Student Engagement Manager, Healthcare Schools
About the role
and then paragraphs describing the role and company. We need to extract responsibilities: "What You'll Do" bullet list. Responsibilities: list items: Build school level relationships..., Get into the buildings..., Work the conferences..., Support and recruit ambassadors..., Talk to students..., Follow up faster..., Be the expert..., Bring the field back in..., The shape of the year... Actually that last part is more about schedule/seasonality; could be under Schedule or maybe under Responsibilities. We need to decide sections. We have "What We Offer" includes Compensation and Benefits. So Pay section: Compensation: $70k–$100k including performance upside tied to growth milestones. Benefits: Comprehensive health, dental, vision, and retirement matching. We have "What We're Looking For" includes background, qualifications, skills. So we can split into Requirements, Qualifications, Skills maybe overlapping. But we need to avoid filler. We'll create sections: Requirements (maybe background/experience), Qualifications (maybe specific traits), Skills (maybe abilities). However we need to ensure we only create sections if there is real specific content. Let's extract: Background: 2 to 5 years in a relationship-driven role, or an outlier track record. Campus programs, student organizations, field marketing, community building, admissions, events, or a zero to one motion you ran yourself. We care more about what you have built with people than what industry you built it in. Bonus, if you have experience with graduate programs. That's like Requirements/Qualifications. Next bullet: You are good with students. You can walk into a room of twenty-four year olds and have a real conversation about money without it becoming a pitch. This is the single most important qualification and it will be screened for directly. Next: You can do volume outreach and not get discouraged. Half this job is emailing chapter presidents who have not heard of you and following up until someone answers. Next: Relationship-building that compounds. Student organizations, chapter leadership, ambassadors, program directors. Equally comfortable at a leadership networking reception and in a group chat with first years. Next: You will get on a plane. Regularly, in your region, including weekends when conferences fall on them. Next: Comfort with seasonality. Our year has a peak. You plan for it months ahead and go all in when it lands. Next: Organized without being told to be. You will be running dozens of school relationships, an event calendar and a meeting load at the same time, mostly unsupervised. Next: The X-Factor You're magnetic... etc. Thus we have many traits. We could group them into Requirements (experience), Qualifications (personal traits), Skills (abilities). But we need to avoid duplication. Simplify: Use "Requirements" for experience/background. Use "Qualifications" for personal traits (good with students, outreach stamina, relationship-building, travel comfort, seasonality, organization). Use "Skills" maybe for specific abilities like fluent in graduate borrowing, expert, etc. But we also have "Be the expert students trust..." which is a skill. Alternatively we could just have two sections: Requirements and Qualifications, and put everything else there. But instruction says prefer few substantive sections over many thin ones. So we could have About the role, Responsibilities, Requirements, Benefits, Pay. Possibly Schedule if we have schedule info. We have schedule info: "The shape of the year Our year has a peak and this role moves with it. September to February is outreach-led... March to August is meeting-led... Travel is roughly fifteen percent of the year and it clusters. Expect heavy stretches in the fall and in early winter." That's specific schedule info, so we can create a Schedule section. Thus sections: About the role, Responsibilities, Requirements, Benefits, Pay, Schedule. We need to ensure we don't create sections with filler like "commensurate with experience". We have real content. Now we need to format. We'll output:About the role
... description ...
ThenResponsibilities
- ... each bullet ...
