If you believe more leaders are needed to drive systemic change in the fight for educational equality, then the Recruitment Team is for you.
The Recruitment Team (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.
The RT is composed of people who care about and support each other. Through culturally-competent practices, we find inspiration and joy in recruiting leaders to the corps. Members of the RT go on to leadership positions across TFA, and beyond. Joining the team as a Recruitment Manager is a primary launching point.
Recruitment Managers (RMs) grow and strengthen the movement for educational equity by compelling top leaders to join the Teach For America corps. As a Recruitment Manager, you will execute visions and lead strategic plans for campaigns, identify and cultivate diverse top prospects to act, and inspire a broad network of constituents to build a large, diverse, and talented corps. Some of the role responsibilities can include:
- Set and define strategy to achieve goals for outcomes tailored to college or professional markets.
- Build and maintain relationships with key stakeholders for campus, partner organizations, and/or professional community in recruitment campaigns to maximize outreach efforts and promote a stronger organizational brand(e.g., administrators, faculty members, career service representatives, advisors, presidents of organizations, etc).
- Work 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.
- Consistently leverage learning results from successes and failures that are conclusive, specific, and evidence-based to make pivots for campaigns and to inform broader cohort/team-wide innovation and/or strategy.
|RT Opportunities||Recruitment Manager (1st Deadline)||Recruitment Manager (2nd Deadline)|
|Application Opens||Dec. 18, 2020||Jan. 22, 2021|
|Application Deadline||Jan. 22, 2021||Mar. 5, 2021|
|Interview Invitation||Feb. 12, 2021||Mar. 19, 2021|
|Interview Window (virtual)||Mar. 8-12, 2021||Apr. 12-16, 2021|
|Job Offer||Mar. 26, 2021||Apr. 19, 2021|
|All Roles Begin||June/July 2021||June/July 2021|
Frequently Asked Questions
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 tryour 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.
Note on virtual summer teacher training (VSTT): Historically, the recruitment team has held a mandatory summer training, which conflicted with some --but not all --institute dates. In cases where applicants received offers to join both the recruitment team and summer institute teams, we worked to find ways for them to participate in earlier institutes that do not conflict with recruitment training dates. This year, TFA is in the process of determining the structure/format for VSTT, based on what we learned from our first iteration last year. We are also in the process of rethinking our approach to summer training on the recruitment team in a virtual environment. More info to come soon.
You do not! Both positions have the same application and will go through a similar interview process. As you learn more about each role's distinctive responsibilities, you will be able to share your preference for the one that is aligned to your interests. Hiring managers will consider both your preferences and your strengths in the interview process to make decisions related to your candidacy.
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 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.
4: If you say that you are flexible to move anywhere, several hiring managers will be able to consider you for potential openings on their teams.
Our advice to you on your location preferences: be flexible, but be honest!
So take some time now to think hard about where you would truly be happy living next year before completing the location preferences as part of your application. And, if anything changes, email us at RTStaffing@teachforamerica.org.
Please let us know! Email RTStaffing@teachforamerica.org — 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 troubleshoot.