Director of Community Engagement, Alpha - $200,000/year USD
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings; fold minor metadata into short
or drop it. Preserve all substantive info; do NOT invent or summarize away detail. Remove boilerplate, navigation, legal, EEO, scam-warning, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text. Prefer few substantive sections over many thin ones.
We need to parse the posting.
Key info:
- Role: Director Of Community Engagement (but we shouldn't repeat job title as heading). We'll have sections: About the role? Could be a short paragraph describing role. Could combine with responsibilities.
- Responsibilities: many bullet points: Own relationship with every family, lead hard conversations, find real concern, deliver clear decision, hold it, follow through; defend Alpha's model; operate as parent-facing co-leader alongside Guides; align before/after sensitive conversations; protect coaching relationship; take family issues off Guides' plate; make sure families know who owns what; make real-time calls in ambiguous student/family situations; route child-safety, legal, high-risk matters via correct escalation; build community: campus traditions, parent networks, local partnerships, each with defined outcome, plus trusted parent champions; own growth contribution per campus phase: at launch/under-enrolled: develop local demand, personally own admissions follow-through to enrollment; at mature: retention, referrals, clean handoffs to admissions.
- What You Won’t Be Doing: list of things not to do. Might be considered responsibilities but negative. Could include as a subsection under Responsibilities? Might be considered part of responsibilities but we could include as a separate "What you won’t be doing" maybe as a subsection under Responsibilities? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should stick to those headings. We can include "Responsibilities" covering both what you will be doing and what you won't be doing. Could also include "Qualifications" for requirements. "Skills" maybe for communication etc. "Benefits" for benefits. "Pay" for salary. "Schedule" maybe for on-site full-time etc.
We need to decide which sections have substantive content.
- About the role: we have a description at top: "Alpha School students, on average, experience 2.4 to 2.6 times the academic growth of traditional school students" — Forbes Alpha is hiring. On-site (multiple cities - see Requirements) W2 Employee $200K/yr Relocation assistance available Most schools have someone whose job is keeping parents happy. Alpha needs someone parents trust. That is a different job and a harder one: you will tell these families no, and they will think more of you for it. You'll be the person families call when something feels off, when they're uncertain, or when they want to share a moment they know you'll understand. You'll know each family well enough to anticipate what they need before they ask. You'll also be the person who says no when the answer is no: clearly, with the reasoning, without flinching. Roles that trade hard conversations for short-term satisfaction build polite, fragile communities. This one builds committed ones. You won't do it alone, and you won't do it around the Guides who mentor these students. You are the parent-facing side of a leadership partnership with your Guides: aligned with them before and after every sensitive conversation, protective of their authority with students, and willing to take family issues off their plate so they can coach. Ambiguous situations land on you. A student incident, a conflict between families, a decision you have to make on the spot with incomplete information. You decide, and you own the outcome. What you own beyond that depends on where your campus is in its life. At a launch or under-enrolled campus, you own school growth. At a mature campus with dedicated admissions staff, you concentrate on retention, referrals, and the depth of the community. Same role, different center of gravity, and it can shift as the campus matures. Alpha isn't a traditional school. Students finish core academics in two hours a day using AI-powered apps, then spend the rest of their time on public speaking, critical thinking, and real-world projects. No lectures. No busywork. Top 1% results nationwide. The families who choose it are paying for something they believe in, and belief needs tending. You'll carry that conversation with every family, through every doubt, for as long as their child is enrolled. If defending an unconventional model to sophisticated skeptics sounds like a burden, this role isn't for you. If it sounds like the most interesting conversation you could be having, keep reading.
That's a lot of prose. Could be "About the role". We'll put that in
maybe multiple paragraphs.
- Responsibilities: The "What You Will Be Doing" section lists bullet points. Also "Key Responsibilities" after Basic Requirements: Build a campus where families stay, Guides feel backed, and hard decisions get made quickly and credibly. You own four things: the trust, retention, and advocacy of every current family; the parent-facing partnership with your Guides and the real-time judgment calls that come with it; the campus's community life; and the growth contribution your campus's phase requires.
