Senior Recruiter, Talent Acquisition – DC Region

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. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community.

We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential.

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.

This role goes beyond filling vacancies. The Senior Recruiter partners with regional and school leaders to anticipate future talent needs, develop high-quality and diverse candidate pipelines, strengthen Rocketship's presence in the local talent market, and ensure candidates move efficiently from prospect through hire.

The Senior Recruiter will bring particular focus to hard-to-fill and specialized positions, including special education/ISE roles, while reducing reliance on passive applicant flow through proactive sourcing, referrals, community partnerships, internal talent pathways, and sustained candidate cultivation.

The ideal candidate combines strong recruiting execution with strategic thinking, relationship management, data fluency, and a relentless commitment to candidate quality and experience.

• Partner with the Director of HR, school leaders, and regional leadership to translate projected staffing needs, historical turnover, enrollment assumptions, anticipated talent movement, and confirmed vacancies 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 rather than relying solely on general applicant flow.
• Use historical and current hiring data to recommend sourcing priorities, interview volume, pipeline targets, and recruitment activities throughout the hiring season.

• Build and maintain high-quality prospective candidate pipelines through proactive sourcing, talent mapping, professional networks, resume databases, Linked In, Indeed, Lever, career fairs, community outreach, social media, and other creative channels.
• Use Boolean search methodology, talent communities, past applicant data, and targeted sourcing campaigns to identify candidates for current and future hiring needs.
• 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.
• Partner with regional HR leadership to establish annual goals for sourced, self-sourced, referred, partnership-generated, and internal candidates.
• Track sourcing effectiveness and continuously adjust strategies based on candidate quality, conversion, hires, and retention outcomes.

• 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, including role responsibilities, work expectations, professional development, coaching, and performance expectations.
• Move qualified candidates efficiently through the recruitment process and maintain consistent communication throughout the candidate journey.
• Develop strong candidate slates for hiring managers rather than measuring success solely by applicant volume.
• Coordinate and facilitate individual interviews, group interview days, hiring fairs, and other selection events.
• Partner with hiring managers to drive timely selection decisions and reduce candidate loss caused by process delays.
• Actively cultivate high-priority candidates from…