Senior Director, Talent Acquisition & Workforce Planning

About The Princeton Review 

 The Princeton Review is a leading tutoring, test prep, and college admission services company. Every year, it helps millions of college- and graduate school–bound students achieve their education and career goals through online and in-person courses delivered by a network of more than 4,000 teachers and tutors, online resources, and its more than 150 print and digital books published by Penguin Random House. The company’s Tutor.com brand is one of the largest online tutoring services in the U.S. It comprises a community of thousands of tutors who have delivered more than 22 million one-to-one tutoring sessions. The Princeton Review is headquartered in New York, NY. Follow the company on LinkedIn, YouTube and Instagram. 

About the Position  

We're seeking a strategic and experienced Senior Director, Talent Acquisition & Workforce Planning to build and scale a best-in-class recruitment function for The Princeton Review and Tutor.com’s full and part-time workforce. Reporting to the Head of People, the Senior Director oversees all aspects of talent acquisition, workforce planning, and recruitment operations—combining data-driven insight with a deep understanding of organizational culture to attract, engage, and retain top talent. The Senior Director will work closely with HR business partners, and department leaders to anticipate workforce needs, strengthen talent pipelines, and deliver a streamlined and inclusive candidate experience. This is a vital role for TPR and Tutor.com and has a material impact on our business performance through ensuring we have the talent necessary to serve our diverse student populations.  

What You'll Do  

Talent Acquisition Strategy & Execution 

• Design and implement enterprise-wide talent acquisition strategies aligned with business growth and priorities to support hiring of business-critical roles, e.g. full-time staff, teachers, tutors, and on-campus ambassadors.  
• Create a multi-year talent acquisition strategy that reflects a high volume, cyclical recruitment operation to sustain and grow the company’s instructor and tutor workforce.  
• Lead the full recruitment lifecycle, ensuring best-in-class candidate experiences and strong partnerships with hiring managers. 
• Build and sustain diverse talent pipelines through proactive sourcing, employer branding, and strategic partnerships. 

Workforce Planning & Forecasting 

• Partner with senior leaders, the people team and Finance to forecast hiring needs and align headcount plans with business objectives. 
• Develop workforce planning models to anticipate talent gaps, critical skill needs, and future capacity requirements. 
• Translate workforce data and analytics into actionable insights to inform organizational decision-making. 
• Partner with operations and finance to demand plan staffing needs; partner with stakeholders to create a formulaic, scalable and repeatable approach to demand planning. 

Leadership & Team Management  

• Lead, mentor, and develop a high-performance team of recruiters responsible for day-to-day recruitment activities across the enterprise.  
• Set clear goals, track performance metrics, and ensure accountability to deliver results against hiring targets. 
• Partner with executives and senior leaders to understand evolving talent requirements and ensure recruiting strategies meet organizational priorities. 
• Champion employer branding initiatives to position the company as an employer of choice and attract top talent. 
• Foster a collaborative, inclusive, and high-engagement culture within the recruiting team. 
• Provide ongoing coaching and professional development to build recruiting capability and leadership bench strength. 

Talent Acquisition Operations  

• Establish, monitor, and track key performance metrics (e.g., time-to-fill, quality-of-hire, cost-per-hire) to assess talent acquisition effectiveness. 
• Provide workforce analytics and talent market intelligence to support leadership in making evidence-based decisions. 
• Continuously improve recruitment processes, systems, and tools to ensure efficiency and scalability and a best-in-class candidate experience 
• Configure and roll-out an enterprise new applicant tracking system that meets the business’s operational and data needs.  

Who You Are  

• You have 15+ years of progressive experience across full-cycle talent acquisition; experience in a start-up and/high volume recruiting environment.  
• You bring experience overseeing a high volume, cyclical recruitment function is required, having recruited and hired simultaneously, many staffs serving in the same role, e.g., teachers, tutors, store associates, sales reps, etc.,  
• You demonstrate a track record of building and executing successful proactive sourcing strategies that generate hires from passive as well as active sourcing.  
• You are a systems and strategic thinker, with proven experience building effective operational processes that enhance the talent acquisition experience for both staff and candidates.  
• You are a strong relationship builder and are able to engage and influence a diverse range of stakeholders of all levels to increase their capacity to participate in recruitment efforts and to build a culture of recruitment. 
• You bring adept experience managing and serving as a super-admin of Applicant Tracking Systems to ensure recruitment is data informed and strategic.  
• You model collaborative, inclusive leadership that balances strategic vision with operational excellence. 

What We Offer 

The Princeton Review is an equal employment opportunity employer. The Princeton Review’s policy is not to discriminate against any applicant or employee based on, and all qualified applicants will receive consideration for employment without regard to, race, color, religion, national origin, sex, sexual orientation, gender identity or expression, age, marital status, disability, military status, genetic information, or any other basis protected by applicable law. The Princeton Review also prohibits harassment of applicants or employees based on any of these protected categories. It is also The Princeton Review’s policy to comply with all applicable laws respecting consideration of unemployment status in making hiring decisions. 

The Princeton Review is a drug-free workplace. 

Pursuant to, and consistent with, any applicable state or local laws, such as the Los Angeles Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance for Employers, New York City Fair Chance Act, Philadelphia’s Fair Chance Hiring Law, and San Francisco Fair Chance Ordinance, The Princeton Review will consider for employment qualified applicants with arrest and conviction records. 

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 

To Apply:  

As part of your application, please include your resume and a thoughtful cover letter, addressed to Presceia Cooper, SVP, People, outlining how your skills and experience meet the qualifications of the position. 

 The salary range for this role is $130-$150K annually. 

The Princeton Review offers a competitive salary and benefits package, commensurate with experience and skills.