Founding Student Recruitment & Enrollment Coordinator

ROLE AT A GLANCE

Level: Coordinator — 3+ years in recruitment, outreach, admissions, community organizing, or field sales

Type: Full-Time, Non-Exempt

Recruitment Season : 24 recruitment weeks beginning October 5, 2026 · application deadline and lottery January 31, 2027

Location: Mableton, GA with evening and weekend work

Reports to: Executive Director and Founder, transitioning to Director of Operations

Team : Supervises the part-time Student Recruiter (15–20 hrs/week) and the volunteer recruiting corps

Systems : HubSpot (CRM/ system of record) · ScholarLead · Slack · Google Workspace

Compensation: $50,000 base with bonuses

Travel Required: Regional travel across South Cobb; must have access to consistent and reliable transportation



WHY THIS ROLE EXISTS

We open in August 2027 with grades 6 and 7 and 100 scholars. Every dollar of our budget, every teacher contract, and every promise we have made to this community rests on those 100 seats being filled by families who chose us on purpose. Right now there is no one whose whole job is filling them. That is this job.

This is not a marketing role and it is not an admissions desk. It is an operating role: you own a funnel that has to produce roughly 1,712 conversations, 428 applications, and 122 registered families to seat 100 scholars in August 2027 — and you own it week by week, in the neighborhoods of Mableton, Austell, and South Cobb, from October 2026 through the first day of school.

You are building this from scratch. There is no enrollment team to inherit. There is a HubSpot pipeline, a lead source, a founder who will sit in every information session with you, and 24 weeks.

ABOUT POWER PUBLIC SCHOOLS

Power Public Schools is a tuition-free public charter school opening in August 2027 in South Cobb, Georgia, starting with grades 6 and 7 and growing from there. We believe ALL people possess a power of intrinsic intelligence, and our mission is to excite, enlighten, and empower ALL our students to exemplify their excellence. We are pre-launch — a small founding team building the school, the systems, and the community trust at the same time.

This is a high-ownership, field-based role working directly with the Founder to put 100 scholars in seats and keep them there.

WHAT YOU'LL OWN

Own the Number

• Deliver approximately 71 new leads and 18 completed applications every week for 24 straight weeks — and know your position against that pace every Monday morning, without being asked.
• Report a single honest number at the weekly enrollment meeting: are we on track for 100 scholars on day one, and if not, where is the gap and what closes it.
• Replace our planning assumptions with measured reality in your first three weeks. Nobody has knocked a door for Power yet. Your logged results become the quota.

Recruitment Events & Community Outreach

• Coordinate and execute recruitment events, information sessions, virtual tours, community events, canvassing, and other outreach activities as assigned.
• Support event preparation, materials, family follow-up, attendance tracking, and post-event conversion activity.
• Represent POWER professionally and enthusiastically in the community.

Run the Field Operation

• Build and work the turf. Roughly 7 doors in 100 hold a child entering 6th or 7th grade in 2027 — where you stand matters more than how hard you work. You will spend your hours in youth-dense settings with permission (afterschool and childcare pickup, church children's ministry, youth sports, rec centers), not on random residential blocks.
• Secure written permission before every event, table, and complex.
• Recruit, train, schedule, and hold accountable the part-time Student Recruiter and a corps of volunteer families and community partners.
• Make the ask correctly: at every door, the ask is a seat at the Founder's virtual information session, not a form on a doorstep.

Convert Interest Into Applications

• Fill every information session — no session goes under 8 registrations 48 hours out — and run the follow-up that turns attendance into a submitted application.
• Own the contact cadence: first call within 24 hours of a lead arriving, three attempts within seven days, missing information chased within 48 hours.
• Build the relationships that make a family say yes: feeder schools, churches, apartment communities, youth programs, barbershops, and the parents who will recruit for us once they trust us.
• Listen for what families are telling us — and what they’re repeatedly asking. Track recurring questions, concerns, points of confusion, and barriers to enrollment; surface patterns early and help turn them into proactive communications, FAQs, events, and outreach that give families the information they need before they have to ask.

