Manager, Leadership Recruitment and Selection

Company Description

About KIPP TEAM and Family

KIPP TEAM & Family is our network office that includes support teams - such as Leadership Development, Recruitment, Advocacy, Facilities, Finance, HR and more - dedicated to empowering our schools and ensuring the success of KIPP students throughout New Jersey and Miami. Our schools are part of the nationally recognized “Knowledge Is Power Program” network of free, open-enrollment, college-preparatory public schools dedicated to preparing students for success in college and in life. The first KIPP New Jersey school opened in Newark in 2002 and since then our school network has expanded to educate 8,684 students in grades K-12. By 2027, KIPP New Jersey will provide a world-class education to over 10,300 students across Newark and Camden. To learn more, visit www.kippnj.org.

In 2018, we grew our KIPP community in response to a need for high-quality school options for students in Greater Miami’s Urban Core communities. That led to the creation of KIPP Miami, which currently educates more than 1,200 students in 2 schools, with plans to reach 5,800 students by 2026. By offering highly effective educators with strong bonds to families, more time in school learning, services that support a variety of student needs, and a culture focused on achievement, our students in New Jersey and Miami are on the path to and through college, career, and choice-filled lives.

Job Description

KIPP TEAM and Family is driving towards operating 40+ schools by 2033, serving 24,000 students. The Manager, Leadership Recruitment and Selection (MLRS)  will drive recruitment and selection efforts for all leadership positions across all entities: KIPP TEAM and Family, KIPP New Jersey, and KIPP Miami. The MLRS will ensure leadership positions are promptly filled, hiring managers utilize a normed system for selection, and our organization is staffed with leaders to serve our current and future students and employees. This role is a hybrid and is a combination of in person and remote work.

The MLRS is responsible for talent acquisition, both internally and externally, for all leadership titles and roles in KIPP TEAM & Family, KIPP New Jersey, and KIPP Miami. As we embark upon growing our network to double in size, our ideal candidate is a data-driven, results-oriented leader who is able to manage multiple high-level processes simultaneously and hold many stakeholders to predetermined project and process timelines. The MLRS can navigate complexity and ambiguity with stakeholders, and serve as a thought partner for hiring managers when needed. The MLRS is familiar with all of the functions in a charter management organization, including academics, operations, finance, technology, and more. For internal selection, the MLRS should be able to articulate long-term career trajectories for employees, while also holding hiring managers to bias-free and equitable selection processes. The MLRS should be eager to engage with current and future leaders and act as a genuine front-facing salesperson for who our organization stands for and hopes to be. 

The MLRS is a member of the Talent Acquisition and Certification team, sits on the talent acquisition strategy subteam, and will be specifically responsible for the following:

Candidate Cultivation (20%)

• Identify, nurture, evaluate, and convert referrals from our current staff to candidates and hires

• Source top talent for hard-to fill roles

• Collaborate with talent acquisition teammates to organize wide-ranging proactive searches for talent using tools such as LinkedIn and resume databases to reach passive candidates

• Utilize project management templates and calendars to ensure leaders engage passive candidates and convert to a more active stance, prior to the posting of positions

• Ensure candidates have a positive experience with our process  - no matter the outcome.  This means:

  • Reviewing and scoring resumes daily

  • Immediately reaching out to high-potential candidates

  • Informing candidates about their progress throughout our process in accordance with service level agreements 

  • Match candidates to roles on the basis of their respective strengths and areas for growth, and pivoting as appropriate

  • Build and leverage relationships with candidates to proactively surface and address any barriers to their acceptance

  • Ensure all candidates receive prompt communication at the conclusion of every process

• Maintain hiring data with fidelity and in real-time to ensure accuracy and historical relevance

• Collaborate with talent development teammates to conduct internal talent mapping to identify current staff who may be ready for promotional opportunitie