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Salary: USD 90,000 - 110,000 / annual
Inspira Education Group is a fast-growing edtech startup building software and services to democratize access to high-quality coaching for students pursuing medical, legal, business, and college admissions. The company is backed by leading VCs including Zeev Ventures, Quiet Capital, and Craft Ventures.
This role is a Strategy & Operations Associate focused on building and scaling Inspira's talent acquisition engine. Rather than relying on traditional recruiting or job postings, the company is building an internal talent acquisition function that operates like a high-performing sales organization: data-driven, experimental, and optimized for competing against much larger companies for top-tier talent.
You will own the end-to-end talent acquisition strategy and execution, blending strategic design with hands-on execution. Key responsibilities include:
**Build & Execute the Talent Acquisition Engine:**
- Run sophisticated Boolean searches in LinkedIn Recruiter and other tools to identify high-potential candidates across different functions
- Review hundreds of profiles daily and assess fit against Ideal Candidate Profiles you develop
- Manage multi-touch outreach sequences across dozens of candidates simultaneously
- Conduct screening calls with interested candidates to assess fit and maintain pipeline velocity
- Experiment with creative sourcing channels beyond LinkedIn (targeted email, Twitter/X, Slack communities, Reddit, conference lists)
- Design role-specific acquisition strategies: identify target markets, understand where candidates congregate, and determine what motivates them to move
- Build and refine Ideal Candidate Profiles based on patterns from successful hires
- Create messaging frameworks optimized for different personas; test hooks, value propositions, and personalization approaches
- Run structured A/B tests on subject lines, outreach sequences, and measure everything
**Optimize & Scale:**
- Build dashboards tracking response rates by message type, conversion through each funnel stage, time-to-engagement, and source effectiveness
- Analyze what's working and what isn't; identify which companies yield the best candidates, which messages get responses, and where bottlenecks exist
- Document winning strategies into repeatable playbooks that can scale beyond you
- Conduct market intelligence on where top talent congregates, competitive compensation, and hiring/layoff trends
- Present insights and recommendations to leadership on talent market dynamics
- Optimize workflows and build automation where appropriate
**Partner & Collaborate:**
- Work closely with founders to understand needs and ensure seamless candidate handoffs
- Collaborate with hiring managers to understand roles beyond job descriptions
- Train and leverage offshore sourcing support for high-volume searches
- Share learnings across the team and continuously raise the bar on candidate quality
The role requires in-office attendance in NYC 5 days per week. This is a hands-on position that blends strategic thinking with high-volume execution—you'll spend significant time in LinkedIn Recruiter, crafting personalized outreach messages, and analyzing conversion metrics.
**Requirements:**
- 1-3 years in management consulting (MBB strongly preferred), strategy consulting, or top-tier strategy & operations roles
- Builder mentality: energized by creating something from scratch, even if it means doing unglamorous work initially
- Analytical + scrappy: think in frameworks and optimize based on data, but willing to hustle and do what it takes
- Exceptional written communication: ability to write dozens of compelling, personalized messages daily that actually get responses
- Intellectual honesty: clear-eyed about trading some prestige for ownership, impact, and accelerated learning
- Resilience: low response rates don't discourage you—they make you curious about how to improve
**Strongly Preferred:**
- Experience with high-volume outbound work (sales development, growth marketing, business development)
- Natural curiosity about people, what motivates them, and how to craft compelling narratives
- Competitive drive to win talent away from top companies
- Systems thinking: document and systematize as you go, building toward scale
- Genuine interest in how great companies are built, organizational design, or talent strategy
**Not Required:**
- Traditional recruiting background (fresh perspective is valuable)
- Expertise in education or EdTech (company will teach you)
- Prior LinkedIn Recruiter mastery (company will train you on Boolean search)
