Our Mission
Crimson Education is a global EdTech company helping students unlock their full potential and gain admission to the world’s top universities. Through expert mentorship, individualized strategy, and project-based learning, we develop the skills and experiences elite colleges want to see. Our Enrichment products sit at the heart of that mission by matching students with world-class mentors, tutors, and subject experts.
Position Overview
As Head of Recruitment for Enrichment Products, you will own end-to-end talent acquisition and talent operations for Crimson’s Enrichment vertical. This is a hands‑on leadership role combining strategic workforce planning with day‑to‑day execution across multiple products and global markets. You will build and maintain a high‑quality, globally distributed pool of mentors/tutors/consultants, ensuring coverage for core subjects and urgent niche needs, including Premier/VVIP‑level experts. You will also own critical enabling processes that directly impact delivery quality: contracts, onboarding completion, compliance workflows, pipeline hygiene, and cross‑product coordination, and partner with Product GMs, Ops Heads, and the central People team to scale sustainably. This is a full‑time position, either fully remote or based in one of Crimson's offices worldwide.
Key Responsibilities
Cross‑Product Recruitment Leadership
* Own the global recruitment roadmap across Enrichment products, balancing BAU pipeline management with hiring sprints for urgent gaps.
* Run quarterly/monthly forecasting with Product GMs/Ops leads; translate demand into hiring plans by subject, region, language, and seniority.
* Standardize job descriptions, role requirements, outreach assets, and interview scorecards across products.
* Manage full‑cycle recruiting, including high‑volume tutor pipelines and niche expert roles.
* Drive an escalation model: define what can be handled by recruiters vs what requires senior approval (rates, rejections, exceptions).
Premier Hiring
* Personally lead sourcing and closing for Premier/VVIP mentor requests (e.g., rare disciplines, senior academics, licensed professionals).
* Build proactive benches for historically hard‑to‑fill domains.
* Protect conversion by ensuring fast response times and tight coordination with sales/ops on premium candidates.
Operational Ownership
* Oversee contracts (generation, edits, exception handling) and ensure clear handoffs to signature and activation.
* Oversee account setup, systems access (where applicable) and ensure mentors complete all onboarding steps.
* Own onboarding completion tracking and follow‑up loops
* Maintain pipeline hygiene and reporting: trackers/ATS are accurate, stages current, next steps assigned, and stakeholders updated.
Stakeholder Management & Cross‑Functional Coordination
* Partner closely with Product GMs, Operations Heads, and other teams to clarify role specifications and prioritize urgent requests.
* Run recurring alignment cadences (weekly hiring calls where needed) and manage expectations when requirements are constrained.
* Collaborate with the People/Legal teams to improve workflows and maintain compliance (e.g., background/criminal check SOP alignment, contractor requirements).
Systems, Process, and Quality Improvement
* Own and continuously improve the recruiting tech stack and process (ATS/trackers, sourcing tooling, templates, reporting).
* Implement scalable onboarding and cross‑product consistency (unified onboarding standards, checklists, training expectations).
* Build lightweight QA loops: mentor utilization visibility, repeat‑gap prevention, and feedback into sourcing/requirements.
Skills & Experience You’ll Need
* 3+ years in recruitment/talent acquisition OR demonstrated success in high‑volume outreach, relationship management, and talent matching
* Demonstrated success hiring across time zones; comfort sourcing senior experts (academia, industry, licensed professionals)
* Strong stakeholder management: ability to clarify requirements, push back professionally, and drive decisions quickly.
* Excellent operational rigor: process ownership, tracker hygiene, and reporting discipline.
* Strong sourcing capability and ability to run structured outreach sprints.
* Highly organized, calm under pressure, and able to prioritize across many concurrent pipelines.
What Success Looks Like
* No critical mentor shortages across products, including premium/Premier requests.
* Time‑to‑fill and time‑to‑shortlist targets consistently met for BAU and urgent roles.
* Onboarding completion rate improves; fewer “hired but not activated” mentors.
* Quality bar maintained: high stakeholder satisfaction, strong student outcomes, low mismatch rates.
* Recruiting team runs with strong hygiene: clear dashboards, accurate trackers, predictable throughput.
* Product leaders view Recruitment as a strategic partner that prevents problems, not a reactive service desk.
Nice to Have
* Experience in education, tutoring, mentoring marketplaces, or expert networks.
* Experience building scalable recruiting operations.
* Comfort with basic analytics.
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