We can combine these into a Responsibilities
- .
- Requirements: "Basic Requirements" list: Live within commuting distance of one of these campuses, or relocate within 60 days: Boca Raton, FL; Burlington, VT; Jackson Hole, WY; Las Vegas, NV; Palm Beach, FL; Park City, UT; Tulsa, OK On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends Legally authorized to work in the U.S. without sponsorship 5+ years personally owning high-trust relationships with families, clients, donors, or members, where your judgment and follow-through changed retention or advocacy A track record of holding firm decisions with demanding stakeholders without losing the relationship Independent ownership of an ambiguous relationship, community, or growth outcome, with results you can point to as your own Willing to own school growth and admissions follow-through when your campus phase calls for it Clear, concise communication that earns confidence quickly with affluent, high-expectation families Familiarity with independent, private, or non-traditional education Hands-on daily use of AI tools, and genuine conviction about AI-powered education
We can put these under Requirements
- .
- Qualifications: maybe "Nice-to-have Requirements" could be Qualifications or Skills. The instruction says we can have Qualifications and Skills sections. We could treat "Nice-to-have Requirements" as Qualifications (preferred). Or we could treat them as Skills. Let's decide: We'll have Qualifications for nice-to-have (preferred) and Skills for required skills? But we already have Requirements covering required qualifications. Could treat "Nice-to-have Requirements" as Qualifications (preferred). Or we could have Skills for communication, AI tools etc. But those are already in Requirements. Might be redundant.
We need to avoid thin sections. Perhaps we combine Requirements and Qualifications into one section? But the instruction says we can use those headings if we have content. We have content for Requirements (required). For Qualifications (nice-to-have) we have content. For Skills maybe we could note "Clear, concise communication" etc but that's already in Requirements. Could still have Skills section listing communication, AI tools, etc. But that might be thin.
Better: Use sections: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay, Schedule.
- Benefits: list: Health coverage (medical, dental, vision), life and disability insurance, voluntary benefits, tax-advantaged FSA, HSA, and commuter accounts, and a 401(k). Paid time off and parental leave. A one-time relocation allowance.
- Pay: "$200,000 USD/year" plus weekly payment period maybe. Also mention W2 employee, immediate access to benefits. Could include compensation level.
- Schedule: On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends.
We need to ensure we don't repeat job title as heading. We'll not include any heading like "Director Of Community Engagement". We'll just have sections.
We must not include boilerplate like "Working with us", "About Alpha", "Join the team building school..." maybe that is part of About the role? Actually "About Alpha" is separate but could be considered About the role? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So "About the role" is a heading. We can put the descriptive overview there. The "About Alpha" section maybe could be considered part of About the role or could be omitted as boilerplate? It's somewhat descriptive of the company but still substantive. Might be okay to include in About the role.
We need to remove duplicated lines, navigation, legal, EEO, scam-warning, application instructions. Also remove "Hit the Apply button if you found this interesting..." etc. Also remove "Working with us" etc. Also remove "Crossover Job Code: ..." etc. Also remove "All roles are year-long positions." maybe not needed? Could be considered metadata but not essential. Might drop.
We need to preserve all substantive information. So we need to keep the campus list, relocation assistance, W2 employee, $200K/yr, benefits, schedule, etc.
Let's craft HTML.
We'll start with About the role
then
paragraphs.
We need to break the long prose into maybe two paragraphs for readability.
Then
Responsibilities
then - items.
We need to capture all responsibilities bullet points.
List from "What You Will Be Doing":
- Own the relationship with every family on campus, and lead the hard conversations.
- Find the real concern, deliver a clear decision, hold it, and follow through until it stays resolved.
- This is also where you defend Alpha's model through screen-time worries, skeptical relatives, and moments of doubt.
- Operate as the parent-facing co-leader alongside your Guides.
