Head of Recruitment, Enrichment Products

Our Mission

Crimson Education is a global EdTech company helping students unlock their full potential and gain admission to the worlds 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 Crimsons 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 Crimsons 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 Youll 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..