Director of Family 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 content.
We need to parse the posting.
Key info:
- Title: Director Of Family Engagement (but we don't repeat as heading)
- On-site (multiple cities - see Requirements) W2 Employee $200K/yr Relocation assistance available
- Description paragraphs.
- "What You Will Be Doing" list of duties.
- "What You Won’t Be Doing" list.
- "Key Responsibilities" bullet list.
- "Basic Requirements" list.
- "Nice-to-have Requirements" list.
- Benefits: 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, weekly payment period.
- Schedule: On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends.
- Location: list of campuses.
- Relocation assistance available.
- W2 Employee.
We need to avoid boilerplate: cookie/navigation/legal/EEO etc. Remove application instructions, duplicated lines.
We need to preserve all substantive info.
We need to use for each section heading we include.
We need to use - for any list of duties/requirements/benefits, and
for prose.
We need to not repeat job title as heading.
We need to not put Job ID/requisition numbers as headings.
We need to include a section only when posting has real specific content.
We need to avoid filler like "commensurate with experience". Not present.
We need to output only HTML fragment.
Let's decide sections:
- About the role: could be introductory paragraphs describing role. Use prose.
- Responsibilities: could combine "What You Will Be Doing", "What You Won’t Be Doing", "Key Responsibilities". Might be separate but we can combine into Responsibilities.
- Requirements: Basic Requirements + Nice-to-have Requirements? Could separate Requirements and Nice-to-have (Qualifications). But we have headings: Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We could map:
- About the role: intro.
- Responsibilities: duties.
- Requirements: Basic Requirements.
- Qualifications: Nice-to-have Requirements (or could be Skills). But we have Skills heading; maybe we put "Familiarity with independent, private, or non-traditional education", "Hands-on daily use of AI tools" as Skills.
- Benefits: benefits list.
- Pay: salary and payment period.
- Schedule: schedule details.
We need to ensure we don't create empty sections.
Let's extract content.
Intro paragraphs: "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.
That's a lot of prose; we can put under About the role.
Responsibilities: "What You Will Be Doing" bullet list (though it's prose sentences). Also "What You Won’t Be Doing". Also "Key Responsibilities" bullet list.
We'll combine into a
list.
Let's extract duties:
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.
Key Responsibilities (maybe summarised): 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 part of responsibilities.
Now 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:
- 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
Skills: maybe we can extract from Requirements: Familiarity with independent, private, or non-traditional education; Hands-on daily use of AI tools; Clear, concise communication; etc. But we already have those in Requirements. Could create Skills section for those specific skill items.
But we need to avoid duplication? The instruction: "Use - for any list of duties/requirements/benefits, and
for prose." It doesn't forbid duplication across sections, but we should aim to not repeat same content unnecessarily. However we can split: Requirements = mandatory; Nice-to-have = Qualifications; Skills = specific skill items.
Let's decide:
- About the role: prose (intro paragraphs).
- Responsibilities:
list of duties (combined from What You Will Be Doing, What You Won’t Be Doing, Key Responsibilities).
- Requirements: list of Basic Requirements.
- Qualifications: list of Nice-to-have Requirements.
- Skills: maybe we can pull out specific skill items: Familiarity with independent, private, or non-traditional education; Hands-on daily use of AI tools; Clear, concise communication that earns confidence quickly with affluent, high-expectation families; etc. But those are already in Requirements. Could still list them under Skills; but duplication may be okay but better to avoid. Perhaps we can put Skills as a subset of Requirements? But we need to follow headings list; we can include Skills if we have content.
We could extract skills: "Clear, concise communication", "Familiarity with independent, private, or non-traditional education", "Hands-on daily use of AI tools", "Genuine conviction about AI-powered education". Also maybe "Ability to own school growth and admissions follow-through". But that's more responsibility.
Let's create Skills section with those.
Benefits: list.
Pay: salary and payment period.
Schedule: schedule details.
Now we need to ensure we don't include boilerplate like "All roles are year-long positions." That's from "Working with us" section; it's substantive? It says "All roles are year-long positions." That's info about contract length. Could be included maybe under About the
- for any list of duties/requirements/benefits, and
for prose. We need to not repeat job title as heading. We need to not put Job ID/requisition numbers as headings. We need to include a section only when posting has real specific content. We need to avoid filler like "commensurate with experience". Not present. We need to output only HTML fragment. Let's decide sections: - About the role: could be introductory paragraphs describing role. Use prose. - Responsibilities: could combine "What You Will Be Doing", "What You Won’t Be Doing", "Key Responsibilities". Might be separate but we can combine into Responsibilities. - Requirements: Basic Requirements + Nice-to-have Requirements? Could separate Requirements and Nice-to-have (Qualifications). But we have headings: Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could map: - About the role: intro. - Responsibilities: duties. - Requirements: Basic Requirements. - Qualifications: Nice-to-have Requirements (or could be Skills). But we have Skills heading; maybe we put "Familiarity with independent, private, or non-traditional education", "Hands-on daily use of AI tools" as Skills. - Benefits: benefits list. - Pay: salary and payment period. - Schedule: schedule details. We need to ensure we don't create empty sections. Let's extract content. Intro paragraphs: "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. That's a lot of prose; we can put under About the role. Responsibilities: "What You Will Be Doing" bullet list (though it's prose sentences). Also "What You Won’t Be Doing". Also "Key Responsibilities" bullet list. We'll combine into a
- list.
Let's extract duties:
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.
Key Responsibilities (maybe summarised): 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 part of responsibilities.
Now 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:
- 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
Skills: maybe we can extract from Requirements: Familiarity with independent, private, or non-traditional education; Hands-on daily use of AI tools; Clear, concise communication; etc. But we already have those in Requirements. Could create Skills section for those specific skill items.
But we need to avoid duplication? The instruction: "Use
- for any list of duties/requirements/benefits, and
for prose." It doesn't forbid duplication across sections, but we should aim to not repeat same content unnecessarily. However we can split: Requirements = mandatory; Nice-to-have = Qualifications; Skills = specific skill items. Let's decide: - About the role: prose (intro paragraphs). - Responsibilities:
- list of duties (combined from What You Will Be Doing, What You Won’t Be Doing, Key Responsibilities).
- Requirements:
- list of Basic Requirements.
- Qualifications:
- list of Nice-to-have Requirements.
- Skills: maybe we can pull out specific skill items: Familiarity with independent, private, or non-traditional education; Hands-on daily use of AI tools; Clear, concise communication that earns confidence quickly with affluent, high-expectation families; etc. But those are already in Requirements. Could still list them under Skills; but duplication may be okay but better to avoid. Perhaps we can put Skills as a subset of Requirements? But we need to follow headings list; we can include Skills if we have content.
We could extract skills: "Clear, concise communication", "Familiarity with independent, private, or non-traditional education", "Hands-on daily use of AI tools", "Genuine conviction about AI-powered education". Also maybe "Ability to own school growth and admissions follow-through". But that's more responsibility.
Let's create Skills section with those.
Benefits: list.
Pay: salary and payment period.
Schedule: schedule details.
Now we need to ensure we don't include boilerplate like "All roles are year-long positions." That's from "Working with us" section; it's substantive? It says "All roles are year-long positions." That's info about contract length. Could be included maybe under About the
- for any list of duties/requirements/benefits, and