Recruiter

Job Description

Job Description

Description:

Organization Overview  

The Academy for Urban School Leadership (AUSL) is a non-profit dedicated to ensuring every student has a great teacher and a transformative education. Through our nationally recognized teacher residency, we recruit, train, and support high-quality, passionate educators in hard-to-fill subject areas for underinvested communities. Founded in Chicago in 2001, we launched the first urban teacher residency and the nation’s first in-district innovation zone. As we work to address the nation’s critical teacher shortage, AUSL is entering an exciting period of rapid expansion. 

To learn more about AUSL, please visit our website at:

AUSL Recruitment & Admissions Team and Role Overview

The Recruitment & Admissions (R&A) Team at AUSL leads the charge to ensure that accomplished professionals and emerging leaders become the transformational teachers our students deserve. As the primary touchpoint for future residents, our team stewards candidates through every stage of the application and admissions process. 

As an outcomes-oriented AUSL Recruiter, you play a vital role in executing strategic recruitment visions across multiple district partnerships. Far beyond filling seats, you serve as a guide, coach, and champion for candidates from initial outreach through their first day of orientation (FDO). You will be the ultimate guide, coach, and champion for our candidates. AUSL recruiters ensure classrooms are staffed with passionate, dedicated educators.

Essential Job Functions and Responsibilities

Candidate Cultivation & Event Management (50% of the role)

• Build Relationships: Cultivate deep, meaningful connections with prospective teacher residents from the first introduction through the final application, utilizing both virtual and in-person touchpoints.
• Host & Engage: Facilitate compelling online information sessions and represent AUSL at career fairs, and networking opportunities.
• Convert Candidates: Conduct proactive outreach and timely, personalized follow-up with prospective candidates throughout the pipeline, using strategic cultivation touchpoints to move prospects from initial interest to submitted application. 
• Meet Candidates: Conduct individualized meetings with prospective candidates to answer questions, address concerns, and provide personalized guidance on next steps in the application process.
• Drive Referrals: Strategically expand awareness and utilization of the AUSL Referral Program. 
• Source Talent: Proactively identify and engage prospective candidates through targeted outreach, partnerships, and digital sourcing channels to build a robust, diverse pipeline.

Enrollment Coaching

• Engage Admitted Candidates: Maintain consistent, proactive touchpoints with confirmed candidates from offer acceptance through orientation, ensuring a smooth transition and strong sense of community as they prepare to begin the residency.
• Monitor for Attrition Risk: Proactively identify and address signs of hesitation or disengagement among confirmed candidates, connecting candidates to relevant resources (financial aid, housing, licensure requirements, relocation support) to help remove barriers.
• Build Community: Facilitate opportunities for incoming residents to connect with peers and AUSL staff, fostering a sense of belonging before orientation begins.
• Responsible for meeting all goals around applications, candidates who receive and accept offers, and residents who show up at orientation. Some evening and weekend work may be required.
• Retain Candidates: Keep candidates engaged throughout the confirmation window and up to onboarding.

Selection Strategy

• Guide the Prospect Journey: Provide virtual coaching and support to candidates navigating the AUSL and DePaul University admittance processes.
• Evaluate Talent: Participate in the selection and interview process to identify the best candidates for our program.
• Celebrate Success: Attend in-person AUSL milestones, including orientation, resident seminars, and graduation.
• Ensure Quality: Facilitate the candidate file review process, including transcript reviews, to guarantee we are bringing highly qualified candidates into the residency.

Systems & Data Management

• Track the Pipeline: Leverage our CRM (Slate) and Google Workspace to consistently and accurately manage your candidate journey and communicate with fellow AUSL team members.
• Maintain Accurate Data: Ensure all data is accurate and up to date in Slate.
• Analyze & Adapt: Engage with AUSL Dashboards to monitor your progress against recruitment goals and apply data insights to tailor your workflow priorities.

Requirements:

Qualifications and Skills

• Outcomes-Oriented: A strong track record of meeting or exceeding quantitative goals and operational metrics; highly driven by measurable results. 
• Professional & Recruitment Expertise: A least 3 years of professional work experience; including at least 1 year of proven recruitment experience (high-volume sourcing, direct outreach, partnership cultivation, and event execution). Bachelor’s Degree required (or equivalent years of work experience). 
• Communication & Engagement: Exceptional written, verbal, and interpersonal communication skills, with an enthusiastic and engaging presence across phone, virtual, and in-person settings.
• Mission Alignment: A deep, demonstrated commitment to educational equity and AUSL’s core mission, vision, and values.
• Technology & Systems: Proficiency with CRM platforms highly preferred ( Slate experience is a bonus).

 

Why AUSL? We recognize that our team members are the driving force behind our success. We offer a comprehensive benefits package including:

• Generous Paid Time Off, Sick Time, and Holiday Time Off
• Comprehensive Health, Dental, and Vision Insurance
• Health Savings Account (HSA)
• 403(b) Retirement Savings Plan with an employer match

AUSL is an equal opportunity employer. Employees and applicants will be treated fairly and without regard to their race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or other non-merit-based factors.