ZipRecruiter

Log In

1

Facing History Jobs (NOW HIRING)

Facing History and Ourselves, Inc

Prospect Researcher

$58K - $65K/yr

Immediate Facing History & Ourselves is a global education non-profit organization that challenges teachers and students to use lessons of history to stand up to racism, antisemitism, and other forms ...

Urban Community School

Aftercare Team Member

Cleveland, OH · On-site

$17.74/hr

Source Cleveland, and Facing History and Ourselves. Outdoor spaces include Doyle Field, a new Little League field, along with a sports mini-pitch, basketball court, lacrosse field, three playgrounds ...

next page

Showing results 1-20

All JobsEducation JobsFacing History Jobs

Facing History information

See salary details

$30.5K

$58.1K

$83K

How much do facing history jobs pay per year?

As of Sep 9, 2026, the average yearly pay for facing history in the United States is $58,099.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,000.00 and $65,000.00 per year, depending on experience, location, and employer.

What is Facing History?

Facing History refers to 'Facing History and Ourselves,' an educational organization that trains teachers to address issues of racism, antisemitism, and prejudice. Professionals in this field develop and deliver lesson plans, facilitate classroom discussions, and provide resources that help students connect history to ethical choices today. Their work focuses on fostering critical thinking, empathy, and civic responsibility among students. These educators often collaborate with schools and communities to create inclusive learning environments where difficult histories can be explored constructively.

What are the key skills and qualifications needed to thrive as a Facing History educator?

To thrive as a Facing History educator, you need a strong background in teaching, history or social studies, and a commitment to equity and social justice, often supported by a degree in education or a related field. Familiarity with Facing History's curriculum resources, digital teaching platforms, and classroom management tools is essential. Cultural sensitivity, strong facilitation skills, and the ability to foster open, thoughtful classroom discussions are key soft skills for this role. These competencies are crucial for creating inclusive learning environments that encourage critical thinking and respectful engagement with complex historical and social issues.

What are some common challenges educators face when implementing Facing History curriculum in the classroom?

Educators often encounter challenges such as facilitating sensitive or difficult conversations, ensuring all students feel safe and respected, and adapting materials to fit diverse classroom needs. Balancing the curriculum with existing academic standards and time constraints can also be demanding. However, many teachers find that with support from the Facing History community and professional development resources, these challenges can be effectively managed and lead to deeply meaningful learning experiences for students.

What is the difference between Facing History vs History Teacher?

AspectFacing HistoryHistory Teacher
CredentialsTypically requires a background in education, history, or social sciences; certifications vary by institutionRequires a teaching credential or certification in education and a degree in history or related field
Work EnvironmentOften works in educational organizations, nonprofits, or as part of curriculum development teamsPrimarily works in schools, classrooms, or educational institutions
Industry UsageUsed in educational settings focusing on social justice, ethics, and historyCommonly used in K-12 and higher education teaching roles

Facing History is a program and approach that emphasizes teaching students about ethics, social justice, and history through specific curricula, often requiring specialized training. A History Teacher, on the other hand, is an educator responsible for delivering history lessons in schools. While both roles involve history, Facing History focuses on a broader pedagogical approach and curriculum, whereas a History Teacher is a role within educational institutions.

More about Facing History jobs

What cities are hiring for Facing History jobs?

Cities with the most Facing History job openings:

What states have the most Facing History jobs?

States with the most job openings for Facing History jobs include:

What job categories do people searching Facing History jobs look for?

The top searched job categories for Facing History jobs are:

Facing History jobs near you
Infographic showing various Facing History job openings in the United States as of September 2026, with employment types broken down into 33% Full Time, and 67% Part Time. Highlights an 100% In-person job distribution, with an average salary of $58,099 per year, or $27.9 per hour.

Prospect Researcher

Remote

Facing History and Ourselves, Inc
Non-Profits • 51 - 200 employees
Learn more about Facing History and Ourselves, Incexternal

