Description
Most enrollment teams lose families between interest and commitment. Alpha does not. This role exists to close that gap.
You are the person families remember when deciding whether to enroll in a brand-new Alpha school. From the moment an application is submitted until a deposit is made, you own the momentum. You guide families through uncertainty, answer the questions that actually matter, and know exactly when to apply pressure—and when not to. When enrollment succeeds, it’s visible. When it stalls, you surface it early and fix it.
Alpha is a fast-growing K–12 private school network built on self-paced mastery, Guides (not traditional teachers), and adaptive technology. As we launch new campuses, enrollment happens before buildings are open and before routines exist. That makes this role critical. You coordinate post-application admissions for pre-operational schools, conduct high-trust admissions calls, track readiness signals, and keep senior leaders focused on the actions that convert families into enrolled students.
This is a highly visible, people-heavy role. You will be on calls daily. You will be present roadshows when enrollment decisions are made in real time. If you want quiet execution work or limited human interaction, this will be the wrong environment. If you thrive in high-stakes moments and like being accountable for outcomes, this role will fit.
What you will be doing
- Conducting 30–45 minute admissions calls with applicant families before campus visits, anchoring trust, explaining the Alpha model, and assessing enrollment readiness.
- Coordinating families through enrollment milestones, including scheduling, follow-ups, documentation, and timely escalation when momentum is at risk.
- Assigning and tracking readiness signals across campuses and aggregating enrollment progress against targets.
- Producing a clear, prioritized weekly plan that directs senior leader focus, travel, and on-site activity.
- Attending Shadow Days and roadshows as needed (estimated 10% travel) to build in-person rapport with families and reinforce enrollment confidence.
What you will NOT be doing
- Running a scripted call-center workflow or high-volume cold outreach.
- Performing repetitive back-office administration or pure data entry.
- Supporting admissions for already-operational campuses.
- Managing campus directors or school leader performance.
- Working in isolation without direct accountability to enrollment outcomes.
Key responsibilities
Ensure on-time, successful launches of new Alpha campuses by converting qualified applicant families into enrolled students and keeping leadership focused on conversion-critical actions.
Candidate requirements
- At least 1 year in a writing-intensive role (e.g., documentation, client communications, content creation), with 2–3 samples of original written work.
- Experience adjusting plans in real time based on changing conditions (e.g., operations, support, incident response).
- Direct accountability for delivering a project or workstream end-to-end, including outcomes.
- Demonstrated initiative—starting and driving work without explicit direction.
- Based in the U.S. and willing to travel approximately 10%.
- Authorized to work in the U.S. without visa sponsorship.
Nice to have
- Experience in admissions, teaching, customer success, or other family-facing roles.
- Background in education or high-trust service environments.
You will be working for
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
Chat-style
screening interview.
Cognitive 
aptitude test.
Prove real-world 
job skills.
Interview with the hiring manager.
Pass
proctored test.
Accept job offer.
Frequently asked questions
Reviews
Meet some people who've landed similar jobs
Recruitment sucks. So we’re fixing it.
The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
Join the world's largest community of 
AI-first remote workers.