Director of Community Engagement, Alpha - $200,000/year USD
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. We must not include Job ID etc. Must preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO etc). Must not include sections with filler like "commensurate with experience". Must include Pay and Schedule only if posting actually states them. The posting includes: "$200K/yr" and "W2 Employee" and "Relocation assistance available". Also "On-site (multiple cities - see Requirements)". Also schedule: "On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends". So we have Pay and Schedule info. Benefits: listed: 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. So Benefits section.
We need sections: About the role (maybe summary), Responsibilities (What You Will Be Doing), Requirements (Basic Requirements), Qualifications? Could combine Requirements and Qualifications? The posting has Basic Requirements and Nice-to-have Requirements (which could be Qualifications). Also Skills maybe from "Clear, concise communication..." etc. We'll decide.
We need to avoid filler. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not include sections with no content. So we will include: About the role (intro paragraph), Responsibilities (What You Will Be Doing), Requirements (Basic Requirements), Qualifications (Nice-to-have Requirements), Skills (maybe communication etc), Benefits, Pay, Schedule.
But we need to ensure we don't create sections with filler like "Skills" if not explicit. The posting mentions "Clear, concise communication that earns confidence quickly with affluent, high-expectation families" and "Familiarity with independent, private, or non-traditional education" and "Hands-on daily use of AI tools, and genuine conviction about AI-powered education". Those could be Skills. Also "Exceptional candidates will have at least one of the following:" list could be Qualifications. We'll treat Basic Requirements as Requirements, Nice-to-have as Qualifications. Skills maybe separate but could be merged. However we need to follow instruction: use headings for those categories only if posting has real specific content. It does have content for Skills (communication, familiarity with ed, AI tools). So we can include Skills.
We must not repeat job title as heading. The title is "Director Of Community Engagement". We'll not use that.
We must not put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. There's a line: "Crossover Job Code: LJ-5598-US-LasVegas-DirectorofComm.002". We'll drop or put in a short p maybe but better drop as minor metadata.
We must remove cookie/navigation/legal/EEO etc. There's none.
We must not include application instructions (like "Hit the Apply button").
We must preserve all substantive information.
Let's extract content.
Intro: "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 the About the role.
Now "What You Will Be Doing" bullet points: 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.
We can turn each sentence into list items.
Now "What You Won’t Be Doing": Forwarding concerns to someone else is not the job. You are a decision-maker, not a liaison, and "I'll raise it with the team" is not an answer families should hear from you. Keeping the peace by saying yes, softening a standard, bending the model, or treating parent concerns as a ticket queue rather than as relationships that need boundaries. Escalating every ambiguous situation to avoid owning the call, or at the other extreme, sitting on something that genuinely belongs with campus leadership, safety, or legal. Taking over the mentoring and coaching decisions that belong to your Guides, or leaving Guides to absorb parent issues you should have resolved. Routine school administration, desk work, or waiting for a playbook, an established process, or a full team before you act.
We could include as Responsibilities? Might be separate but we can incorporate into Responsibilities as "What you will NOT do" maybe not needed. The instruction: we need to preserve all substantive information. Could include as a separate section "What You Won’t Be Doing" but we only have allowed headings list; we could put under Responsibilities as a subsection? But we must use only those headings. Could we add a
for "What You Won’t Be Doing"? Not allowed. So we need to incorporate that info elsewhere, maybe under Responsibilities as a note, but we must preserve it. Could add a
under Responsibilities summarizing both what you will and won't do. But we need to keep the content. We'll include a
after the list that says what you won't do.
Now "Director Of Community Engagement 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." This is similar to responsibilities; we can incorporate.
Now Basic Requirements: 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 split: Requirements (location, authorization, experience, etc.) and Skills (communication, familiarity with ed, AI tools). But the instruction says we can have Skills section. We'll put communication, familiarity, AI tools under Skills.
Now Nice-to-have Requirements: Exceptional candidates will have at least one of the following: An established local network in the campus city, whether school, civic, faith, business, or community, that you can activate quickly Private or independent school experience with a track record of family retention and community depth, not just enrollment numbers Experience as the relationship owner alongside educators or other professionals, where you held the family, and they held the craft, and neither of you undermined the other A launch or early-stage assignment where you personally built local demand and saw it through to committed families An instinct for creating experiences (events, moments, environments) where people feel they belong to something worth protecting Startup or early-stage experience where you built from nothing and stayed grounded when things changed quickly
We'll put these under Qualifications.
