CWCLA: Recruitment Manager
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Regional Support Office (RSO)
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$70,000 - $85,000
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Position: Recruitment Manager 

Location: Los Angeles, California 

Reports to: Senior Director of People and HR 

Fair Labor Standards Act Status: Exempt 

Work Class: Classified 

Capacity: Full-Time 

Salary range: $70,000 - $85,000 



About Citizens of the World Los Angeles 

The mission of Citizens of the World Los Angeles (CWC LA) is to provide a socio-economically, culturally, and racially diverse community of students in Los Angeles with an intellectually challenging, experiential learning environment that develops each student's confidence, potential, and individual responsibility as citizens of the world. CWC LA schools develop students’ social and emotional skills to prepare them to become citizens of the world, and we promote academic rigor through a constructivist, project-based learning approach, to support and develop children’s natural intellectual curiosity. CWC LA enrolls a diverse student body that reflects the abundant diversity of the communities served by our schools. 


On a grown path to serving more than 5,000 students in the coming years, CWC LA operates five charters: 

o CWC Hollywood (TK-5th) operating since 2010. 

o CWC Silver Lake (TK-8th) operating since 2012. 

o CWC Mar Vista (TK-8th) operating since 2013. 

o CWC West Valley (TK-4th) operating since 2020. 

o CWC East Valley (TK-3rd) operating since 2021. 

CWC LA has a Regional Support Office (RSO) that supports all CWC LA schools. We work with our network partners at Citizens of the World Charter Schools (CWCS), linking the schools in Los Angeles to CWC schools in other parts of the country. 


Our core values are embraced by the entire community: 

o Excellence: We demand lasting quality. 

o Diversity: We are better and stronger because of our differences. 

o Authenticity: We are our true selves in this work, and we are candid.

o Community: We care deeply about people. We share and build partnerships. We celebrate, laugh, and seek joy, even in the tough times. 

o Change: We welcome the unknown, embracing the unexpected and new. We adapt to meet the ever-changing times. We find new ways. 


Job Overview and Summary 

The Recruitment Manager holds a crucial role within CWC LA. Tasked with the strategic challenge of attracting and securing top-tier talent, this position is foundational to our continued success and growth. Under the leadership of the Director of People and HR, the Recruitment Manager will help to shape the vision and lead the charge on identifying and engaging exceptional candidates for instructional and non-instructional positions across all CWC-LA schools. This role will suit a flexible, entrepreneurial talent acquisition professional who combines innovative recruitment strategies with a deep understanding of the education talent landscape. Join our spirited, dedicated, and collaborative RSO team committed to directly impacting our schools and the communities we serve by bringing the best and brightest into our fold. 

This role is essential for forging strong partnerships with hiring managers across our RegionalSupport Team and school Principals to orchestrate a unified and strategic approach to regionalstaff recruitment. Responsibilities extend beyond planning and goal-setting to encompass bothregional and national outreach, alongside meticulous candidate selection processes. TheRecruitment Manager will collaborate extensively with all levels of staff at the Regional SupportOffice (RSO) and at all CWC LA schools, as well as with national and community-based partnersand external stakeholders. This position is tasked with driving a comprehensive, equity-focusedtalent strategy designed to attract a diverse range of candidates to CWC LA’s campuses. 

The primary role of the Recruitment Manager is to ensure that all CWC LA schools are fully staffed by the start of the school year with qualified and mission-aligned individuals. This position calls for a nimble, innovative team player who can manage high-volume recruitment activities, maintain high-touch relationships with candidates and hiring managers, and leverage data to drive decisions. 


Key Responsibilities 

Strategic Recruitment Execution and Planning 

Craft and execute scalable recruitment strategies that align with organizational needs, emphasizing efficiency and innovation in approach 

Able to consider hiring needs within the broader context of staffing and headcount planning 

With support, counsel and advice hiring managers to make sound decisions around staffing structure to meet the needs of the school community while staying in alignment with organizational priorities and budget parameters 

Engage in continuous analysis of recruiting methods and metrics to adapt strategies, ensuring alignment with evolving educational landscapes


Proactive Candidate Outreach and Sourcing

Social Media Campaigns: Develop and manage targeted social media campaigns on platforms like LinkedIn, Facebook, Twitter, and Instagram to attract a diverse candidate pool 

Content Creation: Collaborate with the marketing team to create engaging content that highlights our culture, values, and opportunities, enhancing our brand as an employer of choice 

Networking and Outreach: Actively seek out potential candidates through networking events, professional groups, and direct outreach initiatives 

Talent Pool Development: Build and maintain a talent pool of potential candidates for future openings, ensuring a pipeline of qualified individuals by way of creating, updating, and maintaining job postings, etc. 


