About the Recruitment Team
If you believe more leaders are needed to drive systemic change in the fight for educational equality, then the recruitment team (RT) is for you.
The RT seeks promising leaders in the movement to eliminate educational inequity. We inspire thousands of potential corps members on college campuses and in the professional world to apply for and join TFA—fueling our political, social, and economic future. We’re responsible for meeting ambitious goals, specifically growing and diversifying the corps.
With nearly 200 members, the RT is composed of people who care about and support each other, professionally and personally. Through culturally-competent practices, we find inspiration and joy in recruiting the next generation of leaders to the corps. Members of the RT go on to leadership positions across TFA, and beyond. Joining the team as either a recruitment associate (RA) or recruitment manager (RM) is the primary launching point.
Recruitment Associates (RAs) work behind the scenes to support Recruitment Managers’ (RMs) efforts to grow and strengthen the movement for educational equity by compelling top leaders to join the Teach For America corps. As an RA, you will build and execute strategies to identify and initiate communication with a broad network to build a large, diverse, and talented corps. RA will support the RT’s undeniably consequential work, fueling TFA’s Theory of Change and broader movement for social equity in the nation. Aligned with the RT’s deep conviction around leadership, you will receive extensive training, ongoing coaching, and professional development to innovate and achieve success.
Recruitment Associates are responsible for:
- ‘Sourcing’ (identify and track) diverse and competitive seniors, juniors, and/or professionals as potential TFA corps applicants by conducting research and using resources on campus and/or professional networks.
- Developing and executing tailored individual communication based on audience (professors, campus faculty, college students, professional candidate, warm leads, cold leads) to plan full days of events and individual meetings for Recruitment Managers and campus visitors such as corps members or alumni.
- Supporting and collaborating with Recruitment Managers to devise and execute strategies to engage potential applicants and drive interest in applying to Teach For America through a variety of channels including planning events, partnering with student organizations, engaging career service offices, and creating marketing campaigns to reach large audiences
RMs compel top leaders to join Teach For America and contribute to the movement for educational equity in communities across our country. As an RM, you will create visions and strategic plans for your campaigns, identify and cultivate diverse top prospects to act, and inspire a broad network of constituents to build a large, diverse, and talented corps. You will be on the front lines of the RT’s undeniably consequential work, fueling TFA’s theory of systemic change and the broader movement for educational equity across the nation. Aligned with the RT’s deep conviction around leadership, you will receive extensive training, ongoing coaching, and professional development to innovate and achieve success.
Recruitment Managers are responsible for:
- Setting a bold vision and direction for an ambitious campaign to inspire, enlist, mobilize extraordinary, diverse future leaders - people who have massive leadership potential and are on a trajectory to be leaders and influencers in our society - to become Teach For America corps members and join the movement for educational equity
- Building, developing, and cultivating strong relationships and networks - both internally and externally - to advance the recruitment campaign. Influence candidates, external stakeholders, and internal partners to achieve bold outcomes.
- Working across teams to plan, execute, and improve strategy, using data-based tools to identify gaps, patterns, and opportunities within campaigns and develop solutions to achieve outcomes.
Available Roles on the RT
RT Application Timeline
|RT Application Timeline||Recruitment Manager Window 1||Recruitment Manager Window 2||Recruitment Associate|
|Application open||Nov. 2, 2018||Dec. 21, 2018||Dec. 21, 2018|
|Application deadline||Dec. 21, 2018||Mar. 4, 2019||Mar. 4, 2019|
|Learn if you’re invited to complete RM/RA Skills Activity||Jan. 9, 2019||Mar. 13, 2019||Mar. 20, 2019|
|Learn if you're invited to interview||Jan. 25, 2019||Mar. 29, 2019||Apr. 10, 2019|
|Participate in final interview||Feb. 19-22, 2019||April 24-25 (must be present both days)||Apr. 15-19, 2019 & April 29-May 3, 2019|
|Learn hiring decision||Mar. 15, 2019||May 6-10, 2019||May 13-17, 2019|
|Begin role on RT||Early July 2019||Early July 2019||Early July 2019|
Submit your resume
Respond to short-answer questions
Submit your location preferences
Provide two or more professional references
Complete Skills Activity
RM candidates will be asked to perform data analysis, complete a writing activity, and submit a video. RA candidates will be asked to perform data analysis and complete a writing activity. More guidance will be provided when invited to complete the activities.
Candidates will interview either virtually or in-person with recruitment team senior leaders. More details will be provided in interview invitations.
Candidates who fit our recruitment team needs and have location preferences that match our openings will be extended formal job offers.
Onboarding and Training
New RMs and RAs join staff in early July. You’ll begin with a comprehensive onboarding process that sets you up for success in your role. Throughout July, you’ll participate in virtual and in-person trainings, learn more about life on staff, and set goals. You’ll continue to be developed as you begin recruiting the new generation of corps members in August.
Frequently Asked Questions
We've answered your most frequently asked questions about joining the RT.
Yes! Different positions at TFA may require different skillsets. Candidates who apply for multiple positions will go through more than one hiring process. We will try our best to streamline the interview processes, but we want you to be prepared for the time commitment that may be required if you move forward for multiple positions.
Special Note on summer institute roles: If you receive offers for a position on the recruitment team as well as a role on the summer institute team, we suggest that you speak with your hiring manager. The recruitment team holds a mandatory summer training, and it may conflict with working at summer institute. We may ask you to choose between the two opportunities.
We don't recommend that you apply for both roles, since the skill sets and motivations are separate. We recommend that you take some time to review each role's description and list of responsibilities. Your hiring manager may also suggest that one role or the other would be a better fit for you during the interview process.
We often don’t know early in the application cycle which locations will be open by the time we interview you. Therefore, it’s crucial that you tell us in your application everywhere that you would consider living so that if openings change throughout the process, we know your complete list of preferences and can get your materials in front of the right hiring managers.
Unlike the corps member application process, your regional preferences do play a role in determining whether you move on in the interview process and which hiring managers interview you. We have a limited number of roles in each location, so let’s consider a few scenarios.
1: If you let us know your fiancé is planning to go to business school at The University of Virginia in a few years and you will both be moving there to establish state residency, then we’ll likely ask you to interview via webcam with only the Virginia hiring manager.
2: If you let us know you can only be in Ann Arbor because your partner is starting law school there, we will only be able to interview you if the current Ann Arbor RM decides not to return to her role.
3: If you say that you would go to any big city in the Northeast, it’s likely that a number of hiring managers would want to interview you and that we may ask you to participate in a few different interviews (virtually or in-region).
Our advice to you on your location preferences: be flexible, but be honest!
The more flexible you are about where you would live, the more openings you could likely be considered for. However, while we ask that you be flexible, we recognize that you likely have strong ties to particular geographic areas due to family connections, general lifestyle preferences and other personal and professional obligations. Therefore, while we hope you will think expansively about locations where you would consider living, we also ask that you think carefully about each location and share your true preferences in this survey. If you wouldn’t actually accept a role in a particular region, it isn’t a good use of your time or our hiring managers’ time to go through the interview process, get an offer, and turn it down because of the location.
So take some time now to think hard about where you would truly be happy living next year before completing the location preferences survey as part of your application. And, if anything changes (i.e., you become more or less open), email us at RtStaffing@teachforamerica.org.
Please let us know! Email, call, text—we want to hear about it from you. We encourage you to be transparent with us at every step in the process, so we can best accommodate your needs when possible.
We’re sorry you’re having trouble! Please email us at RTStaffing@teachforamerica.org so we can help you problem solve.