Now Benefits and other compensation: 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.
We'll put under Benefits.
Pay: "$200K/yr" and "W2 Employee". Also "The compensation level for this role is $200,000 USD/year. The payment period is weekly." We'll include Pay section.
Schedule: "On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends". Also "On-site (multiple cities - see Requirements)". We'll include Schedule section.
Now we need to output HTML fragment only, no /. Use
for each section heading. Use - for lists. Use
for prose.
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for prose. We must not include sections with no content. So we will include: About the role (intro paragraph), Responsibilities (What You Will Be Doing), Requirements (Basic Requirements), Qualifications (Nice-to-have Requirements), Skills (maybe communication etc), Benefits, Pay, Schedule. But we need to ensure we don't create sections with filler like "Skills" if not explicit. The posting mentions "Clear, concise communication that earns confidence quickly with affluent, high-expectation families" and "Familiarity with independent, private, or non-traditional education" and "Hands-on daily use of AI tools, and genuine conviction about AI-powered education". Those could be Skills. Also "Exceptional candidates will have at least one of the following:" list could be Qualifications. We'll treat Basic Requirements as Requirements, Nice-to-have as Qualifications. Skills maybe separate but could be merged. However we need to follow instruction: use headings for those categories only if posting has real specific content. It does have content for Skills (communication, familiarity with ed, AI tools). So we can include Skills. We must not repeat job title as heading. The title is "Director Of Community Engagement". We'll not use that. We must not put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. There's a line: "Crossover Job Code: LJ-5598-US-LasVegas-DirectorofComm.002". We'll drop or put in a short p maybe but better drop as minor metadata. We must remove cookie/navigation/legal/EEO etc. There's none. We must not include application instructions (like "Hit the Apply button"). We must preserve all substantive information. Let's extract content. Intro: "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 the About the role. Now "What You Will Be Doing" bullet points: 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. We can turn each sentence into list items. Now "What You Won’t Be Doing": Forwarding concerns to someone else is not the job. You are a decision-maker, not a liaison, and "I'll raise it with the team" is not an answer families should hear from you. Keeping the peace by saying yes, softening a standard, bending the model, or treating parent concerns as a ticket queue rather than as relationships that need boundaries. Escalating every ambiguous situation to avoid owning the call, or at the other extreme, sitting on something that genuinely belongs with campus leadership, safety, or legal. Taking over the mentoring and coaching decisions that belong to your Guides, or leaving Guides to absorb parent issues you should have resolved. Routine school administration, desk work, or waiting for a playbook, an established process, or a full team before you act. We could include as Responsibilities? Might be separate but we can incorporate into Responsibilities as "What you will NOT do" maybe not needed. The instruction: we need to preserve all substantive information. Could include as a separate section "What You Won’t Be Doing" but we only have allowed headings list; we could put under Responsibilities as a subsection? But we must use only those headings. Could we add a
for "What You Won’t Be Doing"? Not allowed. So we need to incorporate that info elsewhere, maybe under Responsibilities as a note, but we must preserve it. Could add a
under Responsibilities summarizing both what you will and won't do. But we need to keep the content. We'll include a
after the list that says what you won't do. Now "Director Of Community Engagement 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." This is similar to responsibilities; we can incorporate. Now Basic Requirements: 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 split: Requirements (location, authorization, experience, etc.) and Skills (communication, familiarity with ed, AI tools). But the instruction says we can have Skills section. We'll put communication, familiarity, AI tools under Skills. Now Nice-to-have Requirements: Exceptional candidates will have at least one of the following: An established local network in the campus city, whether school, civic, faith, business, or community, that you can activate quickly Private or independent school experience with a track record of family retention and community depth, not just enrollment numbers Experience as the relationship owner alongside educators or other professionals, where you held the family, and they held the craft, and neither of you undermined the other A launch or early-stage assignment where you personally built local demand and saw it through to committed families An instinct for creating experiences (events, moments, environments) where people feel they belong to something worth protecting Startup or early-stage experience where you built from nothing and stayed grounded when things changed quickly We'll put these under Qualifications. Now Benefits and other compensation: 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. We'll put under Benefits. Pay: "$200K/yr" and "W2 Employee". Also "The compensation level for this role is $200,000 USD/year. The payment period is weekly." We'll include Pay section. Schedule: "On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends". Also "On-site (multiple cities - see Requirements)". We'll include Schedule section. Now we need to output HTML fragment only, no /. Use
for each section heading. Use - for lists. Use
for prose.
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for prose. We