- Align before and after sensitive conversations, protect the coaching relationship they hold with students, take family issues off their plate, and make sure families always know who owns what.
- Make the real-time calls in ambiguous student and family situations, and route child-safety, legal, and high-risk matters through the correct escalation path immediately.
- Telling those two apart on the spot is the judgment this job turns on.
- Build the community: campus traditions, parent networks, and local partnerships, each with a defined outcome behind it, plus the trusted parent champions who become the campus's most credible voice.
- Own the growth contribution your campus phase calls for, against outcomes agreed up front and tracked as the campus changes.
- At a launch or under-enrolled campus, that means developing local demand and personally owning admissions follow-through to enrollment.
- At a mature campus it means retention, referrals, and clean handoffs to admissions.
Also from "Key Responsibilities": Build a campus where families stay, Guides feel backed, and hard decisions get made quickly and credibly. You own four things: the trust, retention, and advocacy of every current family; the parent-facing partnership with your Guides and the real-time judgment calls that come with it; the campus's community life; and the growth contribution your campus's phase requires.
We can incorporate that as bullet points as well, but may be redundant. We'll include unique items.
Also "What You Won’t Be Doing" list:
- Forwarding concerns to someone else is not the job
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings; fold minor metadata into short
or drop it. Preserve all substantive info; do NOT invent or summarize away detail. Remove boilerplate, navigation, legal, EEO, scam-warning, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text. Prefer few substantive sections over many thin ones. We need to parse the posting. Key info: - Role: Director Of Community Engagement (but we shouldn't repeat job title as heading). We'll have sections: About the role? Could be a short paragraph describing role. Could combine with responsibilities. - Responsibilities: many bullet points: Own relationship with every family, lead hard conversations, find real concern, deliver clear decision, hold it, follow through; defend Alpha's model; operate as parent-facing co-leader alongside Guides; align before/after sensitive conversations; protect coaching relationship; take family issues off Guides' plate; make sure families know who owns what; make real-time calls in ambiguous student/family situations; route child-safety, legal, high-risk matters via correct escalation; build community: campus traditions, parent networks, local partnerships, each with defined outcome, plus trusted parent champions; own growth contribution per campus phase: at launch/under-enrolled: develop local demand, personally own admissions follow-through to enrollment; at mature: retention, referrals, clean handoffs to admissions. - What You Won’t Be Doing: list of things not to do. Might be considered responsibilities but negative. Could include as a subsection under Responsibilities? Might be considered part of responsibilities but we could include as a separate "What you won’t be doing" maybe as a subsection under Responsibilities? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should stick to those headings. We can include "Responsibilities" covering both what you will be doing and what you won't be doing. Could also include "Qualifications" for requirements. "Skills" maybe for communication etc. "Benefits" for benefits. "Pay" for salary. "Schedule" maybe for on-site full-time etc. We need to decide which sections have substantive content. - About the role: we have a description at top: "Alpha School students, on average, experience 2.4 to 2.6 times the academic growth of traditional school students" — Forbes Alpha is hiring. On-site (multiple cities - see Requirements) W2 Employee $200K/yr Relocation assistance available Most schools have someone whose job is keeping parents happy. Alpha needs someone parents trust. That is a different job and a harder one: you will tell these families no, and they will think more of you for it. You'll be the person families call when something feels off, when they're uncertain, or when they want to share a moment they know you'll understand. You'll know each family well enough to anticipate what they need before they ask. You'll also be the person who says no when the answer is no: clearly, with the reasoning, without flinching. Roles that trade hard conversations for short-term satisfaction build polite, fragile communities. This one builds committed ones. You won't do it alone, and you won't do it around the Guides who mentor these students. You are the parent-facing side of a leadership partnership with your Guides: aligned