Full Cycle Recruitment and Selection Process Design and Coordination 

Phone Screening: Conduct initial phone or video interviews to evaluate candidates' communication skills, qualifications, and fit for the role and organizational culture.

Resume Screening: Review and assess resumes to identify candidates who meet the essential qualifications and exhibit potential for success in our organization.

Interview Coordination: Design and coordinate comprehensive interview schedules that include multiple stakeholders, ensuring all logistical aspects are seamlessly managed.

Candidate Assessment: Utilize structured interview techniques and, where applicable, assessment tools to thoroughly, equitably, and transparently evaluate candidates.

Reference Verification: Conduct thorough reference checks to confirm candidate qualifications, experience, and suitability for the role. 

Background Checks: Ensure all selected candidates undergo any necessary background checks to maintain the integrity and safety of our educational environment.

Offer Negotiation: Handle the negotiation of job offers, discussing terms, and finalizing details to secure the acceptance of top candidates. 

Onboarding Preparation: Coordinate with HR to prepare onboarding materials, credentialing verification, background checks, and schedules, facilitating a smooth transition for new hires into their roles. 

Credentialing, Placement and Evaluation: 

Access initial teacher applicants credential status to determine complaint with California credentialing guidelines 

Lead initial information sessions with prospective teacher candidates to determining emergency permit/credential pathway requirements 

Support the Senior Manager of Talent Development with life cycle of emergency credential permits: monitoring and tracking through the CTC and release of offer letters.

Support the Senior Manager of Talent Development with mandatory reporting associated with teacher credentialing (e.g. LAUSD oversight) 

Support the Senior Manager of Talent Development to ensure credentialing compliance for all certificated employees and support employees through the credentialing lifecycle

The primary administrator of tracking and promoting CWCLA Employee Referral 

program, Staff Transfer Interest Form, and other efforts to support recruitment and retention

Draft or serve as the second review on all offer letters for current and prospective employees 

In partnership with the HR/Talent team modify and/or develop tools and systems for an annual performance evaluation and management system for all CWC LA employees that will result in regular, genuine opportunities for employees to receive and offer transparent and constructive professional feedback then ultimately own and lead execution of annual cycles 

Research existing compensation and employer benefits analyses/studies and partner with other organizations (e.g. other charter schools, the Charter School Growth Fund, CharterSAFE) to develop or participate in compensation reviews to ensure that CWC LA offers a robust, competitive, and transparent total compensation package 

Effective Stakeholder Collaboration and Communication 

Serve as the primary liaison between hiring managers and candidates, ensuring clear and effective communication throughout the recruitment process. 

Partner with school leaders to deeply understand their hiring needs and tailor recruitment strategies accordingly. 

Relationship Building: Establish strong relationships with candidates, conveying genuine interest and respect for their career aspirations and potential contributions to our organization. 

Recruitment Technologies and Systems 

● Implement and refine recruitment technologies and systems to support scalable solutions for high-volume recruitment activities. 

Train and guide the recruitment team in the use of these systems to enhance their productivity and effectiveness. 

Data-Driven Decision Making 

Regularly analyze recruitment metrics and data to assess the effectiveness of strategies and decisions. 

Utilize data insights to drive improvements in recruitment processes and outcomes.

Core Competencies

View all talent work through an equity lens; is a champion of DEIB work and sees the connectionbetween DEIB and talent acquisition. 

1. Implements transparent and unbiased recruitment procedures to ensure fairness.

2. Uses data to shape strategies, assess DEIB impact, and adapt approaches. 

3. Cultivate partnerships with diverse organizations to expand talent pipelines. 

4. Guarantees an equitable candidate experience throughout the recruitment process.

5. Maintains the highest ethical standards in all hiring decisions, aligned with DEIB objectives.

6. Promotes DEIB awareness and best practices across the organization through active advocacy andtraining.

Content knowledge and expertise: talent acumen 

1. Designs and manages effective recruitment processes, ensuring organizational alignment andefficiency. 

2. Identifies and implements innovative recruitment strategies and best practices.

3. Strong understanding of California-based credentialing, guiding candidates through complianceprocesses. 

4. Builds and maintains robust outreach and candidate pipelines for sustained talent inflow.

5. Develop relationships with candidates and equip hiring managers with essential recruitment skills.

6. Engages in strategic discussions on budgeting, compensation, and staffing, linking them to talentacquisition goals. 

7. Tailor recruitment processes to fit diverse roles, enhancing recruitment efficiency.

8. Monitors recruitment trends and develop training to enhance team capabilities.

9. Fosters a culture of continuous improvement, learning, and adaptation within the talent acquisitionteam.

Strategic and systems-based thinker 

1. Works effectively alongside multiple stakeholders to identify, analyze, and craft solutions toorganizational challenges or issues. 

