Our Mission

Crimson Education is a global EdTech company helping students unlock their full potential and gain admission to the world’s 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 Crimson’s 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 Crimson's 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 You’ll 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..