Executive Search Associate

Thanks for your interest in Success Academy! Running a large, fast-growing, and high-performing network of public charter schools takes a village - families, children, teachers, staff and faculty, advocates, and supporters alike. We are growing fast in New York and expanding to Florida, and we would love to welcome you to our community! We work tirelessly every day to ensure children have access to a fun, rigorous, whole-child education regardless of zip code or economic status. When you join SA, you play a part in giving every student who walks through our doors a fair shot at reaching his or her potential.

About the Role

The Executive Search Associate is the documentation and knowledge-capture engine behind Success Academy's executive searches. You sit in on intakes and search update meetings, take the notes, and turn recruiter research and interview feedback into polished, consistent documents — candidate profiles, briefing packets, and debrief write-ups — so nothing about a search is ever lost in translation, and every executive recruiter can stay focused on relationships, sourcing, and closing. This is a hands-on writing and organization role: the executive recruiter owns relationships and decisions, the coordinator owns scheduling and logistics, and you own making sure every search is captured, documented, and easy to pick up at a glance.

Key Responsibilities

• Capture key search conversations: attend intake meetings, search update meetings, and other pivotal moments to take notes and send timely, accurate summaries.
• Build core search documentation: kickoff summaries, search briefs, role scorecards, and competency maps — from executive recruiters' and hiring managers' input.
• Produce candidate materials: turn raw research and rough notes into clean, consistent candidate profiles and bios, and maintain market/target lists.
• Assemble briefing packets ahead of every round: hiring-manager briefs, panelist/interviewer briefs, and candidate onsite briefs, so no one walks in unbriefed.
• Synthesize interview feedback: turn panel and interviewer scores into clear, structured debrief write-ups for the hiring manager after screens, HM interviews, and onsites.
• Generate offer documentation: once terms are set, and keep search records accurate in Greenhouse.
• Maintain pipeline visibility: compile the weekly pipeline report.
• Own the search record: keep a complete, well-organized close-out file for every search.
•  ask clarifying questions and flag gaps during intakes and key meetings, while leaving sourcing, assessment, and closing to the recruiter and scheduling/logistics to the coordinator.