CodePath is the largest educator of college computer science students in the country. We’ve trained over 40,000 students from 1,000+ universities, and our partners include Amazon, Google, and other leading technology companies. We’ve spent nearly a decade training the next generation of technical talent, and we just launched a $150M initiative with Anthropic, building one of the most ambitious AI workforce programs in the world.

We’re now expanding into new markets and scaling our team so we can move at the speed AI is transforming the workforce. People joining CodePath now will have the opportunity to help architect the next frontier of our work.

We believe technical skill is the fastest way to turn raw talent into real opportunity. We train the engineers the AI era runs on, building toward millions of learners, hundreds of millions in revenue, and billions in economic impact. If you want to own something and be part of a 0-to-1 journey at an organization moving at the speed of AI, this is the place to build it.

About the Role

Team: People

Reports to: Head of People

Location: Remote (US)

Type: Full-time

Compensation: $150,000 - $175,000

Why This Role, Now

CodePath’s hiring has outgrown the setup that got us here. Our next challenge is reimagining the hiring engine so it reliably turns our growth into great hires: a clear bar at every stage, enough qualified candidates in every pipeline, and a team equipped to move quickly without lowering the standard.

This is a net-new leadership role. You will own the talent acquisition function end to end, lead the team that runs it, and partner directly with our senior leaders on the hires that shape the company. You will report to the Head of People and sit at the center of how CodePath grows.

What You Will Own

This role runs at scale. CodePath is hiring across every function at once, engineering, product, growth, curriculum, delivery, and revenue, alongside seasonal instructor hiring and fellowship surge hiring that arrives fast and cannot miss. You will own two outcomes that have to hold together: time to hire, kept to a predictable and competitive window so we do not lose the people we want, and quality of hire, held to a bar that does not drop when the pressure is on. Everything below serves those two outcomes.

Own the hiring system. You will own the process end to end: the rubrics, the interview stages, the scorecards, the paid work sample every CodePath hire completes, and the gates that decide who advances. You will own the operating cadence that keeps searches on clock and the recruiting stack and metrics that run underneath it, pipeline health, conversion, time to offer, and source performance, and you will use them to decide where to invest. You will make sure every stage produces real signal, so that decisions are trustworthy, and you will keep hardening how we evaluate as AI changes what a strong candidate looks like.

Scale pipeline and throughput. You will drive the volume and quality of candidates across every search, from individual contributors to executive and program-launch surge hiring. The goal is straightforward and measurable: every search reaches a strong slate of finalists, sourced and inbound work together, our pipelines reflect the communities CodePath serves, and no role stalls for lack of qualified candidates.

Own the employer brand and candidate experience. You will own how CodePath shows up to candidates who are also evaluating us. On a mission-driven, nonprofit compensation model, the sell is trajectory, craft, and impact rather than top-of-market cash, and it has to carry through every touchpoint from first outreach to offer. You will make that experience a reason strong people choose CodePath.

Lead and grow the talent team. You will manage a team of recruiters, sourcers, and coordinators across full-time and contract roles. You will set the operating rhythm, coach the team, decide where to add capacity, and build a staffing model that matches the hiring load rather than reacting to it.

Partner with the Head of People and leadership. You will turn company goals into a hiring plan, working with the Head of People and senior leaders on org design, leveling, and where headcount should go against what the organization can absorb. You will set talent priorities across competing searches, keep leadership honest about whether we are on track to build the teams the mission needs, and bring a point of view rather than a status report.

What Success Looks Like in Your First Year

In your first 90 days, you will learn our funnel from application to offer, meet every hiring manager, and diagnose where signal and volume break down today.

By six months, you will have a hiring process where each stage carries a defined purpose and a clear bar, interviewers are trained and accountable for a specific signal, and hiring managers engage on a predictable cadence.

By the end of your first year, open roles consistently reach strong finalist slates, time to hire is under control because the process produces good decisions rather than fast ones, and CodePath has a talent function that scales with the organization instead of straining against it.

Who You Are

• You have 5+ years of experience in talent acquisition, including several years leading a recruiting team through a period of significant growth.
• You have built or rebuilt a hiring process, not just run one. You can point to specific changes you made to rubrics, interview design, or gating, and the outcomes they produced.
• You lead with data. You know your funnel math, you can name your conversion rates by stage, and you use them to decide where to invest.
• You hold a high bar on quality and can defend it under pressure to move faster. You understand that compressing a process that is not yet producing good signal only leads to worse decisions sooner.
• You are a strong people manager. You coach recruiters to raise their game, and you build teams that own their work.
• You partner well with executives and hiring managers. You can push back with respect, hold the line on process, and keep senior stakeholders aligned.
• You use AI as a genuine multiplier for the mechanical parts of recruiting, and you have a clear view of where human judgment should stay in the loop.

Requirements

• Experience hiring across technical and non-technical functions at once (engineering, product, growth, operations).
• Fluency with Greenhouse, Gem, and LinkedIn Recruiter (standard recruiting stack).
• Experience in a high-growth startup.
• A track record of building always-on talent pools and an employer brand that draws candidates in.

How We Work

We recruit AI-first. AI clears the busywork so that human judgment on candidates gets more attention, not less. We expect you to adopt and improve these tools, and to have a view on where they help and where they do not belong. We value people who pick up new tools on their own because they want to work better, not because someone told them to.

Why Join

You will take a function that got CodePath this far and reimagine it for a much larger scale, with the mandate and the executive support to do it right. Your work will directly determine the caliber of people who carry CodePath’s mission forward, which means it will determine how many students reach a career in tech that would otherwise be out of reach.

Compensation

CodePath standardizes salaries by level, no matter where you live. Salary within this band is determined by the relevant experience and skills you demonstrate through our interview process.

Full-Time Employee Benefits

This is a 100% remote position, work from anywhere in the U.S. CodePath prioritizes employee well-being with a competitive benefits package to support your health, financial security, and work-life balance.

• Health & Wellness: Medical, dental, and vision insurance (90% employer-covered for employees and dependents), employer-funded healthcare reimbursement, FSAs, and Employee Assistance Program
• Financial Security: 401(k), employer-paid life & disability insurance, and identity theft protection
• Work-Life Balance: Generous PTO, paid holidays, 10 weeks of fully paid parental leave, and an annual year-end company closure (Dec 24 to Jan 2)
• Professional Growth: $1,000 annual professional development stipend and home office setup support
• Student Loan Forgiveness: CodePath is a qualifying employer for Public Service Loan Forgiveness (PSLF), helping employees manage student loan debt
• Additional Perks: Pet wellness plans, legal services, home/auto insurance discounts, and exclusive marketplace savings

Pay range

$150,000—$175,000 USD

Position: Recruiter / Lead Recruiter / Non-IT Recruitment Manager (Broking & Financial Domain) Location: Work from Home (Remote) / Hybrid - Noida Experience: 5–10 years Industry Focus: Broking, Financial Services, BFSI, WealthTech About the RoleWe are looking for a smart, sharp-minded Lead Recruiter / Non-IT Manager who brings not just experience, but ownership, insight, and intent to lead recruitment in the Broking and Financial Services domain.

DescriptionJob Title: Director of Career ServicesStatus: ExemptLocation: WFH flexible, candidate must reside in California to be considered.Reports to: VP, ComplianceEmployment Type: Full-time SummaryUnder the general direction of the Vice President of...

Description

About Trafilea

Trafilea is a Consumer Tech Platform for Transformative Brand Growth. We’re building the AI Growth Engine that powers the next generation of consumer brands.

With over $1B+ in cumulative revenue, 12M+ customers, and 500+ talents across 19 countries, we combine technology, growth marketing, and operational excellence to scale purpose-driven, digitally native brands.

We own and operate our own digitally native brands (not an agency), with presence in Walmart, Nordstrom, and Amazon, and a strong global D2C footprint.

Why Trafilea

We’re a tech-led eCommerce group scaling our own globally loved DTC brands, while helping ambitious talent grow just as fast.

🚀 We build and scale our own brands.

🦾 We invest in AI and automation like few others in eCom.

📈 We test fast, grow fast, and help you do the same.

🤝 Be part of a dynamic, diverse, and talented global team.

🌍 100% Remote, USD competitive salary, paid time off, and more.

Job Responsibilities

You’ll work directly with senior leaders, influence hiring decisions at the highest level, and build the talent pipelines that power our next stage of growth.

• Own and manage the end-to-end recruitment process for marketing roles, ensuring a seamless, efficient, and high-quality experience from job opening to offer stage, following defined Talent Acquisition standards.

• Conduct company and market mapping to identify top talent, and prepare clear, structured candidate presentations and documentation for the CMO and key stakeholders.

• Leverage and manage ATS (Recruitee) and sourcing platforms such as LinkedIn, X (Twitter), Facebook, and AI sourcing tools to drive effective candidate sourcing while maintaining accurate and organized pipelines.

• Partner closely with Hiring Managers through regular syncs to align on role requirements, hiring strategies, and priorities—especially for critical and high-impact positions.

• Create compelling, high-quality job postings that accurately reflect role expectations, team needs, and company culture to attract the right candidates.

• Track and optimize recruitment performance using data, KPIs, and analytics

• Turn into the team lead (3 to 5 people) and be the go-to person for all team members and PBPs.

Requirements

• Minimum of 5 years of experience in executing end-to-end talent acquisition processes (not just sourcing), particularly for marketing roles in fast-paced environments.

• Strong understanding of marketing roles, specifically in areas such as digital marketing, growth, acquisition, and creative strategy.

• Ability to analyze data and market trends to inform sourcing and recruitment strategies, maintaining accurate and actionable documentation.

• Demonstrated ability to critically assess candidates’ cultural fit and alignment with the company’s values.

• Demonstrated ability to strictly follow established processes, with exceptional organizational skills to manage high volumes of information, documentation, and reporting requirements.

• Strong written and verbal communication skills, fluent in both English and Spanish, with an ability to engage with candidates and hiring managers effectively.

Job Title: Talent Acquisition and Development Lead

Location: UK or US (EST Time Zone)

Work Type: Remote, with at-will office access available at our London, UK and New York, NY locations

About CreativeX:

CreativeX is B2B SaaS technology platform that helps global marketing teams make smarter creative decisions and elevate creative expression through the clarity of data. Our technology powers creative decision-making at some of the biggest brands in the world, including Google, Unilever, Pepsi, Bayer, Mondelez, Heineken, and more.

We use computer vision and other machine learning techniques to extract creative data from our client’s digital advertising copy and transform those previously dark signals into a standardised data model at industrial scale. This creates a new, unique and powerful first party data set that represents the last and most impactful untapped reservoir of advertising performance.

That’s because multiple studies have shown that the “Creative” itself is responsible for half of sales lift online, higher than reach, targeting, brand, & recency combined. But creative impact has always been the least analysed and least understood component of a complex set of marketing variables.

This is the problem CreativeX is focussed on solving. We’re an end-to-end solution to ingest, process, and analyse creative content at scale. We help brands isolate creative elements so they can be analysed against downstream ad impact metrics, from clickthrough rates to brand lift.

Our objective is to help marketing organisations power every creative decision with data.

About the role

We’re hiring a Talent Acquisition and Development Lead to own our end-to-end recruitment strategy, from sourcing to offer. You’ll also get to follow your new hires into the business and shape the first six months of the new hire journey. Partnering closely with hiring managers, you’ll build onboarding and training programs that set new joiners up to thrive and help them reach full productivity as quickly as possible. You’ll also work with the Associate Director of People to drive high-impact strategic initiatives across the company.

What You’ll Do:

• Collaboration with Hiring Managers: Build strong relationships with Hiring Managers to deeply understand their staffing needs and biggest challenges.
• Strategic Consultation on Talent Acquisition Strategy: Help Hiring Managers audit their interview plan, scorecards, and decision-making criteria to ensure only a high quality hire makes it through our process.
• Candidate Sourcing: Proactively source high quality candidates through multiple channels.
• Face of CreativeX: Sell CreativeX to top talent, serving as the “face” of the company and their first impressions of the organization.
• Screening of Candidates: Conduct phone screens and in-person interviews to evaluate candidates’ qualifications.
• Pipeline Management and Efficiency: Build and nurture a strong pipeline of candidates through the interview process, looking for opportunities to make our hiring process tighter, faster and more efficient. Seize opportunities to embed AI solutions into our talent acquisition processes.
• Talent Integration and Onboarding Effectiveness: Follow your new hires into the company and ensure their successful ramp by coordinating orientation and onboarding sessions with hiring managers, using information unearthed in the hiring process to provide customized recommendations for upskilling priorities.
• New Hire Evaluation: Develop and own the processes for soliciting feedback from managers and peers at specific milestones in new hire onboarding to measure whether a high-quality hire was made.
• People Team Strategic Projects: Collaborate with the Associate Director of People on projects related to performance management, leadership development, workforce planning, and other strategic initiatives.

What You Bring:

• 5+ years of experience in recruitment, or a People role with a recruitment focus
• Results-oriented and data-driven
• Ability to work in a fast-paced environment and operate with a bias for action
• Exceptional follow-through and attention to detail
• Excellent communication and interpersonal skills
• Familiarity with Applicant Tracking Systems (ATS). Greenhouse is a plus.
• Experience at a rapidly scaling company or startup

Comp Range : $115-$130K USD (or UK GBP equivalent)

What we Offer:

🍎  Fully paid medical, dental, and vision (US) and Private Medical Insurance and Health Cash Plan (UK)

✈️  Generous time off + bank holidays

📚  Education budget to be used for individual learning experiences or grouped with your team for joint learning

🧘  Annual subscription to Calm and Headspace for your mental wellbeing

🎟  Monthly coaching to talk to a trained professional about career goals, relationships, and personal development

💵  Competitive salary and commission plan including stock options, as we believe that everyone should have a stake in the business

🍼  4-month full pay parenting leave for all employees who have been with the company for one (1) year

🪴 Employee contributions to a 401(k) once they have completed their eligibility period

CreativeX provides equal employment opportunity for all applicants and employees.

\* As part of our commitment to maintaining a safe and secure workplace, CreativeX conducts standard right to work and background checks on all potential employees. This process is designed to verify the accuracy of information provided by candidates and to ensure a safe environment for all employees. Background checks are conducted via a secure third party application and in compliance with all applicable laws and regulations.

Job Title: Talent Acquisition and Development Lead

Location: UK or US (EST Time Zone)

Work Type: Remote, with at-will office access available at our London, UK and New York, NY locations

About CreativeX:

CreativeX is B2B SaaS technology platform that helps global marketing teams make smarter creative decisions and elevate creative expression through the clarity of data. Our technology powers creative decision-making at some of the biggest brands in the world, including Google, Unilever, Pepsi, Bayer, Mondelez, Heineken, and more.

We use computer vision and other machine learning techniques to extract creative data from our client’s digital advertising copy and transform those previously dark signals into a standardised data model at industrial scale. This creates a new, unique and powerful first party data set that represents the last and most impactful untapped reservoir of advertising performance.

That’s because multiple studies have shown that the “Creative” itself is responsible for half of sales lift online, higher than reach, targeting, brand, & recency combined. But creative impact has always been the least analysed and least understood component of a complex set of marketing variables.

This is the problem CreativeX is focussed on solving. We’re an end-to-end solution to ingest, process, and analyse creative content at scale. We help brands isolate creative elements so they can be analysed against downstream ad impact metrics, from clickthrough rates to brand lift.

Our objective is to help marketing organisations power every creative decision with data.

About the role

We’re hiring a Talent Acquisition and Development Lead to own our end-to-end recruitment strategy, from sourcing to offer. You’ll also get to follow your new hires into the business and shape the first six months of the new hire journey. Partnering closely with hiring managers, you’ll build onboarding and training programs that set new joiners up to thrive and help them reach full productivity as quickly as possible. You’ll also work with the Associate Director of People to drive high-impact strategic initiatives across the company.

What You’ll Do:

• Collaboration with Hiring Managers: Build strong relationships with Hiring Managers to deeply understand their staffing needs and biggest challenges.
• Strategic Consultation on Talent Acquisition Strategy: Help Hiring Managers audit their interview plan, scorecards, and decision-making criteria to ensure only a high quality hire makes it through our process.
• Candidate Sourcing: Proactively source high quality candidates through multiple channels.
• Face of CreativeX: Sell CreativeX to top talent, serving as the “face” of the company and their first impressions of the organization.
• Screening of Candidates: Conduct phone screens and in-person interviews to evaluate candidates’ qualifications.
• Pipeline Management and Efficiency: Build and nurture a strong pipeline of candidates through the interview process, looking for opportunities to make our hiring process tighter, faster and more efficient. Seize opportunities to embed AI solutions into our talent acquisition processes.
• Talent Integration and Onboarding Effectiveness: Follow your new hires into the company and ensure their successful ramp by coordinating orientation and onboarding sessions with hiring managers, using information unearthed in the hiring process to provide customized recommendations for upskilling priorities.
• New Hire Evaluation: Develop and own the processes for soliciting feedback from managers and peers at specific milestones in new hire onboarding to measure whether a high-quality hire was made.
• People Team Strategic Projects: Collaborate with the Associate Director of People on projects related to performance management, leadership development, workforce planning, and other strategic initiatives.

What You Bring:

• 5+ years of experience in recruitment, or a People role with a recruitment focus
• Results-oriented and data-driven
• Ability to work in a fast-paced environment and operate with a bias for action
• Exceptional follow-through and attention to detail
• Excellent communication and interpersonal skills
• Familiarity with Applicant Tracking Systems (ATS). Greenhouse is a plus.
• Experience at a rapidly scaling company or startup

Comp Range : $115-$130K USD (or UK GBP equivalent)

What we Offer:

🍎  Fully paid medical, dental, and vision (US) and Private Medical Insurance and Health Cash Plan (UK)

✈️  Generous time off + bank holidays

📚  Education budget to be used for individual learning experiences or grouped with your team for joint learning

🧘  Annual subscription to Calm and Headspace for your mental wellbeing

🎟  Monthly coaching to talk to a trained professional about career goals, relationships, and personal development

💵  Competitive salary and commission plan including stock options, as we believe that everyone should have a stake in the business

🍼  4-month full pay parenting leave for all employees who have been with the company for one (1) year

🪴 Employee contributions to a 401(k) once they have completed their eligibility period

CreativeX provides equal employment opportunity for all applicants and employees.

\* As part of our commitment to maintaining a safe and secure workplace, CreativeX conducts standard right to work and background checks on all potential employees. This process is designed to verify the accuracy of information provided by candidates and to ensure a safe environment for all employees. Background checks are conducted via a secure third party application and in compliance with all applicable laws and regulations.

Sonic Automotive is a Fortune 500 automotive retailer with a commitment to delivering a superior guest experience through its network of franchised dealerships and its rapidly growing EchoPark Automotive segment. Sonic is focused on innovation, operational excellence, and developing future leaders who can drive performance across a dynamic, customer-centric retail environment.

Director Educational Partnerships

Salary: $100K - $120K Total Annual Compensation

Job Description

The Director of Educational Partnerships will design and lead Sonic Automotive’s enterprise strategy for building long-term talent pipelines through partnerships with colleges, universities, and technical schools. This role will be instrumental in developing future sales, F&I, and operations leaders by creating structured early-career pathways aligned to Sonic’s high-performance culture and guest-first philosophy.

This leader will serve as a strategic connector between educational institutions and retail operations ensuring Sonic is consistently attracting, developing, and converting top emerging talent into dealership roles.

Key Responsibilities

Educational Partnership Strategy

• Develop a national partnership strategy targeting community colleges, universities, HBCUs, and technical trade programs aligned to Sonic’s footprint and growth markets.
• Build strong relationships with academic leadership, career services, and faculty to embed Sonic into curriculum, programs, and career pathways.
• Position Sonic Automotive and EchoPark as leading destinations for business, sales, and automotive career growth.

Campus & Early Career Recruitment

• Work with Talent Acquisition to develop campus recruiting strategies across priority markets, including hiring events, classroom engagement, and branded activities.
• Equip Talent Acquisition teams and store leaders with tools and messaging to effectively attract and convert early-career talent.
• Work with Talent Acquisition to build innovative recruitment approaches that resonate with Gen Z talent, highlighting earnings potential, career pathing, and entrepreneurial opportunities within Sonic.

Cross-Functional Collaboration

• Coordinate with brand and dealership leadership to participate in campus events
• Coordinate with talent acquisition team in recruiting efforts to fill Internships and Leadership Development Programs.

Performance Measurement & Optimization

• Define and track key success metrics, including pipeline volume, conversion rates, retention, and time-to-productivity.
• Analyze program effectiveness and continuously optimize partnership ROI.

Deliver regular insights and recommendations to executive leadership.

Qualifications

Required

• 3+ years of experience in either talent acquisition, workforce strategy, campus recruiting, or external partnerships.
• Strong business acumen with the ability to translate talent strategy into operational impact.
• Experience influencing senior leaders in a multi-location or decentralized environment.
• Willingness to travel (40–50%) to campuses and dealership locations.

Preferred

• Experience in automotive retail operations, hospitality, or multi-unit service environments.
• Familiarity with technical, vocational, or dealership training pathways.

Core Competencies

• External partnership development and influence
• Data-driven execution and continuous improvement
• Strong storytelling and employer branding
• Ability to thrive in a fast-paced, performance-driven culture

Why This Role Matters at Sonic

Sonic Automotive’s continued growth depends on a strong, ready-now bench of leaders who can drive sales performance, deliver exceptional guest experiences, and lead high-performing teams. This role directly fuels that future by creating predictable, scalable pathways for early-career talent to enter and grow within the organization.

Additional Information

Experience the best the automotive industry has to offer and apply today. We look forward to sharing our success with the brightest talent out there!

Sonic Automotive is a Fortune 500 automotive retailer with a commitment to delivering a superior guest experience through its network of franchised dealerships and its rapidly growing EchoPark Automotive segment. Sonic is focused on innovation, operational excellence, and developing future leaders who can drive performance across a dynamic, customer-centric retail environment.

Director Educational Partnerships

Salary: $100K - $120K Total Annual Compensation

Job Description

The Director of Educational Partnerships will design and lead Sonic Automotive’s enterprise strategy for building long-term talent pipelines through partnerships with colleges, universities, and technical schools. This role will be instrumental in developing future sales, F&I, and operations leaders by creating structured early-career pathways aligned to Sonic’s high-performance culture and guest-first philosophy.

This leader will serve as a strategic connector between educational institutions and retail operations ensuring Sonic is consistently attracting, developing, and converting top emerging talent into dealership roles.

Key Responsibilities

Educational Partnership Strategy

• Develop a national partnership strategy targeting community colleges, universities, HBCUs, and technical trade programs aligned to Sonic’s footprint and growth markets.
• Build strong relationships with academic leadership, career services, and faculty to embed Sonic into curriculum, programs, and career pathways.
• Position Sonic Automotive and EchoPark as leading destinations for business, sales, and automotive career growth.

Campus & Early Career Recruitment

• Work with Talent Acquisition to develop campus recruiting strategies across priority markets, including hiring events, classroom engagement, and branded activities.
• Equip Talent Acquisition teams and store leaders with tools and messaging to effectively attract and convert early-career talent.
• Work with Talent Acquisition to build innovative recruitment approaches that resonate with Gen Z talent, highlighting earnings potential, career pathing, and entrepreneurial opportunities within Sonic.

Cross-Functional Collaboration

• Coordinate with brand and dealership leadership to participate in campus events
• Coordinate with talent acquisition team in recruiting efforts to fill Internships and Leadership Development Programs.

Performance Measurement & Optimization

• Define and track key success metrics, including pipeline volume, conversion rates, retention, and time-to-productivity.
• Analyze program effectiveness and continuously optimize partnership ROI.

Deliver regular insights and recommendations to executive leadership.

Qualifications

Required

• 3+ years of experience in either talent acquisition, workforce strategy, campus recruiting, or external partnerships.
• Strong business acumen with the ability to translate talent strategy into operational impact.
• Experience influencing senior leaders in a multi-location or decentralized environment.
• Willingness to travel (40–50%) to campuses and dealership locations.

Preferred

• Experience in automotive retail operations, hospitality, or multi-unit service environments.
• Familiarity with technical, vocational, or dealership training pathways.

Core Competencies

• External partnership development and influence
• Data-driven execution and continuous improvement
• Strong storytelling and employer branding
• Ability to thrive in a fast-paced, performance-driven culture

Why This Role Matters at Sonic

Sonic Automotive’s continued growth depends on a strong, ready-now bench of leaders who can drive sales performance, deliver exceptional guest experiences, and lead high-performing teams. This role directly fuels that future by creating predictable, scalable pathways for early-career talent to enter and grow within the organization.

Additional Information

Experience the best the automotive industry has to offer and apply today. We look forward to sharing our success with the brightest talent out there!

Sonic Automotive is a Fortune 500 automotive retailer with a commitment to delivering a superior guest experience through its network of franchised dealerships and its rapidly growing EchoPark Automotive segment. Sonic is focused on innovation, operational excellence, and developing future leaders who can drive performance across a dynamic, customer-centric retail environment.

Director Educational Partnerships

Salary: $100K - $120K Total Annual Compensation

Job Description

The Director of Educational Partnerships will design and lead Sonic Automotive’s enterprise strategy for building long-term talent pipelines through partnerships with colleges, universities, and technical schools. This role will be instrumental in developing future sales, F&I, and operations leaders by creating structured early-career pathways aligned to Sonic’s high-performance culture and guest-first philosophy.

This leader will serve as a strategic connector between educational institutions and retail operations ensuring Sonic is consistently attracting, developing, and converting top emerging talent into dealership roles.

Key Responsibilities

Educational Partnership Strategy

• Develop a national partnership strategy targeting community colleges, universities, HBCUs, and technical trade programs aligned to Sonic’s footprint and growth markets.
• Build strong relationships with academic leadership, career services, and faculty to embed Sonic into curriculum, programs, and career pathways.
• Position Sonic Automotive and EchoPark as leading destinations for business, sales, and automotive career growth.

Campus & Early Career Recruitment

• Work with Talent Acquisition to develop campus recruiting strategies across priority markets, including hiring events, classroom engagement, and branded activities.
• Equip Talent Acquisition teams and store leaders with tools and messaging to effectively attract and convert early-career talent.
• Work with Talent Acquisition to build innovative recruitment approaches that resonate with Gen Z talent, highlighting earnings potential, career pathing, and entrepreneurial opportunities within Sonic.

Cross-Functional Collaboration

• Coordinate with brand and dealership leadership to participate in campus events
• Coordinate with talent acquisition team in recruiting efforts to fill Internships and Leadership Development Programs.

Performance Measurement & Optimization

• Define and track key success metrics, including pipeline volume, conversion rates, retention, and time-to-productivity.
• Analyze program effectiveness and continuously optimize partnership ROI.

Deliver regular insights and recommendations to executive leadership.

Qualifications

Required

• 3+ years of experience in either talent acquisition, workforce strategy, campus recruiting, or external partnerships.
• Strong business acumen with the ability to translate talent strategy into operational impact.
• Experience influencing senior leaders in a multi-location or decentralized environment.
• Willingness to travel (40–50%) to campuses and dealership locations.

Preferred

• Experience in automotive retail operations, hospitality, or multi-unit service environments.
• Familiarity with technical, vocational, or dealership training pathways.

Core Competencies

• External partnership development and influence
• Data-driven execution and continuous improvement
• Strong storytelling and employer branding
• Ability to thrive in a fast-paced, performance-driven culture

Why This Role Matters at Sonic

Sonic Automotive’s continued growth depends on a strong, ready-now bench of leaders who can drive sales performance, deliver exceptional guest experiences, and lead high-performing teams. This role directly fuels that future by creating predictable, scalable pathways for early-career talent to enter and grow within the organization.

Additional Information

Experience the best the automotive industry has to offer and apply today. We look forward to sharing our success with the brightest talent out there!