Description
Position at IDEA Public Schools

About IDEA:
At IDEA Public Schools, we believe in college for ALL and we are committed to ensuring that all of our students graduate from college. IDEA Public Schools has grown from a small school to the fastest-growing network of tuition-free Pre-K-12 public charter schools in the United States sending 100% of our students to college. 58% of our students graduate from college in 6 years - that's 8 times the national rate for students in our communities!

IDEA was founded in 2000 as a single school with 150 students in the Rio Grande Valley. When interest exceeded building capacity, to meet the demands, IDEA's co-founders committed to serving more students in the Rio Grande Valley of Texas and beyond. We now serve nearly 45,000 students across Texas and Louisiana. By 2022, IDEA will serve 100,000 students. Be on the lookout for IDEA schools opening near you-with continued growth in our current regions and new launches in Tarrant County (Fort Worth/Arlington), New Orleans, Houston (2020), Permian Basin (2021), and Tampa Bay (2021)!

When you choose to work at IDEA, you are part of our IDEA Team and Family. You will work alongside team members who set and reach ambitious goals every day, are excited to continue to grow with IDEA, and work relentlessly to make college for all a reality.

To learn more about IDEA, check out this video .

About the Rio Grande Valley:
Since 2000, IDEA Public Schools has grown from a school of 150 students in Donna, TX to the fastest- growing family of tuition-free, public charter schools in the United States. In the Rio Grande Valley, we are a nucleus of four counties (Cameron, Hidalgo, Starr and Willacy County) that work as one unit to support our children academically and holistically.

RGV is home to a population of just over 1.3 million residents. Children across the region truly benefit from IDEA's mission of college for all as only 1 out of 17 students graduate college-ready. Our mission holds true as we have 2,400 IDEA alumni that currently attend, or have graduated from, 150 colleges and universities across the country.

Join our passionate team of changemakers in south Texas as we prepare to expand our home region to 55 schools, serving over 38,000 students in 2022.

Role Mission:
Talent Recruitersarecharged with attracting top instructional talent to IDEA Public Schools. They are engaging and enthusiastic ambassadors of IDEA, representing IDEA through external communication, hosting and attending events, and partnering with regional organizations. They rely on data analysis to drive their work in partnership with the regional staffing team to ensure that every instructional vacancy at IDEA is filled with a high-quality candidate.

Accountabilities:

2 high quality applications for every SpEd, CP Math, CP Science and APO projected vacancy

• Create a teacher recruitment strategy plan
• Represent IDEA at career fairs and other events to attract large groups of talent to IDEA.
• Leverage social media and other mechanisms for communication to attract and engage prospects.
• Strategically engage in individual outreach to ensure that top prospects become applicants.
• Hold events including meet and greets, coffee shop hours, school tours, etc.
• Leverage Jobvite to track and monitor prospects and ensure thatthey convert to applicants.
• Engage in at least 4 external events each month.
• Hold at least151:1 meetings each month with strong prospects.
• Create and maintain a calendar of recruitment events.
• Leverage other staffing team members, campus leaders as well as other stakeholders to attend events.
• Track and monitor all prospects regularly in Jobvite CRM
• Regularly update and add notes on prospect in Jobvite CRM
• Attend regional tactical to understand hiring needs of region
• Attend and host content-specific recruitment events
• Strategically engage in prospect meetings for individuals who are high-quality and individuals who qualify for high needs roles
• Track high-quality prospects to ensure quick conversion and timely movement throughout entire screening process
• Increase regular touch-points with high quality prospects and candidates for high need roles even after application is received
• Create meaningful partnerships with local organizations and schools that yield content-specific candidates
• Head hunt key prospects through Indeed, LinkedIn, TFA Beta Connect and other job boards
• Develop incentives to drive internal referrals

50% of instructional internal referrals convert to applicants, with 10% resulting in hires

• Strategically engage in individual outreach to ensure that top prospects become applicants and convert into hires
• Develop referral campaigns year-round to engage staff to drive internal referrals (instructional, operations, leaders, and HQ)
• Develop and execute referral plans and communication for campaigns to drive internal referrals to the region
• Hold at least151:1 meetings each month with referred contacts to provide positive candidate experience and convert into applicants and hires
• Ensure 100% of internal referrals receive communication within 3 days of submitted by staff
• Leverage social media and other mechanisms for communication to attract and engage prospects.
• Partner with Talent Partners to set individual campus goals
• Monitor overall progress for the region and communicate updates to the Regional Staffing Team.
• Work with the marketing team to create marketing materials for internal referrals
• Develop incentives to drive internal referrals to apply for positions
• Follow up on internal referrals to ensure that they convert to applicants. Track and monitor all prospects regularly in Jobvite CRM

