MD, Recruitment - Campaign Lead

ROLE TITLE: Managing Director, Recruitment - Campaign Lead

POSITION REPORTS TO: Vice President, Recruitment

APPLICATION DEADLINE: May 27, 2026 @ 11:59pm ET

LOCATION: Residence within cohort’s geographical territory strongly preferred. Open to residence outside of territory, with travel cost and length considerations taken during the process.

OPEN POSITIONS:

• Two (2) openings in the West cohort - Preferred to reside in California, Nevada, Arizona, Colorado, or Washington.

• One (1) opening in the Southwest cohort - Preferred to reside in Texas, Oklahoma, or Louisiana

• One (1) opening in the Midwest cohort - Required to reside in Illinois, Indiana, Ohio, Michigan, Wisconsin, Minnesota, or Missouri

• One (1) opening in the Northeast and Mid-Atlantic cohort - Required to reside in New York, New Jersey, Connecticut, Massachusetts, Rhode Island, Pennsylvania, Maryland, D.C., or Virginia

WHAT YOU’LL DO

Teach For America seeks a Managing Director of Recruitment (MDR) – Campaign Lead to lead, coach, and develop a cohort of recruiters in pursuit of ambitious recruitment goals. This individual will serve as a strategic leader, team builder, and performance manager, responsible for translating vision into coordinated, measurable impact through others.

Campaign Leads operate with a system-level perspective, ensuring their campaign aligns to local/regional hub and Recruitment Team (RT) strategy while also shaping that strategy through insights from the field. They are responsible for building high-performing teams of recruiters, creating the systems and structures that enable success, and developing others through consistent coaching and feedback.

This individual will report to the Vice President, Recruitment and partner closely with Hub Leads, central recruitment teams (including SPO), and peer Campaign Leads across the country. They will contribute to a one team mindset, collaborating across campaigns to share resources, solve challenges, and collectively raise the bar for impact.

Managing Directors of Recruitment (Campaign Leads) are accountable for both the strategic and cultural success of their teams. They must be able to set a compelling vision, establish clear goals, build strong team culture, and develop recruiters to perform at a high level. Their leadership centers on coaching and developing others, ensuring each team member has clarity on expectations, performance, and growth.

The ideal candidate demonstrates strong strategic thinking, systems-building, and people leadership. They are able to make sound decisions in ambiguity, adapt quickly to shifting needs, and lead teams toward ambitious outcomes. They are deeply committed to building inclusive, high-performing cultures and developing others to maximize impact.

WHAT YOU’LL BE RESPONSIBLE FOR

Primary responsibilities will include, but are not limited to:

Lead Campaign Strategy & Execution (25%)

• Set and drive strategy for your campaign to achieve application, offer, and matriculation (FDOS) goals

• Translate regional hub and RT strategy into clear, actionable direction for your team

• Establish ambitious and feasible goals aligned to organizational priorities

• Monitor progress toward outcomes and adapt strategy in real time

• Support recruiters in building and executing strong recruitment plans

• Navigate stakeholder relationships and ensure alignment with regional and hub needs

Coach and Develop a High-Performing Team of Recruiters (40%)

• Serve as the primary manager and coach for a cohort of recruiters

• Build recruiter capacity through consistent coaching, feedback, and development

• Create clear visibility into recruiter performance, strengths, and growth areas

• Provide feedback that is direct, kind, and clear, ensuring individuals know where they stand and how to improve

• Establish strong 1:1 structures, coaching rhythms, and development plans

• Manage performance with both rigor and care, addressing challenges early and effectively

• Foster a culture where recruiters feel supported, challenged, and accountable

Build Team Systems, Culture, and Operating Rhythms (20%)

• Establish team systems and structures that enable strong execution, including:

• Team meeting facilitation

• Communication and alignment systems

• Progress tracking and knowledge management

• Set clear expectations and define roles and responsibilities across the team

• Build an inclusive, high-performing team culture where individuals of all backgrounds can thrive

• Navigate challenging culture moments in alignment with organizational values

• Create clarity and consistency in how the team operates day-to-day

Organizational & Cross-Functional Leadership (15%)

• Collaborate with Hub Leads to align campaign strategy to broader hub priorities and regional needs

• Partner effectively with central teams (including Strategy, People, and Operations) to leverage recruiter insights, hiring support, and training resources

• Maintain strong alignment with the Admissions Team and model excellence in admissions-related work

• Contribute to a one team culture across Campaign Leads nationally by sharing resources, learning, and best practices

• Engage with stakeholders across the organization to drive strategic impact

A WEEK IN THE LIFE

As a Managing Director of Recruitment (Campaign Lead), your week will center on developing your team and driving campaign results through strong execution and systems.

In any given week, you might:

• Meet one-on-one with recruiters to coach on performance, provide feedback, and support development

• Review recruiter data and campaign progress to identify trends and adjust strategy

• Facilitate team meetings focused on priorities, alignment, and problem-solving

• Partner with Hub Leads and central teams to align on strategy and priorities

• Observe recruiter interactions or events and provide targeted coaching

• Collaborate with other Campaign Leads to share insights and resources

• Your focus will remain steady: driving results through people, building strong systems, and developing high-performing recruiters.

YOUR EXPERIENCE

Prior Experience

• Demonstrated success within the Teach For America Recruitment Team (current staff or boomerang strongly preferred)

• Proven track record of achieving strong results and outcomes in prior roles

• Experience coaching, managing, or developing others to improve performance

• Ability to work effectively across lines of difference, including race, identity, and background

• Experience leading teams or managing complex projects in ambiguous environments

Knowledge, Skills, and Abilities

A competitive candidate has the following strengths:

• Coaching & Development: Ability to develop others through clear expectations, strong relationships, and actionable feedback

• Strategic Thinking: Ability to connect team work to broader strategy and set direction that drives results

• Systems Building: Ability to create structures, processes, and rhythms that enable team success

• Decision-Making & Judgment: Ability to make sound decisions and communicate rationale clearly

• Relationship Building: Ability to build trust and influence across teams and stakeholders

• Cultural Leadership: Ability to foster inclusive, high-performing team environments

• Learning Orientation: Willingness to reflect, adapt, and continuously improve

Work Demands

• Some travel will be required. This ranges from week to week, based on the strategy and needs of your team at any given time.                      

• Occasional evening and weekend work is required.

• Ability to lift and transport up to 20 pounds for work purposes.

YOUR FUTURE TEAM

Teach For America’s Recruitment Team (RT) is charged with recruiting a high-quality and diverse corps that fuels the broader movement toward educational excellence and opportunity. Campaign Leads play a critical role in this work by leading teams of recruiters, building capacity, and driving results that directly impact students and communities.

YOUR COMPENSATION

The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost-of-labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands. New hires are typically brought into the organization at a salary between the minimum and the salary range midpoint, depending on qualifications, internal equity, and the budgeted amount for the role. The expected salary ranges for this role are set forth below. These ranges may be modified in the future.

• Tier A: $90,000 to $120,300 

• Tier B: $98,100 to $131,100

• Tier C: $106,200 to $141,900

You can view which tier applies to where you plan to work here.

NEXT STEPS

If you think you’d be a good fit for this role, please prepare an up-to-date resume and use this guidance to prepare two application artifacts. You will upload your resume and the two artifacts when you apply via Workday.