with them before and after every sensitive conversation, protective of their authority with students, and willing to take family issues off their plate so they can coach. Ambiguous situations land on you. A student incident, a conflict between families, a decision you have to make on the spot with incomplete information. You decide, and you own the outcome. What you own beyond that depends on where your campus is in its life. At a launch or under-enrolled campus, you own school growth. At a mature campus with dedicated admissions staff, you concentrate on retention, referrals, and the depth of the community. Same role, different center of gravity, and it can shift as the campus matures. Alpha isn't a traditional school. Students finish core academics in two hours a day using AI-powered apps, then spend the rest of their time on public speaking, critical thinking, and real-world projects. No lectures. No busywork. Top 1% results nationwide. The families who choose it are paying for something they believe in, and belief needs tending. You'll carry that conversation with every family, through every doubt, for as long as their child is enrolled. If defending an unconventional model to sophisticated skeptics sounds like a burden, this role isn't for you. If it sounds like the most interesting conversation you could be having, keep reading. That's a lot of prose. Could be "About the role". We'll put that in
maybe multiple paragraphs. - Responsibilities: The "What You Will Be Doing" section lists bullet points. Also "Key Responsibilities" after Basic Requirements: Build a campus where families stay, Guides feel backed, and hard decisions get made quickly and credibly. You own four things: the trust, retention, and advocacy of every current family; the parent-facing partnership with your Guides and the real-time judgment calls that come with it; the campus's community life; and the growth contribution your campus's phase requires. We can combine these into a Responsibilities
- .
- Requirements: "Basic Requirements" list: Live within commuting distance of one of these campuses, or relocate within 60 days: Boca Raton, FL; Burlington, VT; Jackson Hole, WY; Las Vegas, NV; Palm Beach, FL; Park City, UT; Tulsa, OK On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends Legally authorized to work in the U.S. without sponsorship 5+ years personally owning high-trust relationships with families, clients, donors, or members, where your judgment and follow-through changed retention or advocacy A track record of holding firm decisions with demanding stakeholders without losing the relationship Independent ownership of an ambiguous relationship, community, or growth outcome, with results you can point to as your own Willing to own school growth and admissions follow-through when your campus phase calls for it Clear, concise communication that earns confidence quickly with affluent, high-expectation families Familiarity with independent, private, or non-traditional education Hands-on daily use of AI tools, and genuine conviction about AI-powered education
We can put these under Requirements
- .
- Qualifications: maybe "Nice-to-have Requirements" could be Qualifications or Skills. The instruction says we can have Qualifications and Skills sections. We could treat "Nice-to-have Requirements" as Qualifications (preferred). Or we could treat them as Skills. Let's decide: We'll have Qualifications for nice-to-have (preferred) and Skills for required skills? But we already have Requirements covering required qualifications. Could treat "Nice-to-have Requirements" as Qualifications (preferred). Or we could have Skills for communication, AI tools etc. But those are already in Requirements. Might be redundant.
We need to avoid thin sections. Perhaps we combine Requirements and Qualifications into one section? But the instruction says we can use those headings if we have content. We have content for Requirements (required). For Qualifications (nice-to-have) we have content. For Skills maybe we could note "Clear, concise communication" etc but that's already in Requirements. Could still have Skills section listing communication, AI tools, etc. But that might be thin.
Better: Use sections: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay, Schedule.
- Benefits: list: Health coverage (medical, dental, vision), life and disability insurance, voluntary benefits, tax-advantaged FSA, HSA, and commuter accounts, and a 401(k). Paid time off and parental leave. A one-time relocation allowance.
- Pay: "$200,000 USD/year" plus weekly payment period maybe. Also mention W2 employee, immediate access to benefits. Could include compensation level.
- Schedule: On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends.
We need to ensure we don't repeat job title as heading. We'll not include any heading like "Director Of Community Engagement". We'll just have sections.