Requirements
... maybe combine background and qualifications? But we might split into Requirements and Qualifications. However we already used Requirements; we could put experience background there. Then Qualifications separate. But we have many traits; maybe we can put them under Requirements as a list. But we need to avoid too many sections; we could combine experience and traits into Requirements as a list. But we also have Benefits and Pay separate. Let's decide: - About the role: company description + mission. - Responsibilities: list of duties. - Requirements: experience + personal traits (the bullet list under "What We're Looking For"). - Benefits: benefits. - Pay: compensation. - Schedule: shape of the year. We'll not have Qualifications or Skills separate. Now we need to ensure we preserve all substantive information. Let's extract all pieces. Company description (About Juno): "Juno leverages collective bargaining power to secure better student loan rates for graduate students. With 290,000+ members and over $2B in negotiated loan volume, we have proven that group buying works. We are the most popular way to pay for the world's top graduate programs, and we are now building the student engagement layer that will carry that across every healthcare vertical. The Problem Federal lending reforms have created a significant market shift. In July 2026, new caps on federal graduate loans, including the elimination of Grad PLUS for new students, came into effect, leaving millions of students with significant funding gaps. Students need transparent, competitive private options, which is exactly what Juno provides. Most of them do not know we exist yet. Our dental vertical proved what changes that: students who hear about Juno from a classmate, in their own building, months before they need to borrow. That vertical produced our highest conversion rates in the company on the back of a peer ambassador network and over 700 direct student conversations in a single cycle. We are now running that model across medicine, PA, nursing, optometry and veterinary, and we need people in the field to do it." Mission/Your mission: "Be the person students in your area actually know. You will build relationships with student organizations and chapter leadership across healthcare degrees, get Juno into the buildings, and have the conversations that turn a name in our system into a student who trusts us with the biggest financial decision of their life so far. This is not a desk job and it is not a sales job. It is a relationship job with a travel schedule." We can combine that into About the role paragraph. Now Responsibilities (What You'll Do): list: - Build school level relationships. Chapter presidents, student government leaders and class representatives at schools across your territory. Cold outreach, follow up, and staying in touch when there is nothing to sell. - Get into the buildings. Book and run vendor fairs and lunch and learns on campus, including rooms, catering and materials. Run virtual sessions with schools that are too far to reach in person. - Work the conferences. District, regional and national student organization meetings across the US. Not just staffing a table. Talking to students, working leadership networking rooms, and coming home with ambassador candidates. - Support and recruit ambassadors. Be the Juno person who knows the schools in your region. Interview, onboard and back up the student ambassadors in your territory. - Talk to students, constantly. One to one meetings, mostly video, at real volume during peak season. You will know the top five reasons a healthcare student with a rate offer never submits an application because you heard them first-hand, not because a dashboard told you. - Follow up faster than anyone expects. The window between a student meeting and a decision is short and most of our competitors are slow. - Be the expert students trust. Become fluent in how graduate borrowing actually works: federal versus private, what drives a rate, cosigners, in-school deferral, refinancing, and what changed under the new caps. Be the person who can give a first year a straight answer. - Bring the field back in. School tuition deadlines, competitor activity, what students are actually asking. You are our eyes in schools we otherwise only see in a spreadsheet. Also "The shape of the year..." could be schedule. Now Requirements (What We're Looking For): list: - Background: 2 to 5 years in a relationship-driven role, or an outlier track record. Campus programs, student organizations, field marketing, community building, admissions, events, or a zero to one motion you ran yourself. We care more about what you have built with people than what industry you built it in. Bonus, if you have experience with graduate programs. - You are good with students. You can walk into a room of twenty-four year olds and have a real conversation about money without it becoming a pitch. This is the single most important qualification and it will be screened for directly. - You can do volume outreach and not get discouraged. Half this job is emailing chapter presidents who have not heard of you and following up until someone answers. - Relationship-building that compounds. Student organizations, chapter leadership, ambassadors, program directors. Equally comfortable at a leadership networking reception and in a group chat with first years. - You will get on a plane. Regularly, in your region, including weekends when conferences fall on them. - Comfort with seasonality. Our year has a peak. You plan for it months ahead and go all in when it lands. - Organized without being told to be. You will be running dozens of school relationships, an event calendar and a meeting load at the same time, mostly unsupervised. - The X-Factor You're magnetic. Students want to talk to you and ambassadors want to work for you. - You're scrappy. Booking a room, ordering the food, printing the materials and running the session is not beneath you. - You're hungry. Ready to own outcomes, not just make recommendations. - You think in systems. You would rather build the process once than do the thing by hand ten times. Now Benefits: "Comprehensive health, dental, vision, and retirement matching." Pay: "$70k–$100k including performance upside tied to growth milestones." Schedule: "The shape of the year Our year has a peak and this role moves with it. September to February is outreach-led. Chapter relationships, campus event booking, conference season, ambassador recruiting and onboarding. This is where next year's meetings get created. March to August is meeting-led. Students start shopping in spring and tuition deadlines run June through October. Your week becomes student conversations and follow up. Travel is roughly fifteen percent of the year and it clusters. Expect heavy stretches in the fall and in early winter." Now we need to output HTML. We must not include any extra text outside HTML fragment. No markdown fences. We'll produce:
About the role
...
Responsibilities
- ... ...