ETCH Jobs of the Week 10/04/24
Mining Engineering in Iran -> Talent Mining in EdTech
ETCH Jobs of the Week (JOTW) is a collaboration between ETCH (now The EdSheet at Whiteboard Advisors), your home for EdTech news and information; and my recruiting practice, Tenzing, which helps orgs positively impacting education efficiently attract, source, vet and hire mission-aligned talent.
Ev is back from sabbatical, lots to reflect on and share in the coming weeks, but for this week…
An interview with Fazilat Nassiri
Can you tell us about your journey to the US?
I moved to the US in 2013 from the UK. Before that, I lived in Iran, where I earned my bachelor's degree in Mining Engineering, and then in the UK, where I obtained my master's in International Business Management.
After completing my master's, I worked in the media industry (satellite TV) in London for a few years. I had the opportunity to move to the US with my partner at the time, and I said yes. Driven by my curiosity and a desire for change, I developed an interest in early-stage startups and the technology sector. This led me to join UC Berkeley’s startup incubator, initially as a volunteer and eventually as an employee for three different seed and early-stage startups.
How did you get into talent acquisition within EdTech?
I joined Entangled Ventures as an Operations Manager in 2016, when the company had just 5-10 people. Early on, it became clear that hiring was one of the organization’s most crucial goals. My manager at the time, Mat Frenz, asked if I could assist with recruitment, and I eagerly accepted the challenge. Over the next few years, recruiting became an increasingly significant part of my daily responsibilities.
Leadership at Entangled emphasized the need for highly intelligent and capable individuals to join our team and advance our mission. Equally important was ensuring that these new hires brought diverse backgrounds, perspectives, and skills.
I made it my mission to master recruiting best practices and learn how to attract a diverse workforce. The more I learned and the more individuals we brought on board, the more I grew to love this work.
Part of what draws me to recruiting is the collaborative effort involved. Hiring isn’t done in isolation; it’s a team endeavor. At Entangled and later at Guild, I was fortunate to work with an incredible team and excellent leaders. Every successful hire brought me immense pride in their accomplishments. When a hire didn’t work out, we used it as a learning opportunity to refine our process, interviews, or candidate evaluations, ensuring we improved continually.
You were part of a significant merger and acquisition within EdTech. Can you share some of your learnings from that experience?
In May 2020, Entangled Ventures was acquired by Guild Education. The two organizations shared a lot in common, and our leaders were closely aligned in mission and vision. However, significant effort was required to fully integrate the two companies.
From my perspective, I loved the new challenges of working at a larger organization. The team at Guild was incredible, and people were very passionate about their work.
I also realized that the strategies and skills that had made me successful at Entangled did not necessarily translate to the new environment. My strengths and passion for working in early-stage startups, where everyone wears multiple hats, did not align as well with the structured environment of a larger organization (Guild was roughly 400 people when we joined and 1200 when I left). This was a valuable learning experience for me. I’ve since updated my understanding of both where I thrive and how to evaluate which candidates are best suited for different companies.
What led you to start your own business? Can you tell us about your founding story?
I’ve known since I was a teenager that I wanted to start my own business. For a long time, I dreamt of opening a bookstore, motivated by a desire to read all day. In my 20s, I realized that this alone wouldn't make for a successful business.
When I left Guild, I had the opportunity for deep soul-searching. Reflecting on the times I felt the most joy at work, I discovered that my passion lies in working with early-stage companies and entrepreneurs. The pace and expectations at a 50-person company are different from that of a 500-person company.
With my experience in early-stage startups across various sectors and the lessons learned from each hiring mistake, I developed a talent for finding like-minded individuals who thrive in these dynamic environments.
I love placing people in settings where they can build meaningful products and services that make a significant impact. One of my managers at Entangled often said, “We hire force multipliers.” That's exactly what I wanted to do, so I took the leap.
My first client was Geoff Watson, an executive from Entangled and Guild who had moved to a Minerva. My second client was George Vinton, whom I had helped hire at Entangled and who had since started Common Group. They took that leap with me, and I knew I wanted to continue this work.
You’ve worked with a number of different ventures in EdTech, as well as job seekers. First, when it comes to hiring, what advice do you have for founders?
Who you hire truly matters. It’s more important than your idea or your mission. The right people can help you soar, learn as you go, and pivot when needed, while the wrong people can derail even the best-laid plans. Getting those first hires right is critical, creating a virtuous cycle where other amazing people want to join them. That’s what made Entangled so special.
Be as clear as possible about what you’re looking for. Instead of listing numerous requirements, education, or past work experiences, focus on what the new hire will need to accomplish in their first 6-12 months and the skills and competencies necessary to achieve those goals. Keep an open mind about where they might have honed those skills during their career journey. Focus on skills and potential, not on schools and pedigree.
Pay attention to value alignment between yourself, the organization, and the people you hire. Ask yourself, "Who in our current team best embodies the organization's values? Who do we wish we could clone in terms of how they approach work, not just what they do?" Conversely, consider who seemed like a good fit on paper but wasn’t successful, and why. These questions can guide you in identifying the right candidates and avoiding the wrong ones.
I like this framing I learned: value fit and culture add. If you’re looking to build a cult, seek culture fit, but to build a great company, you need individuals who are value-aligned and culture-additive.