We must not include boilerplate like "Working with us", "About Alpha", "Join the team building school..." maybe that is part of About the role? Actually "About Alpha" is separate but could be considered About the role? The instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So "About the role" is a heading. We can put the descriptive overview there. The "About Alpha" section maybe could be considered part of About the role or could be omitted as boilerplate? It's somewhat descriptive of the company but still substantive. Might be okay to include in About the role. We need to remove duplicated lines, navigation, legal, EEO, scam-warning, application instructions. Also remove "Hit the Apply button if you found this interesting..." etc. Also remove "Working with us" etc. Also remove "Crossover Job Code: ..." etc. Also remove "All roles are year-long positions." maybe not needed? Could be considered metadata but not essential. Might drop. We need to preserve all substantive information. So we need to keep the campus list, relocation assistance, W2 employee, $200K/yr, benefits, schedule, etc. Let's craft HTML. We'll start with
About the role
thenparagraphs. We need to break the long prose into maybe two paragraphs for readability. Then
Responsibilities
then- items. We need to capture all responsibilities bullet points. List from "What You Will Be Doing": - Own the relationship with every family on campus, and lead the hard conversations. - Find the real concern, deliver a clear decision, hold it, and follow through until it stays resolved. - This is also where you defend Alpha's model through screen-time worries, skeptical relatives, and moments of doubt. - Operate as the parent-facing co-leader alongside your Guides. - Align before and after sensitive conversations, protect the coaching relationship they hold with students, take family issues off their plate, and make sure families always know who owns what. - Make the real-time calls in ambiguous student and family situations, and route child-safety, legal, and high-risk matters through the correct escalation path immediately. - Telling those two apart on the spot is the judgment this job turns on. - Build the community: campus traditions, parent networks, and local partnerships, each with a defined outcome behind it, plus the trusted parent champions who become the campus's most credible voice. - Own the growth contribution your campus phase calls for, against outcomes agreed up front and tracked as the campus changes. - At a launch or under-enrolled campus, that means developing local demand and personally owning admissions follow-through to enrollment. - At a mature campus it means retention, referrals, and clean handoffs to admissions. Also from "Key Responsibilities": Build a campus where families stay, Guides feel backed, and hard decisions get made quickly and credibly. You own four things: the trust, retention, and advocacy of every current family; the parent-facing partnership with your Guides and the real-time judgment calls that come with it; the campus's community life; and the growth contribution your campus's phase requires. We can incorporate that as bullet points as well, but may be redundant. We'll include unique items. Also "What You Won’t Be Doing" list: - Forwarding concerns to someone else is not the job
- .
- Qualifications: maybe "Nice-to-have Requirements" could be Qualifications or Skills. The instruction says we can have Qualifications and Skills sections. We could treat "Nice-to-have Requirements" as Qualifications (preferred). Or we could treat them as Skills. Let's decide: We'll have Qualifications for nice-to-have (preferred) and Skills for required skills? But we already have Requirements covering required qualifications. Could treat "Nice-to-have Requirements" as Qualifications (preferred). Or we could have Skills for communication, AI tools etc. But those are already in Requirements. Might be redundant.
We need to avoid thin sections. Perhaps we combine Requirements and Qualifications into one section? But the instruction says we can use those headings if we have content. We have content for Requirements (required). For Qualifications (nice-to-have) we have content. For Skills maybe we could note "Clear, concise communication" etc but that's already in Requirements. Could still have Skills section listing communication, AI tools, etc. But that might be thin.
Better: Use sections: About the role, Responsibilities, Requirements, Qualifications, Benefits, Pay, Schedule.
- Benefits: list: Health coverage (medical, dental, vision), life and disability insurance, voluntary benefits, tax-advantaged FSA, HSA, and commuter accounts, and a 401(k). Paid time off and parental leave. A one-time relocation allowance.
- Pay: "$200,000 USD/year" plus weekly payment period maybe. Also mention W2 employee, immediate access to benefits. Could include compensation level.
- Schedule: On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends.
We need to ensure we don't repeat job title as heading. We'll not include any heading like "Director Of Community Engagement". We'll just have sections.
We must not include boilerplate like "Working with us", "About Alpha", "Join the team building school..." maybe that is part of About the role? Actually "About Alpha" is separate but could be considered About the role? The instruction: Use