15% of the teacher candidate pool reflects the smallest student minority in the RGV

• Develop recruitment plans that support organizational diversity mission and goals
• Partner with VPs and determine talent support for priority campuses.
• Attend instructional rounds with regional team to assess talent gaps and build campus context for recruiting top talent
• Partner with Regional Team for pulse checks
• Partner with Regional Team to recruit top talent

100% of campus instructional staff is hired and ready by the first day of their work calendar or professional development (whichever comes first)

• Business partner with a small portfolio for staffing
• Beginning in December, engage in bi-weekly check-ins with principals in recruiter portfolio to ensure a strong partnership and understanding of talent needs.
• Communicate progress toward hiring goals to region, staffing team and principals, information on the candidate pool, etc.
• Review applications, video interviews, conduct phone interviews, etc. within 1 week of a candidate's application.
• Ensure that final interviews are conducted within one week of a candidate being sent to a school, and a decision is communicated to a candidate within 1 week of their interview.
• Partner with principals to ensure that they have a strong matriculation plan to ensure that 90% of offers are accepted.
• Identify challenging areas that prohibit hiring progress and problem solve with staffing team, regional leaders and hiring managers to create a plan of action.
• 75% of mid-year vacancies are filled with the best quality within 2 weeks
• 75% of applicants move from application to a final decision within 8 weeks
• 95% of HQ/non-instructional roles hired by contract start dates
• Other indicators that support hiring timeliness:

85% teacher retention

• Partner with regional team and staffing team on execution of defined retention strategies
• For campuses you support
• Provide weekly retention updates and lists of potential leavers for regional/campus interventions through-out the year.
• Plan to conduct ongoing exit interviews with all leavers through-out the year; provide trends to regional teams on a monthly basis.
• Use pulse check and exit interview data to collaborate with regional teams to identify and prioritize roles, trends and campuses of concerns; create a plan to support the leader on that campus.
• Collaborate with HR, Leader development and Teacher Advancement teams to develop campus retention strategies and trainings.
• Monitor culture surveys and pulse check data; leverage this data to problem-solve and address gaps in culture that could affect retention.
• Support the execution of Talent Reviews on campuses and create a plan with the regional team/principals around retention risks.
• Partner with HR during the annual renewal process to track confirmed and end of year potential leavers in the spring.
• Aggressively monitor retention against the yearlong benchmark.

We look for Team and Family who embody the followingvaluesand characteristics:

• Believes and is committed to our mission: that all students are capable of getting to and through college
• Is driven by outcomes and results, and wants to be held accountable for them
• Has a propensity for action: willing to make mistakes by doing in order to learn and improve quickly
• Thrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and change
• Seeks and responds well to feedback, which is shared often and freely across all levels of the organization
• Works through silos and forges strong cross-departmental relationships in order to achieve outcomes
• Embodies IDEA's core values

Competencies, Knowledge, & Skills:

• Passion for IDEA Public Schools' mission and visionin IDEA RGV
• Knowledge of the education talent landscape in IDEA RGV (preferred)
• Comfort engaging, addressing, and speaking to large and diverse ranges of candidates, managers, and staffthrough conversation, presentation or training
• Experiencecreating and refining presentations or trainings and/orleading training ordelivering presentations professional developmentsessions
• Experience and confidence with data entry, tracking, and interpretation through excel or other similar programs
• Exceptional event planning and execution skills
• Detail orientation and strong organization skills
• Proactive self-starter who navigates work effectively independently and is a team player
• Ability to produce high-quality results and work with minimal management and oversight
• Ability to work flexible hours, including evenings or weekends
• Ability to travelbetween all schools across IDEA RGV (40% travel locally and across regions anticipated)
• Ability to travel out of the region on a quarterly basis for professional development or recruitment purposes

Qualifications:

Education:

• Bachelor's degree required

Experience:

• 3+years' experiencein recruitment, selection, hiring regionally or nationally (strongly preferred)
• Minimum of 3 years teaching in a high performing school or past experience in education field (preferred)
• 2+ years' experience in grassroots organizing, outreach, and/or campaign management,

Compensation

Salaries for people entering this role typically start between $47,600 and $56,200, commensurate with relevant qualifications and experience. This role is also eligible for a performance bonus based on individual and organizational goal attainment

IDEA Public Schools does not discriminate on the basis of race, color, national origin, age, sex or disability, in admission or access to, or treatment of employment in its programs and activities. Any person having inquiries concerning the organization's compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act of 1973 (Section 504), or Title II of the Americans with Disabilities Act of 1990 (ADA), may contact IDEA Human Resources at (956) 377-8000.