Director of Family Engagement, Alpha - $200,000/year USD
Crossover · Jackson, WY · 1 mo ago
$200k/yrFull-time
We need to output HTML fragment with sections: h3 headings for sections present: About the role? The posting includes description, responsibilities, requirements, benefits, pay, schedule. Must not repeat job title as heading. Must not include Job ID etc. Must include only sections with real content.
We need to parse content:
- Intro: "the Great Educational Equalizer" — Philosopher Johnathan Bi, on Alpha School Alpha is hiring. On-site (multiple cities - see Requirements) W2 Employee $200K/yr Relocation assistance available ... This is description.
We can have sections: About the role (maybe a brief overview). Responsibilities (What You Will Be Doing, What You Won’t Be Doing). Requirements (Basic Requirements, Nice-to-have Requirements). Benefits (Benefits and other compensation). Pay (compensation $200K/yr, weekly). Schedule (On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, occasional weekends). Also relocation assistance.
We must not create sections with placeholder text. All have content.
We must not repeat job title as heading. So no h3 "Director Of Family Engagement". Use headings like About the role, Responsibilities, Requirements, Benefits, Pay, Schedule.
We need to use
- for any list of duties/requirements/benefits. Use
for prose. We must preserve all substantive info, not invent or summarize away detail. Must not include boilerplate like EEO, legal, application instructions, cookie/navigation. The posting includes some like "Working with us This is a full-time, W2 employee position..." but that's basically repeating pay and benefits; we can incorporate but not duplicate. Also "All roles are year-long positions." Might be considered metadata but could be included in schedule? It's not schedule. Might be considered extra but not boilerplate? It's about contract length. Could be included in About the role or maybe as a note. But we need to preserve all substantive info. However instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The "All roles are year-long positions." is not boilerplate but maybe considered metadata; but it's substantive? It's about contract length. Could be included in About the role or maybe as a separate section like "Contract". But we only have allowed headings list; we could add a section like "Details" but not in list. Better to incorporate into About the role or Schedule? Probably include in About the role as a note. Also "Crossover Job Code: LJ-5598-US-JacksonH-DirectorofFami1" is metadata to drop. We need to output only HTML fragment. Let's craft:
About the role
Alpha School is hiring a Director of Family Engagement. This is an on-site, W2 employee position with a salary of $200,000 per year, paid weekly, and includes relocation assistance. The role is based in one of several campuses: Boca Raton, FL; Burlington, VT; Jackson Hole, WY; Las Vegas, NV; Palm Beach, FL; Park City, UT; Tulsa, OK. You must be legally authorized to work in the U.S. without sponsorship. The position is full‑time, requiring early mornings, late afternoons, evening events 2–3 times per month, and occasional weekends. All roles are year‑long.
But we need separate sections for Pay and Schedule. However we already included pay and schedule in About the role; but we need separate sections if they have content. The instruction: "Prefer a few substantive sections over many thin ones." So we could combine pay and schedule into About the role, but we also have separate Benefits section. Might be okay to have About the role, Responsibilities, Requirements, Benefits. Pay and Schedule could be omitted as separate if covered elsewhere. However the instruction says: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state pay and schedule, but we can still include them in About the role; but we must not create a Pay section if we don't have separate heading. It's okay to not have separate Pay/Schedule headings if we include that info elsewhere. The instruction: "Prefer a few substantive sections over many thin ones." So we can avoid thin Pay and Schedule sections. Thus we will have sections: About the role, Responsibilities, Requirements, Benefits. Now Responsibilities: include What You Will Be Doing and What You Won’t Be Doing. Use- for list.
We need to preserve all substantive info: list each bullet.
Let's extract responsibilities bullets:
What You Will Be Doing:
- Every family on campus is your relationship to own — 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:
- Passing concerns along to someone else. 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 need to keep these as list items.
Now Requirements: Basic Requirements and Nice-to-have Requirements.
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
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 need to output as
- for each.
Now Benefits: 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 can list as
- .
Now About the role: we need to include description: "the Great Educational Equalizer" — Philosopher Johnathan Bi, on Alpha School 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.
We need to preserve all that. We'll put in
maybe multiple paragraphs but can be one. We must not repeat job title as heading. Already not. Now ensure we don't include duplicated lines. We'll avoid repeating the same sentences. Now produce HTML:
About the role
... (the paragraph)
Responsibilities
- ... ...
Requirements
- ... ...
Benefits
- ... ...
- .
Now About the role: we need to include description: "the Great Educational Equalizer" — Philosopher Johnathan Bi, on Alpha School 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.
We need to preserve all that. We'll put in
- for each.
Now Benefits: 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 can list as
- for list.
We need to preserve all substantive info: list each bullet.
Let's extract responsibilities bullets:
What You Will Be Doing:
- Every family on campus is your relationship to own — 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:
- Passing concerns along to someone else. 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 need to keep these as list items.
Now Requirements: Basic Requirements and Nice-to-have Requirements.
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
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 need to output as