Maintain Meticulous Records

• Maintain accurate and timely prospective-family records in the school's enrollment CRM (HubSpot). Ensure every family, student, and interaction is documented in the system to maintain a complete, accurate history of the enrollment journey; avoid using side spreadsheets.
• Log activity daily to keep records current, including outreach touchpoints, family interactions, engagement, status changes, next steps, and relevant notes.. Ensure all lead sources are captured and that deal stages are updated to reflect the true status of each family.
• Exercise strict diligence and discretion when handling student and family information.
• Maintain the seat board and weekly enrollment workbook, ensuring consistent, real-time data is available for the Founder, the board, and our authorizers.
• Use pipeline data to prioritize follow-up and identify where families are stalling or disengaging.
• Regularly review your data to uncover trends and barriers. Come prepared to discuss what the numbers indicate regarding family behavior and how strategies can be adjusted to meet our goals.

Protect the Fairness of the Process

• Run an open, transparent enrollment process: every family in our attendance area gets the same information, the same access, and the same shot at a seat.
• Support a clean, documented weighted lottery and waitlist, and hold enrollment records to authorizer standards.
• Serve families in Spanish and English wherever possible, and make sure a family's language, housing status, disability, or income never changes how they are treated at our door.

WHAT SUCCESS LOOKS LIKE — First 90 Days

Days 1–30: Turf map built for all four target ZIPs with named, permissioned Tier A sites · first 15 field shifts logged with real lead-per-hour data · every existing family record reviewed and corrected in HubSpot · attending and supporting the Founder's information sessions · weekly pace report running

Days 31–60: Hitting weekly lead and application targets, or a written plan with dates for how you close the gap · Student Recruiter hired or fully onboarded and producing · at least five community partnerships secured in writing · information sessions consistently filled

Days 61–90: On pace to clear 428 applications by the January 31 deadline · volunteer recruiting corps trained and working shifts · lottery-readiness checklist complete · assumptions replaced with your own measured conversion rates, and next season's plan built on them

You'll Succeed Here If You…

• Are energized rather than drained by a Saturday spent talking to strangers about their children.
• Lead with the number — "we're 19 leads behind this week" — instead of "we should push harder."
• Believe , without being coached into it, that the families of South Cobb deserve an excellent school and are fully capable of choosing one.
• Are disciplined about data even when nobody is checking, because a family lost in a spreadsheet is a scholar who doesn't enroll.
• Can hold a warm conversation and a hard target in the same hand.
• Own it when the week misses , and bring the fix with you.
• Are comfortable building the system while you run it — there is no playbook waiting for you.

This Role Is Not a Fit If…

You want a desk, a defined process, and a predictable 8-to-4. This job lives in cars, church basements, gym lobbies, and apartment courtyards, on evenings and weekends, in a school that does not physically exist yet. If you need a finished product to sell or a manager to hand you the week's plan, we won't be the right match .



WHY POWER PUBLIC SCHOOLS

• You are the first person in this seat. You build the enrollment engine, you don't inherit one.
• You work directly with the Founder, who runs every information session and every seat-offer conversation alongside you.
• Your work is the most measurable in the organization: 100 scholars, on day one, in seats.
• You are recruiting in the community we grew up in, for a school we are building to serve it.
• We invest in the people who build with us — a founding team member here grows with a school that goes from 12.5 staff at opening toward 68 by Year 7.
• We hold a high bar and we tell you exactly what it is. You will always know where you stand.

READY TO APPLY?



Power Public Schools is an equal opportunity employer. We do not discriminate on the basis of any protected characteristic in hiring, and we enroll students through an open, transparent, and equitable process.

REQUIREMENTS

REQUIREMENTS

Must-Have

• 3+ years in recruitment, admissions, community outreach, organizing, canvassing, membership sales, or a comparable role where you were personally responsible for hitting a number.
• Demonstrated results you can state in numbers — families recruited, applications generated, members enrolled, doors worked, conversion rates achieved.
• Fluent, comfortable use of a CRM to track people through stages; you keep records current without being reminded.
• Reliable transportation and a valid driver's license; ability to work regular evenings and weekends during recruitment season.
• Lives in or is willing to work daily in Mableton, Austell, and South Cobb.
• Clears Georgia fingerprint and criminal background requirements for school employees.

Highly Valued

• Direct experience supporting a founder, C-suite executive, or senior leader.
• Experience building scheduling, task-tracking, or follow-up systems from scratch.
• Comfort in a startup or high-growth environment.
• Experience with light personal/logistical support that keeps a leader productive.