$58K - $65K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 15 days ago

Job description

Title: Prospect Researcher
Reports to: Managing Director, Development Strategy & Services
Location: US-Based Home Office
Status: Exempt; Full Time
Salary Range*: $58,000 - $65,000 (IC2/B3)
Start Date: Immediate
Facing History & Ourselves is a global education non-profit organization that challenges teachers and students to use lessons of history to stand up to racism, antisemitism, and other forms of bigotry and hate.
Role Summary
The Prospect Researcher identifies and analyzes information on individual and institutional donors to help the Development team build informed engagement strategies. By delivering a range of research products�from high-level snapshots to in-depth profiles�and conducting critical risk assessments, this role ensures the department has the actionable insights needed to grow the donor pipeline and support strong, well-informed relationship management.
Key Duties & Accountabilities
Prospect Research & Pipeline Intelligence (60%)
  • Produce a standardized "menu" of research products, including in-depth donor profiles, meeting briefings, and at-a-glance event snapshots tailored to specific use cases for executive leadership, senior development staff, and regional teams.
  • Perform research on both individual and institutional prospects (foundations and corporations) to map relationships and identify giving capacity, affinity, and philanthropic history.
  • Conduct thorough due diligence and formal risk assessment vetting to protect the organization and ensure alignment with gift acceptance policies.
  • Partner with event leads to prioritize guest lists and identify "must-know" prospects for signature fundraisers and cultivation events.
  • Partner with the Managing Director, Institutional Partnerships and Strategic Initiatives and grant writing team to produce a steady stream of institutional prospects that support regional expansion.
  • Manage the transition of "Raw Screening" (initial wealth data) into "Qualified Screening" by validating and confirming data to ensure a high-quality donor pipeline.
  • Synthesize information from multiple sources into concise summaries for Development leadership and board bios.

Proactive Identification & Strategic Support (25%)
  • Dedicate consistent time to proactive prospecting to uncover high-potential individuals and institutions not yet assigned to a portfolio.
  • Support specialized strategic needs, such as identifying candidates for Board pipeline growth, expansion into new geographies, and tracking philanthropic trends.
  • Monitor external news and financial filings for indicators of new wealth or shifting interests among potential donors.

Training & Staff Enablement (15%)
  • Develop and deliver standard onboarding and refresher training to help Development staff navigate basic research tools and interpret profiles.
  • Create role-specific guidance for staff on leveraging research tools (e.g., iWave) for local projects and relationship management.
  • Establish and manage clear request protocols and turnaround standards to ensure the department understands how to access research services.
Core Competencies for Role:
  • Strong research and analytical abilities with a skill for synthesizing information from multiple sources into a clear narrative.
  • Disciplined self-starter who takes initiative and manages their own research queue and project timelines independently.
  • Excellent written and verbal communication skills, with a talent for creating brief, readable formats for busy stakeholders.
  • Customer-service mindset, characterized by responsiveness, professionalism, and a commitment to meeting established deadlines.
  • High degree of discretion and integrity when handling sensitive or confidential donor information.
Other Skills & Qualities:
Facing History understands that restrictive job requirements may exclude historically marginalized groups from applying to jobs for which they are qualified. We take an equitable and holistic screening approach. If you feel you have demonstrated experience and expertise relevant to perform this role, please don't hesitate to apply!
  • Minimum 2 years of direct experience in prospect research with a proven track record of producing various research products, including profiles, briefings, and risk assessments.
  • Experience with both individual and institutional research required.
  • Proficiency with prospect research tools (e.g., iWave, LexisNexis, Foundation Directory Online, GrantWatch, RelationshipScience) and CRM systems required; Salesforce experience is a plus.
  • Experience in the nonprofit sector required; background in the education or nonprofit education sector is a significant bonus.
  • Demonstrated ability to work both as a collaborative team member and as a focused, independent contributor.

Benefits Summary: In addition to meaningful and rewarding work, Facing History provides an excellent and competitive compensation and benefits package including medical with a fully employer-sponsored health reimbursement account (HRA), dental, vision, life & AD&D, long-term & short-term disability insurance, 403(b) retirement plan with a discretionary organizational contribution, generous paid time off, an employee assistance program, travel assistance plan, pre-tax commuter spending accounts, flexible spending accounts, voluntary Colonial Life group plans, robust wellness programs through aHealthyMe, an employee discounted marketplace through BenefitHub, weekly virtual yoga and meditation, 403(b) advisement, and a friendly work environment.
Facing History values a diverse workforce and an inclusive culture. We encourage applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, veteran status and record of arrest or conviction, or any other characteristic protected by applicable law. We are an Equal Employment Opportunity Employer.
Our Commitment to Inclusion. Our strength as an organization is directly tied to the diversity of our staff, leadership, educators, students, scholars, and volunteers. We strongly encourage each member of our community to be intentional and self-reflective in their attitudes toward others. This intentionality not only makes for a safer, happier, and more vibrant workplace, but it reflects the ethical framework of the content we produce for teachers and students. Our continued dedication to an inclusive work environment includes facilitating group learning journeys throughout the year and making space for optional employee resource groups. Together we show grace and support to ourselves and our colleagues so that we can all contribute in ways which are meaningful and rewarding.
Remote-first/Hybrid Work Model (US Home Based): Facing History & Ourselves operates in a remote-first/hybrid work model, allowing staff flexibility in both schedules and work locations. This particular position is home-based. Travel is required.
* We strive to offer competitive salaries commensurate with experience in a similar position. New hires are typically brought into the organization at a salary range between the minimum and midpoint depending on experience and in alignment with internal parity.

Apply