2. Understand the importance of collaboration and communication in order to develop successfulstrategies 

3. Has not only a willingness to, but an intentional commitment to explore and understand differentperspectives in order to come up with creative and innovative solutions to multifaceted, intersectionalproblems. 

4. Views all work through an equity-focused lens to ensure that perspectives, voices, and systems lendthemselves to more informed and holistic identification of issues and solving of problems.

5. Able to nimbly move between high-level strategy and the details of the work to execute andcontribute to big-picture vision setting related to talent acquisition work. 

Developing and influencing others 

1. Can motivate and inspire others through challenges and tension. 

2. Adept at delegation, sideways management, and the process of resourcing staff to execute a sharedvision or project. 

3. Fosters a culture of collaboration and teamwork 

4. Evidence of being able to impact change through leadership of others

Embodies our operating values 

1. We operate with generosity of spirit. We assume the best. We strive to be empathetic andcompassionate.

2. We operate with integrity. We align our beliefs with our actions. We don’t shootelephants. 

3. We operate with humility. We are respectful. We engage with an understanding that our experiencesand perspectives are limited. 

4. We operate with urgency and discipline. We know we can’t wait, yet we respect that change takestime, care, and thought. 

5. We operate as learners. We encourage vulnerability, poising ourselves for development and growth.

6. We operate with curiosity. We ask, “How? Why? Why not?” When facing challenges, we self-manageby turning to wonder. 

7. We operate with the utmost professionalism. We do what we say we are going to do when we say weare going to do it. 

8. Actions are characterized by our operating values

Responsibility and self-governance 

1. Acknowledges and takes ownership of one's own actions 

2. Takes responsibility for successes and failures 

3. Understand the consequences of one's own actions 

4. Make decisions based on the potential outcomes 

5. Follows through on commitments and proactively manages the expectations of stakeholders withwhom they're working with 

6. Seeks to improve results and learn from mistakes

Patient, clear, and resonant communicator and facilitator 

1. Active and engaged listener. Adept at listening and responding to feedback and questions in a timelymanner. 

2. Able to synthesize and distill down/convey complex ideas to different constituents with clarity andaccuracy 

3. Track record of sharing their thoughts, opinions, and messages in a way that is easily understood bytheir audience, and they have the ability to get their point across in a way that is both engaging andconvincing. 

4. Knowledgeable and experienced in adult learning theory and best practices. 

5. Asks questions/approaches conversations with curiosity. Aware of how their own identities impact orshow up in spaces, and remain committed to engaging in identity work in order to understand situationalauthority, and how race, power, and privilege impact learning spaces. 


Requirements and Qualifications 

Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred. 

Strong interpersonal and communication skills, capable of effectively negotiating and influencing various stakeholders. 

Demonstrated ability to manage high-volume recruitment projects with a high degree of organization and attention to detail. 

Proven track record of innovative problem-solving and strategic thinking in complex situations. 

Expertise in recruitment technologies and data-driven recruitment practices. Experience with (phone and in-person) interviews, candidate screening and evaluations Understanding of Recruitment Marketing software is a plus 

Good knowledge of candidate selection methods 


Physical Requirements 

Must be able to communicate verbally and in writing effectively. 

Approximately 50% of time is spent sitting, while frequently required to walk, stand andbend.

Occasionally required to stoop, kneel, crouch, or crawl. 

Employees will be required to lift and/or move unassisted up to 25 pounds. 

Sitting or standing for extended periods and manual dexterity to operate a computerand other various office equipment as needed 


Typical Working Conditions: 

Normal in office and home office settings. Must be willing to travel to attend job fairs, and visit college campuses, and CWC schools. 


Equal Opportunity Employer 

Citizens of the World Charter Schools (CWC) prohibits discrimination, harassment, intimidation,and bullying in educational programs, activities, or employment based on actual or perceivedancestry, age, color, disability, gender, gender identity, gender expression, nationality, race orethnicity, religion, sex, sexual orientation, parental, pregnancy, family or marital status, militarystatus, immigration status or association with a person or a group with one or more of theseactual or perceived characteristics. CWC requires that school personnel take immediate stepsto intervene when safe to do so when he or she witnesses an act of discrimination, harassment,intimidation, or bullying. Questions or complaints of alleged discrimination, harassment,intimidation and bullying, equity or Title IX equity and compliance concerns should be directedto: CWC Talent and Human Resources Department at talent-hr@cwclosangeles.org


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