The best way to support a teenager launching a company is to refuse to accept mediocrity. You understand that holding high expectations isn't creating stress—it's showing you believe the student is capable of reaching them. If that resonates with you, continue reading.
Your students are high school founders building legitimate businesses with $1M upside. These aren't classroom exercises or hypothetical scenarios. You'll dedicate 60-65% of your time to individual coaching sessions: pinpointing where each founder is blocked, isolating the most impactful next step, and enforcing a concrete action plan. The remaining 35-40% is divided between academic monitoring and running workshops that equip students with practical capabilities, not merely lecture content.
This isn't a conventional teaching position. You are accountable for student results: venture traction, academic performance, and personal development simultaneously. You'll rely on dashboards, progress reports, and academic metrics to coach deliberately, not by feel. When a student's grades drop? You step in before it escalates. When a venture plateaus? You surface the actual issue, not the one that's easier to address.
You begin by understanding each student's business, identifying their capabilities, and recognizing where they get stuck. Within months, you become the person whose challenge they respect, because you've operated in the real world yourself. The payoff is seeing a 16-year-old arrive with an idea and leave with a working enterprise, the systems to sustain it, and academic results that preserve every future opportunity.
If you've been seeking a role where your operational background directly influences the next cohort of entrepreneurs, apply today. If you require a scripted syllabus, a stable classroom setting, or a position where effort alone is valued, this isn't it.
Propel student founders toward ventures with $1M potential while ensuring they maintain strong academic standing.
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.






It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
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.