Executive Vice President, Chief Revenue & Development Officer
Teach for America
ROLE TITLE: Executive Vice President, Chief Revenue & Development Officer
POSITION REPORTS TO: Jemina Bernard, President and Chief Operating Officer
APPLICATION DEADLINE: January 8, 2024
LOCATION: Remote, flexible
WHAT YOU’LL DO
Teach For America has set an ambitious goal: By 2030, twice as many children in communities where we work will reach key educational milestones indicating they are on a path to economic mobility and co-creating a future filled with possibility. To reach this goal, we will need to simultaneously deliver on our chief value proposition (i.e., attracting, developing and matching equity-oriented leaders) and continually evolve how we do so (e.g., scaling up a tutoring pilot program), to best meet the needs of our communities. As our next Chief Revenue & Development Officer, your charge will be to ensure we have a diversified revenue strategy that supports these objectives and is executed in ways that propel us toward our ambitious goal.
WHAT YOU’LL BE RESPONSIBLE FOR
As the overall leader of our revenue and development work, you will:
- Develop strategy to maximize all streams of private and public revenue to provide sustainable resources toward TFA’s impact, including through continuing to successfully implement a new economic model.
- Lead an enterprise-wide team working at a time of significant shifts in strategy and approaches, whose charge is to grow, strengthen, and diversify TFA's philanthropic partnerships in ways that optimize and maximize contributions to our impact.
- Inspire champions: represent TFA’s work to internal and external stakeholders - and prepare and collaborate with other senior leaders, especially the CEO and our local Executive Directors, to drive TFA’s external brand and build champions.
- Hold the responsibility and accountability for generating over $255M in annual revenue - creating and evolving the incentives, processes, systems, and structures necessary to have the thriving revenue and development operation to do so.
As a senior executive leader, you will also:
- Manage a high-performing, diverse and inclusive team: recruit, hire, develop and retain exceptional, diverse and equity-minded talent; practice inclusive team management practices that result in high levels of engagement and belonging; align on vision, priorities and role expectations with all team members and ensure a high degree of alignment between org goals, team goals and individual role goals.
- Promote organization-wide systems and practice improvements that advance our mission and progress toward our 2030 year goal: identify and change practices, structures, and policies - on your own team and in the organization broadly - to make them more impactful, agile, inclusive and equitable and to create a deeper sense of belonging among our staff.
- Operate as an organizational leader and steward: engage rigorously to inform organization-wide strategy, budget and other key decisions; own the success of decisions once made; build strong, trusting relationships across the organization and model our core values and diversity, equity and inclusiveness commitments; represent organizational decisions; steward resources and ensure team compliance in critical areas; stand powerfully in uncertainty and while adapting when/where necessary; demonstrate high emotional intelligence and strong judgment.
- Minimum of 15+ years of relevant professional experience including at least 5 years in a leadership role where you developed and drive enterprise-wide strategy; fundraising experience required but it is not required that you have been a career non-profit fundraiser.
- Track record of achieving exceptional results.
- Track record as an exceptional manager of high-performing, diverse and inclusive teams; past experience managing large teams (> 25) including managing managers.
- Ability to travel to in-person engagements and gathering ~1x month.
- Some evening and weekend work required driven largely by board member and funder availability.
- Strategic and systems thinking: can analyze internal and external data and multiple formal and informal inputs and accurately discern signals that should inform strategy; able to see the whole and identify inflection points and levers to make the greatest positive change throughout the system to contribute to our impact and minimize risk.
- Operational excellence, people leadership and change management: able to point to multiple examples over several years of achieving ambitious outcomes in leadership roles; knows how to operationalize and manage strategy to achieve excellence; exceptional ability to inspire and manage team execution toward high quality results; is able to steward teams effectively as they navigate change.
- Storytelling and persuasive writing: can leverage a variety of vehicles to tell a compelling and clear story about our strategy and the potential for its impact; is an exceptional, persuasive writer and editor; uses data, stories, analogies and examples to illustrate points in the most compelling ways.
- Relationship building and emotional intelligence: exceptional ability to influence and build strong relationships and a high degree of emotional intelligence.
- Understanding of racial equity and inequity, including how it plays out within organizations; an ability to spot the potential for racial disparities and propose solutions that advance racial equity; a commitment to continually developing in this area.
YOUR FUTURE TEAM
The Enterprise-Wide Development team builds and strengthens Teach For America’s philanthropic partnerships. Our team inspires donors to invest in the future of our country by investing in TFA’s work with students nationally and regionally. We help educate staff in the knowledge and practices of fundraisers. Our team is responsible for ensuring that our fundraising infrastructure supports and sustains TFA’s ambitious short- and long-term mission.
The applicable salary range for each U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint depending on qualifications, internal equity, and the budgeted amount for the role.
The expected salary ranges for this role are set forth below. These ranges may be modified in the future.
Tier A: $242, 600 -- $388,000
Tier B: $229,900 -- $422, 900
Tier C: $286,300 -- $457, 800
THE HIRING PROCESS
The application deadline for this role is January 8, 2024 and we will notify and begin interviewing candidates after that time. We hope to have a leader hired for this role by April 1, 2024 although a start-time may be later than this, depending on a candidate’s availability. Finalist candidates can expect to engage in three rounds of interviews with requests made for artifacts that reflect past work. Candidates will also have the opportunity to read more about the current work and share thoughts during the interviews.
By joining staff, you join a network of individuals committed to pursuing equity for all students and developing themselves as professionals in the process. We as an organization value the longevity of our employees and offer a comprehensive and competitive benefits plan. The salary range for this U.S.-based role is based on where the employee works and is aligned to one of 3 tiers according to a cost of labor index in that geographic area. Starting pay for the successful applicant will depend on a variety of job-related factors, which may include education, training, experience, location, business needs, or market demands.