# Senior Recruiter, Talent Acquisition – DC Region **Company**: Rocketship Public Schools **Location**: Washington, DC **Work arrangement**: hybrid **Experience**: senior **Job type**: Full-time **Salary**: USD 88,000-105,000 per-year-salary **Category**: Human Resources **Industry**: Education **Apply**: https://jobs.lever.co/rocketship/edf39115-2d88-4185-a63a-978cb7f796b9?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply **Canonical**: https://yubhub.co/jobs/job_68a639a8-c8c ## Description At Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. The Senior Recruiter, Talent Acquisition plays a critical role in ensuring Rocketship DC has the high-quality, mission-aligned talent necessary to deliver exceptional outcomes for students. Reporting to the Director of Human Resources, the Senior Recruiter serves as the primary Talent Acquisition partner for the DC Region and leads the day-to-day execution of the region's recruitment strategy. ## Regional Talent Planning & Recruitment Strategy - Partner with the Director of HR, school leaders, and regional leadership to translate projected staffing needs into actionable recruitment plans. - Develop role- and campus-specific recruiting strategies aligned to projected and confirmed hiring needs. - Establish and manage talent pipelines ahead of confirmed vacancies to support earlier hiring and reduce reliance on late-season recruitment. - Identify emerging talent risks, pipeline gaps, and hiring barriers and proactively recommend strategies to the Director of HR. - Maintain particular focus on hard-to-fill and specialized positions, developing differentiated recruitment strategies. ## Strategic Sourcing & Pipeline Development - Build and maintain high-quality prospective candidate pipelines through proactive sourcing, talent mapping, and professional networks. - Use Boolean search methodology, talent communities, past applicant data, and targeted sourcing campaigns to identify candidates. - Develop dedicated sourcing strategies for ISE/special education and other hard-to-fill roles. - Re-engage strong former candidates, previous applicants, alumni, and other warm leads through intentional cultivation and nurture campaigns. ## Candidate Assessment, Cultivation & Selection - Conduct resume reviews, phone screens, and candidate assessments using established selection criteria and candidate profiles. - Evaluate candidates for both technical readiness and alignment with Rocketship's instructional model, mission, culture, coaching practices, and expectations. - Ensure candidates receive a clear and realistic understanding of the Rocketship employee experience. ## Hiring Manager Partnership & Accountability - Serve as the primary Talent Acquisition partner to assigned DC school leaders. - Conduct regular talent reviews with principals and regional leadership to review vacancies, projected needs, pipeline health, candidate quality, interviews, offers, and hiring risks. - Establish clear expectations with hiring managers regarding candidate review, interview scheduling, feedback, and final decisions. ## Talent Analytics & Funnel Management - Maintain accurate, timely candidate and requisition data within Lever and other applicable systems. - Monitor the recruitment funnel from prospect through hire, including sourcing activity, applications, qualified candidates, screens, interviews, offers, acceptances, starts, and early retention. - Analyze conversion rates by role, campus, source, and stage to identify where candidates are advancing or exiting the process. ## Community Engagement, Partnerships & Talent Brand - Build and sustain relationships with colleges and universities, educator preparation programs, alternative certification programs, community organizations, professional associations, and other talent partners. - Represent Rocketship at career fairs, university events, conferences, community events, and other recruitment opportunities. ## Referrals & Internal Talent Pipelines - Partner with regional HR leadership to develop and execute employee referral campaigns that generate qualified candidates. - Maintain relationships with new and existing staff who can serve as talent ambassadors and referral sources. ## Offer Management, Preboarding & Early Retention - Partner with Director of HR to move selected candidates efficiently from verbal offer through accepted offer and start date. - Maintain meaningful candidate engagement between offer acceptance and day one to reduce pre-start attrition. ## Qualifications - Bachelor's degree required. - 5+ years of progressive full-cycle recruiting or Talent Acquisition experience, including significant responsibility for proactive sourcing and candidate cultivation. - Demonstrated success recruiting for difficult-to-fill or specialized positions. - Experience partnering directly with senior hiring managers and influencing hiring decisions and processes. ## Skills ### Required - Boolean search methodology - talent mapping - proactive sourcing - candidate cultivation - recruiting data analysis - funnel analytics ### Nice to have - K–12 education - education-adjacent - nonprofit - PHR - SHRM-CP --- Source: [Apply at jobs.lever.co](https://jobs.lever.co/rocketship/edf39115-2d88-4185-a63a-978cb7f796b9?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply)