A Publication of WorkMonger
and TrulyHired
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The “Big Rocks Theory” is a popular story emphasizing the importance of prioritizing what’s in your life. Understand the difference between important and urgent, and focus your efforts on the former in order to improve your leadership capacity.
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OpEd/Conversation Starter
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It’s not surprising that the big rocks metaphor has become a staple of productivity and time-management. While it's agreed upon that one should prioritize the important tasks first, many think that the next step must be cramming in as much gravel, sand and water as you can, which can be counterproductive.
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What WorkMonger is reading right now.
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If you’re like most managers we know, it probably feels like stuff is constantly coming at you—emails, meetings, materials to review, people popping into your office (or inbox) with questions. This feeling of overwhelm is all too common. This article covers personal practices that can help you and your team get your most important work done sustainably.
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Career Corner: Ask a Recruiter
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“Why are you interested in this role?”
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I’ve interviewed many candidates over the years, who, in an attempt to convey humility, overemphasize their desire and willingness to grow during the interviewing process instead of the value they can offer a team. Typically, this looks like an employer asking “why are you interested in this job?” and the candidate answering, “I see this as a real opportunity to learn new skills and grow as a professional.”
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While a candidate’s desire and willingness to grow is absolutely appealing to a potential employer, it’s not the reason they are going to hire you. Think about it this way - anytime a job openings exists, it means that an employer has a problem they need solved by a new hire. It’s likely that there’s a capacity or skill gap on a particular team (or a combination of the two). As a candidate, you must convey your ability to solve an employer’s problem throughout the hiring process - from the application to the interview. When an employer asks you why you’re interested in a role, they’re trying to determine how your professional background and interests align with their job opening.
Let’s say you’re currently a teacher who is interviewing to manage the logistics and communications functions within an educator certification program. Even if the job might offer you the chance to learn and grow, an ideal answer will focus on your understanding of how the person performing that role will spend their time. Here’s a strong, sample answer:
“I was attracted to this position because I’ve seen first-hand how logistics and communications systems can either help or hinder new teachers completing rigorous teacher certification programs. Given the massive teacher shortages too many school districts are experiencing, I’m eager to leverage my attention to detail and project management skills to make the process as smooth as possible for all the prospective teachers going through this program. My favorite part of being a teacher was less about delivering lessons, and more about planning the scope and sequence of units, and collaborating with my team to analyze data and make strategic adjustments to how we taught. I also organized all end of year field trips for 300 students and 15 adults for the last 4 years, so I’m adept at managing logistics and communications involving a lot of stakeholders! I see this role as an exciting opportunity to translate my experiences planning and organizing a variety of initiatives to ensure the teachers going through this program are set up for success and engaged throughout the process. I also understand your team is known for offering strong mentorship and culture, and I’m excited to join a team where I’ll have ample opportunities to learn and grow as a leader and professional.”
This is a strong answer because the candidate shows a strong understanding of the problem this role exists to fix (developing and using strong systems to coordinate a teacher certification program), they can identify transferable experiences from their past role, and they still share an eagerness to grow without it overshadowing their technical fit for a role.
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Create or Update Your JobSeeker Profile
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WorkMonger’s mission is to bring lasting systemic change to the education sector by revolutionizing how education organizations and professionals connect for meaningful, non-teacher positions. Apply today to work at WorkMonger!
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Zearn is the nonprofit educational organization behind Zearn Math, the top-rated math learning platform used by 1 in 4 elementary students nationwide. They are looking for a talented, multi-tasking Partner Success Manager who has outstanding communication skills and white-glove level client service skills (both external & internal). The Partner Success Manager will act as a critical connection to users as Zearn work to educate, support, deepen, and expand partnerships with schools and districts.
The ideal candidate has 7+ years of experience in K-8 education and 2+ years of experience in a school / district leadership position (e.g. Director of Math, Principal).
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Rocketship Public Schools believes that every student deserves the right to dream, to discover, and to develop their unique potential. They are looking for an experienced finance professional to be their Financial Analyst. The Financial Analyst will participate in budgeting, forecasting, long-range planning, monthly and quarterly reporting, and tracking KPIs relevant to the organization.
The ideal candidate has 5+ years of relevant finance experience, including monthly close, quarterly reporting & annual operating planning processes. This person also possesses a strong understanding of financial statements & GAAP.
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The Houston Independent School District is the largest school district in Texas and the eighth-largest in the United States. It serves over 194,000 students at 276 campuses and is one of the largest employers in Houston, with about 27,000 team members. HISD is looking for a talent leader to be their Executive Officer - Talent Strategy. Serving as the primary advisor to the Chief Talent Officer (CTO), this person will assist in leading and managing the district’s strategic and operational work related to employee recruitment, development, engagement, support, and retention. At the direction of the Chief Talent Officer, they will provide leadership and direction for special and/or cross-functional projects, coordinate activities that involve all members of the Chief Talent Officer’s senior leadership team, and/or serve as a representative of the Chief Talent Officer in meetings with staff members across departments and external stakeholders.
The ideal candidate has 4+ years of experience in multiple human capital functional areas including, but not limited to, recruiting, staffing, onboarding, employee benefits, certification, compensation, evaluation, talent development, retention, employee/labor relations, and human capital data and systems. This person also has 2+ years of experience managing people as a direct supervisor.
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HISD is looking for a Talent Development Leader to be their Executive Officer - Talent Development. This Executive Officer will lead and manage the Talent Development department, which includes four units responsible for: (1) the district’s in-house alternative certification programs, (2) new teacher induction activities, particularly including the coordination of a peer mentoring program leveraging site-based teacher leaders, (3) employee evaluation systems for teachers, principals, and all other employee groups, and (4) a teacher assistance and review program that supplements school-based capacity for teacher observation and feedback. They will serve as a member of the Chief Talent Officer’s senior management team, collaborating to oversee and support execution of the district’s talent strategies.
The ideal candidate has 4+ years experience being responsible for systemic professional learning strategies and activities. This person also has 2+ years experience leading a large team, with 2+ years of experience as a public school teacher. Direct experience working in a large urban school district is highly preferred.
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Education Open Doors is seeking an experienced talent leader to be their Manager of Talent. The Manager of Talent is responsible for overseeing organizational culture, talent acquisition, and HR procedures for the organization. This individual is crucial in ensuring Education Opens Doors recruits and onboards its new staff effectively. Additionally, an eye for detail and customer service is necessary for providing quality HR support to new and existing staff members.
The ideal candidate has 3+ years in a talent and/or human resources role. Experience working in a non-profit or urban school setting preferred.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with non-teaching roles at impact-driven education organizations. Here are a few of the amazing roles we have available. Check them out and apply if you're interested!
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