Director of Community Engagement, Alpha - $200,000/year USD
About the role
thenwith description. - Responsibilities: we have "What You Will Be Doing" bullet list. Use
Responsibilities
then- ... each bullet.
- Requirements: we have Basic Requirements list. Use
Requirements
then- .
- Benefits: we have Benefits and other compensation list. Use
- for any list of duties/requirements/benefits. So we can include both lists under Responsibilities? Might be better to have Responsibilities (what you will do) and maybe a separate section "What you won’t be doing"? But that might be thin. Could combine.
We'll create Responsibilities section with two sub-lists? But we need just
- . Could combine all bullets (both doing and not doing) but that mixes. Might be okay.
Alternatively we could have Responsibilities (what you will do) and a separate section "What you won’t be doing". But that may be considered a section with specific content; it's okay.
But we need to avoid too many thin sections. Perhaps combine.
Let's create Responsibilities with two subheadings? Not allowed; only h3 for section headings. Could embed paragraphs.
Simplify: Responsibilities:
- 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.
- 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.
- . Could combine all bullets (both doing and not doing) but that mixes. Might be okay.
Alternatively we could have Responsibilities (what you will do) and a separate section "What you won’t be doing". But that may be considered a section with specific content; it's okay.
But we need to avoid too many thin sections. Perhaps combine.
Let's create Responsibilities with two subheadings? Not allowed; only h3 for section headings. Could embed paragraphs.
Simplify: Responsibilities:
Benefits
then- .
- Pay: we have "$200K/yr". Also "W2 Employee". Also "The compensation level for this role is $200,000 USD/year. The payment period is weekly." So we can include Pay section with that detail.
- Schedule: we have "On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends". Also "Live within commuting distance of one of these campuses, or relocate within 60 days: ..." That's location requirement, could be part of Requirements or separate? Might be part of Requirements. But schedule section: we have schedule details. Use
Schedule
then. We must not include sections with filler like "commensurate with experience". Not present. We must not include Job ID/requisition numbers as headings; we can fold minor metadata into short
or drop. The posting includes "Crossover Job Code: LJ-5598-US-Phoenix-DirectorofComm.027". We can drop or put in a
minor metadata. We must remove boilerplate: cookie/navigation/legal/EEO etc. Not present. We must preserve all substantive info. Let's extract details. Intro paragraph: "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; we can put in About the role. Responsibilities: "What You Will Be Doing" list: - 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 "What You Won’t Be Doing" list could be considered responsibilities? It's more about what not to do; but we could include as part of Responsibilities or separate? Probably we can include as part of Responsibilities (what you won't be doing). But we can keep as part of Responsibilities as bullet points under "What You Won’t Be Doing". However the instruction: Use
- for any list of duties/requirements/benefits. So we can include both lists under Responsibilities? Might be better to have Responsibilities (what you will do) and maybe a separate section "What you won’t be doing"? But that might be thin. Could combine.
We'll create Responsibilities section with two sub-lists? But we need just