Director of Family Engagement, Alpha - $200,000/year USD

\"the Great Educational Equalizer\" — Philosopher Johnathan Bi, on Alpha School Alpha is hiring. On-site (multiple cities - see Requirements) W2 Employee $200K/yr, with Park City at $250K/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. What You Will Be Doing You\'ll 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 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. Director Of Family 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. Basic Requirements Live within commuting distance of one of these campuses, or relocate within 60 days: Boca Raton, FL; Burlington, VT; Jackson Hole, WY; Lake Travis, TX; Las Vegas, NV; Palm Beach, FL; Park City, UT; Tulsa, OK Compensation is $200,000 per year for the listed campuses, except Park City, which is $250,000 per year 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 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. 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 About Alpha Join the team building school around student growth Roles with real student impact: Alpha hires teachers (guides), operators, admissions experts, school & curriculum leaders, and remote team members. Education work that pays like it matters: Alpha offers six-figure roles for people ready to help build a radically better school experience. A culture built for builders: Alpha is fast-moving, ambitious, and student focused. It\'s for people who want to improve the system, not maintain it. Alpha is where you can do the most meaningful work of your career. There is so much to cover for this exciting role, and space here is limited. Working with us This is a full-time, W2 employee position with immediate access to benefits ( All roles are year-long positions. The compensation level for this role is $200,000 USD/year. The payment period is weekly. Consult for more details on this topic. #J-18808-Ljbffr Crossover for Work