Description
Families who join Alpha as Founding Families rely on trusted advisors across every aspect of their lives. In each new city Alpha launches, you are the advisor they have yet to meet.
These families come to you already aware of Alpha, having explored initial information and made the decision to learn more. They are not unqualified leads—they are engaged, curious, and frequently motivated. What remains is the final commitment. Your responsibility is to navigate that concluding phase with the discernment, authority, and interpersonal skill that discerning families require when decisions of this magnitude are at stake. You will evaluate whether each family truly aligns with the standards of a founding cohort—and you will decline as readily as you will enroll.
This is bottom-of-funnel admissions. Prospects enter your process already vetted. Your work starts at the information session, the shadow visit, the follow-up conversation—the pivotal moments when families transition from interest to certainty. Approximately 60% of your time focuses on conversion: roadshow events, direct family engagement, consistent follow-through, and the post-shadow discussions that transform a favorable impression into a signed commitment. The remainder involves early advocacy—activating enrolled founding families to serve as visible ambassadors before the campus launch. Once a campus Associate Dean arrives, you transition responsibility and proceed to the next market.
Alpha operates differently from conventional schools. Students complete core academic work in two hours daily using AI-driven applications, then dedicate remaining time to public speaking, critical reasoning, and applied projects. No traditional lectures. No redundant assignments. Performance in the top 1% nationally. Founding Families are making among the most consequential educational decisions of their lives, committing to a model unlike anything they experienced—and doing so before the campus exists. The questions they pose in final conversations are the most difficult. You must sustain your conviction through each one.
If leading high-consequence family decisions with clarity, confidence, and authentic selectivity is work you are designed to do, continue reading.
What you will be doing
- Engage warm, bottom-of-funnel prospects and shepherd them through enrollment's concluding phases—information sessions, shadow visits, post-visit outreach, and executed agreements
- Evaluate Founding Family alignment across the lower funnel, exercising the discernment and assurance to turn away families whose priorities or assumptions conflict with Alpha's approach
- Take ownership of post-shadow-visit follow-up: the direct conversations that translate a positive experience into a binding commitment
- Organize and facilitate roadshows in growth markets—high-caliber events structured to advance already-engaged families toward a final decision
- Activate early enrolled families as public advocates prior to campus opening, establishing the grassroots momentum that supports each founding cohort
- Function as the primary relational contact for newly enrolled families until a campus Associate Dean takes over sustained engagement
- Communicate conversion trends, family feedback, and alignment observations to the Dean of Parents, shaping how Alpha adapts its strategy in emerging markets
- Travel as much as 40% across growth regions to participate in events, conduct roadshows, and oversee shadow visit experiences
What you will NOT be doing
- Initiating cold outreach or managing top-of-funnel acquisition—families reaching your stage are already warm and engaged
- Sustaining ongoing family engagement after a campus Associate Dean is installed—your focus is conversion and initiation, not long-term stewardship
- Facilitating events lacking enrollment objectives—every interaction you lead serves a conversion goal
- Working remotely or from an office—this position demands in-person attendance at roadshows, shadow visits, and community gatherings across various markets
- Lobbying for parent-requested modifications to Alpha's educational model—your mission is to identify families who align, not to reshape the model around those who do not
Key responsibilities
Lead warm, pre-qualified Founding Family prospects through enrollment's final phases across Alpha's growth markets—evaluating alignment, closing decisively, and establishing the early advocacy infrastructure that supports each campus as you transition to the next.
Candidate requirements
- Prepared and able to travel up to 40% across Alpha growth markets
- Authorized to work in the United States without sponsorship requirements
- 5+ years in a client-facing capacity serving high-net-worth or ultra-high-net-worth families, with primary responsibility for advancing warm relationships to final commitment—private school admissions, luxury hospitality, philanthropic advising, or comparable fields
- Proven ability to manage bottom-of-funnel decision journeys with sophisticated clients and deliver measurable conversion results—with supporting data you can articulate: volume of prospects handled, conversion percentage, enrollment or commitment dollar value
- The discernment to evaluate family alignment candidly, including the confidence to decline families unsuited to the cohort
- Executive-level presence and communication capability that builds trust rapidly and sustains it through the most challenging final questions
- Direct familiarity with independent, private, or alternative education—through professional experience or as a parent—that provides authentic credibility when families express doubt at the commitment threshold
- Sincere belief in AI-powered education and the capacity to maintain that conviction through skeptical conversations that precede every signed enrollment
Nice to have
Outstanding candidates will possess at least one of the following:
- Private or independent school admissions experience with quantifiable bottom-of-funnel results—conversion percentages, signed enrollments, founding cohort goals achieved
- Consultative sales or major gifts fundraising background, securing high-value, relationship-based commitments from UHNW individuals and families
- Experience working across diverse markets, establishing trust rapidly without pre-existing relationships or established institutional brand
- Prior startup or early-stage involvement delivering conversion results without established infrastructure, documented processes, or mature team support
- Background in luxury hospitality or private estate services where selectivity and fit evaluation were as critical as service excellence
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.