiring managers to develop competencies and create an equitable and consistent hiring process

Team Management

• Lead a process to set vision, goals, and execution for the recruitment team and manage towards them

• Directly manage sub-team leaders and ensure collaboration across the sub-teams, including identifying and acting on points collaboration across instructional hiring, regional hiring, and outreach

• Onboard new team members and set individual goals with and provide coaching and feedback

• Lead cross-functional initiatives, including the annual Intent-to-Return process

• Step in to fill any needs identified by the recruitment sub-teams, for example leading the hiring process for senior roles, supporting with school leader selection, participating in an outreach event

• Unite the team to identify and work through areas of improvement and innovation

• Coach and develop director and associate director-level leaders to become effective managers and leaders

• Lead by example to create and reinforce positive and productive team culture

Collaborates with other leaders and teams

• Collaborates with talent leaders on cross-functional talent processes and initiatives, including defining KIPP DC’s overall value proposition, retention strategies, etc

• Serve as the point of contact to coordinate with leaders on the academic team, knowledge & learning team, human resources and talent operations teams

• Connects with other talent acquisition leaders across KIPP’s national network as well as in Washington DC

• Ensure that senior leaders have the appropriate and necessary touchpoints and meeting structures with stakeholders to ensure effective execution of the recruitment and selection strategy

QUALIFICATIONS:

• Bachelor’s degree (required)

• At least 12 years of work experience, with at least 7 years of previous recruitment experience required and previous experience working in a school system required

• Experience influencing and motivating individuals using a variety of mediums (presentations, speeches, 1:1 conversations, etc.) with a track record of converting skeptical parties to their cause

• Experience managing others and/or driving results through others

• Strong understanding of current challenges, trends and strategies for talent acquisition in the current labor market

• Experience leading a team with strong culture to meet ambitious goals

• Ability to think strategically and creatively to solve big picture problems

• Ability to manage stakeholders through change when faced with major strategic shifts

• Experience using data in sophisticated ways to monitor progress towards goals

• Outstanding project management and organizational skills, and extraordinary attention to detail

• Flexibility, with a strong work ethic and an entrepreneurial spirit to accommodate a high level of responsibility and multiple priorities

• Deep commitment to racial and educational equity and the building of an organization that reflects the community KIPP DC serves; ability to hold self and others accountable for centering equity

• Ability to work in a dynamic, fast paced environment and adept at developing relationships within KIPP DC

• Strong work ethic coupled with an enthusiastic and passionate approach to one's work

TO APPLY:

The priority application deadline is Friday, September 9th. All interested applicants should visit online at http://www.kippdc.org/careers/apply-now/ and the job posting located under “Leadership and Support Staff” section. If you have any questions, please contact the Recruitment Team via e-mail at careers@kippdc.org.

When it comes to compensation, at KIPP DC we strive for clarity, equity, and to be highly competitive. We look at compensation benchmarks in the education and non-profit sector to determine our starting salaries. The anticipated starting salary for this position is $131,571-$167,468.

EQUAL OPPORTUNITY EMPLOYER

KIPP DC Public Schools does not discriminate against, or tolerate discrimination against, employees or applicants for employment on any legally-recognized basis or protected class including, but not limited to, actual or perceived race, color, national origin, immigration status (except as necessary to comply with federal, DC, state, or local law), religion, sex (including pregnancy, childbirth, lactation and related medical conditions), age, physical or mental disability, medical condition, sexual orientation, gender (including gender identity or expression), marital status (including domestic partnership status), genetic information, political affiliation, pregnancy, family responsibilities, personal appearance, veteran status, uniform service member status, status of being unemployed, status of victim a survivor of domestic violence, sexual offense or stalking, matriculation or any other protected class under federal, state, DC, or local law.

Click here or here to review KIPP DC’s non-discrimination policy and KIPP DC’s Title IX Coordinator’s contact information.

KIPP DC requires all staff to provide proof that they are up to date on their COVID-19 vaccine (meaning they have received a full course of a COVID vaccine and receive a booster, when they are eligible) or obtain approval for exemption due to medical or religious reasons before beginning employment. New hires who have not received all doses of a COVID vaccine, who are eligible for a booster but have not received it, or who are awaiting approval for exemption will not be able to begin employment.