Senior Talent Recruiter

Schedule: Monday-Friday, 8:00am-4:30pm or as agreed upon with the Chief Executive Officer (evenings/weekends as needed for events) Salary: $68,000 - $92,000 What is the opportunity? At Foundation Academies, excellent teaching drives scholar achievement. We are seeking a Senior Talent Recruiter (Partnerships & Pipeline) who loves meeting people, building community, and cultivating strategic partnerships that deliver a diverse, high-caliber pipeline of educators. This senior recruiter is a visible ambassador for FA; networking, hosting, presenting, and closing to ensure every instructional role is filled on time. You’ll own external relationships (universities, HBCUs/HSPUs, CMOs, residencies, alt-cert providers, professional associations, community orgs, alumni networks, military/veteran pipelines, and fellowship programs) while also running full-cycle searches for priority roles. You are a connector, a persuasive storyteller, and a data-driven closer who thrives in fast-paced, mission-driven environments. What is in it for you? Merit-based pay increases annually Comprehensive medical, dental, and vision benefit plans Tax-deferred 403b retirement account with 25% matching up to a certain amount Free financial wellness advising through our Financial Advisor Service Optional short or long-term disability benefits through Aflac Regular strategic professional development and coaching Career advancement opportunities Smartphone and fully paid wireless plan through T-Mobile Windows-based laptop Regular team-building activities and outings 10 sick days and 3 personal days that roll over annually 20 Paid vacation days A rewarding career that positively impacts the lives of our amazing students What will you be doing? 1) Strategic Sourcing, Networking & Partnerships Build and manage a year-round partnership portfolio (MOUs where appropriate) with universities, HBCUs/HSIs, alt-cert, residencies, state associations, community groups, and talent collectives to supply priority pipelines (SPED, STEM, Spanish, leadership-track). Network relentlessly: attend/host fairs, mixers, micro-events, classroom takeovers, guest lectures; organize on-campus days, “Teach at FA” info sessions, and virtual showcases. Design campus-specific sourcing strategies; segment markets (local, regional, national) and micro-target by content area. Maintain a warm-lead ecosystem (newsletters, talent communities, drip campaigns, referral loops) to continually engage passive candidates. 2) Full-Cycle Recruitment & Closing Run full-cycle searches for priority instructional roles: intake, calibrated screening, structured interviews, performance tasks/demo lessons, references, and confident closing. Serve as a talent advisor to hiring managers; sharpen scorecards, mitigate bias, coach interview teams, and align on bar for excellence at FA. Forecast and prioritize requisitions; escalate risks early and redeploy strategy to hit fill-by dates. 3) Talent Brand, Events & Community Presence Partner with Mar/Comm to ship compelling recruitment content (videos, spotlights, day-in-the-life, SPED/STEM features) and targeted campaigns. Own a quarterly event calendar (on-site/virtual) that feeds pipeline goals; measure yield by source and iterate. Activate staff referral flywheel and alumni/parent networks; design low-lift ways for champions to open doors. 4) Systems, Data & Compliance Keep the ATS (Greenhouse) spotless; accurate stages, notes, tags, time-stamps; build dashboards for time-to-fill, source yield, equity of slate, offer-accept. Run weekly hiring stand-ups and share a clear dashboard; use data to inform pivots, not just report it. Ensure compliant, bias-aware processes aligned to FA policies and best practices. 5) Collaboration & Cross-Functional Leadership Partner with Chief People Officer, Principals/VPs, HR, and Instructional Coaching to ensure seamless handoffs and strong starts. Coordinate with Certification/HR on licensure pathways, reciprocity, and alt-route onboard…