What about job seekers in EdTech?
Get clear on what you’re looking for. Identify the kind of work that brings you joy and what you dislike doing. Understand which types of environments help you thrive and where you feel stifled. Once you have this clarity, it becomes easier to evaluate which jobs and companies will suit you and which will not.
Build your network in this space. There is plenty of advice on how to do this, but generally, focus on building relationships that are mutually beneficial. Attend networking events, join Slack communities, reach out to people you admire on LinkedIn, and be clear about what you’re trying to accomplish and how you can offer value.
As you start your job search, cast a wider net than what you think you’d ideally like to do. It's a tough market for job seekers, and sometimes rigid ideas about what you want can limit your opportunities. You don't have to accept any job that doesn't meet your needs and interests, but keep an open mind.
Once you start interviewing, don’t underestimate the question: “Tell me a little about yourself.” When responding, frame your past experience by focusing on skills and competencies, not just titles or industries. Highlight your strengths, your accomplishments, and what you want from your career over the next few years. Importantly, share your values and who you are outside of work. Think of this response as a trailer to your career and personality, not the full-length feature film.
What are you reading?
I just finished reading "In Memoriam" by Alice Winn and loved it! It's a love story set in WWI between two soldiers that I found deeply moving. I finished it a week ago, and I’m still thinking about it. 0
"Poor Deer" by Claire Oshetsky was both tender and hauntingly creepy. I listened to this one as an audiobook, and it was chef’s kiss.
Currently, I'm reading "I Who Have Never Known Men" by Jacqueline Harpman. It gripped me from the first page. Although I’m still early in the book, I love a great post-apocalyptic story and the challenge of maintaining our humanity and friendships in the face of devastation.
If non-fiction is more your pace, I'm making my way through "Slow Productivity" by Cal Newport. Everything he writes is gold, so I highly recommend getting a copy and diving in.
Don’t forget to connect here with Fazilat Nassiri, Founder of Gold Talent:
Now, let’s get to the Jobs of the Week…
Art of Problem Solving | Math Curriculum Developer (EdTech)
Location: San Diego, CA (Hybrid)
Education Focus: K-12
Mission: Empower the next generation of problem solvers by creating engaging, challenging math content that fosters critical reasoning and problem-solving skills.
Job Summary: Develop and expand the Beast Academy curriculum for elementary students, creating courses, activities, and puzzles for in-person and online delivery. Work closely with the AoPS Academy to design engaging, cognitively demanding math tasks for advanced learners. Teach newly developed or revised courses to stay connected with students, while advancing online course design and delivery tools. Collaborate on specialty courses for high-level math students, including competition training. Ideal candidates have a passion for math education, strong problem-solving skills, and experience in curriculum design or teaching.
Compensation: $60K-$110K + bonuses
Per Schola | Director, National Business Development, Talent Solutions
Location: Remote, US
Education Focus: Tech training for underserved communities
Mission: Promote economic equity through no-cost tech training for diverse learners, preparing them for high-growth careers
Job Summary: Per Scholas seeks a Business Development professional with extensive staffing, account management and/or recruiting sales experience. This individual will come in with a goal of bringing in new business accounts covering all products. You will establish new Talent Solutions clients with a focus on connecting Per Scholas IT/Technical alumni to these clients. Success in this role is measured by achievement of sales revenue and meeting revenue goals. This position has a national scope.
Compensation: $95K-$100K, plus annual performance bonus.
Pathstream | Director, Enterprise Sales
Location: New York, NY (Hybrid)
Education Focus: Upskilling and career development solutions for frontline employees
Mission: Drive workforce transformation through digital upskilling, improving productivity and retention at Fortune 500 companies
Job Summary: Reporting to CRO, lead enterprise SaaS sales efforts, targeting Fortune 500 companies undergoing digital transformations. Responsible for new business development, account management, and sales strategy, collaborating with internal teams to scale solutions.
Compensation: $138K-$180K base, OTE up to $350K + equity
Kira Learning | Senior Director of Product Marketing
Location: New York, NY (On-site)
Education Focus: Curriculum and tools for computer science and AI education
Mission: Kira Learning aims to revolutionize AI technology to guarantee superior learning accessible to everyone.
Job Summary: Lead product marketing efforts, with a focus on driving user acquisition and increasing engagement. Develop go-to-market strategies, craft compelling narratives, and collaborate closely with product and sales teams to position offerings effectively. This role demands 12+ years of marketing experience, with a strong understanding of education technology and a passion for driving growth in the sector.
Compensation: $170K-$200K + equity
Udemy | Enterprise Account Executive, UBLA
Location: Remote (New York, NY)
Education Focus: Leadership development through cohort-based learning
Mission: Provide flexible, effective skill development to empower organizations and individuals.
Job Summary: Develop new business and upsell opportunities, manage full sales cycles, and collaborate with internal teams to meet enterprise customer needs. Focus on leadership development programs to foster growth across organizations. The role includes negotiating with senior executives, managing a sales territory, and executing account-based selling strategies. Candidates should have 7+ years of enterprise sales experience, ideally within leadership development.
Compensation: $246K-$290K OTE
Need more hire power? Tenzing will do all the legwork (e.g., sourcing, vetting, and managing the hiring process) for half the cost of traditional headhunters.