Graduate Program Assistant Jobs in Saint Louis, MO

Location
ST. LOUIS, MO 63130Scheduled Hours
37.5
Position Summary
The Assistant Dean of Recruitment holds one of the most rewarding mandates at Olin Business School: surfacing the next generation of leaders to Olin, connecting them to a storied community, and helping them discern the purpose that will shape their careers. Olin is in the midst of a deliberate transformation, and this role plays a key part in advancing Olin's proud legacy and furthering WashU's role in driving impact.
The Assistant Dean of Recruitment is the front-line sales leader of Olin Business School's full-time graduate recruitment function covering the full-time MBA and entirety of the specialized master's portfolio. This person manages all full-time program recruiters-domestic and international-as one team, with direct accountability for recruiter activity, funnel velocity, and conversion from first inquiry through deposit. The mandate is sales activation and management: install a shared methodology, set clear activity standards, run a disciplined weekly coaching and inspection cadence, and make personnel decisions based on measurable performance. The Assistant Dean is responsible for further building the team around defined territory and program circuits and helping to develop the existing team as well. The role owns the events and travel calendar, the qualification and speed-to-lead standards, and the recruitment side of the partnership with Marketing & Communications and Strategic Insights. The ideal candidate has led recruiters or salespeople against measurable targets and coached them to hit those targets, has lived inside graduate enrollment, and finds energy in the art and grit of pipeline management: strategize, test, tinker, coach, repeat. This is a player-coach seat for someone who likes to captain a team and lead it to victory.
Job Description
Primary Duties & Responsibilities:
Recruitment Strategy

• Build and maintain the recruiting playbook: qualification scripts, discovery frameworks, objection handling, and program-fit guidance recruiters use in every candidate conversation. Partner with Marketing Communications on prospect communications (emails, texts etc.) from the point of candidate entry throughout the funnel.
• Design and execute the annual recruitment travel and events calendar across all territories: domestic feeder circuits, outstate circuits, veteran and specialty channels, and international trips
• Set three to five activity KPIs per recruiter (e.g., outreach volume, speed-to-lead, event-to-inquiry conversion, qualified inquiries generated, application submission rate) alongside a defined set of outcome metrics owned by the team (qualified inquiry volume, application volume, admit conversion, deposits by program).
• Define a speed-to-lead standard for every inquiry channel. No qualified inquiry waits
• Establish precise pipeline stage definitions and entry/exit criteria in Slate, in partnership with the Director of Admissions Operations.
• Measure every event and trip on cost per qualified inquiry and cost per application. Kill what does not convert; scale what does
• Feed structured field intelligence upward-what candidates are asking, where competitors are winning, which messages convert-to inform scholarship, positioning, and class-shaping decisions made above this role.

Team and Culture

• Directly manage all full-time program recruiters-domestic and international-as a single team with one culture, one methodology and one standard of performance.

• Hire new recruiters into defined circuit assignments; integrate inherited recruiters into the same methodology and standards.

• Coach recruiters through direct observation across phone calls, live candidate interactions, event planning and execution, and other key prospect touch points.

• Design and deliver the recruiter training curriculum: onboarding for new hires, ongoing skills development, and structured practice (role play, call review, message critique).

• Build one team culture across domestic and international recruiting: competitive, mutually supportive, resilient, and accountable to shared numbers.

• Develop bench strength: identify and grow future senior recruiters and team leads from within.
• Make performance decisions quickly and with integrity when standards are not met. This is a managed sales team, not a loosely coordinated staff.

Operating Rhythm

• Run weekly pipeline inspections with the recruitment team: review activity against standards, inspect stage movement, strategize on stalled candidates, and assign corrective action with deadlines.

• Partner with Strategy & Insights team to establish tools and tracking mechanisms that efficiently provide essential to recruiters to inform their day-to-day activity.

• Track and enforce activity KPIs and team outcome metrics for every recruiter.

• Enforce the speed-to-lead standard across every inquiry channel.

• Inspect the full-time funnel-inquiry through deposit, domestic and international-weekly at minimum, by program, territory, and recruiter.
• Identify conversion stalls early and intervene directly: reassign candidates, escalate outreach, adjust messaging, or change recruiter behavior
• Assign territories and travel plans to recruiters; hold them accountable for pre-event outreach, on-site execution, and post-event follow-up within the speed-to-lead standard.

Partnerships

• Serve as the recruitment function's single operational counterpart to Marketing & Communications, Strategic Insights, and other key internal partners.

• Co-own the webinar program: recruitment sets topics, audiences, and follow-up; marcomm provides promotion, production, and brand.

• Specify the handoff from marketing-generated inquiry to recruiter contact, and hold recruiters accountable for their side of it.

• Own the Student Ambassadors program and collaborate with faculty and other key mission-aligned constituencies.
• Coordinate with school and university partners on corporate feeder relationships and employer pipelines; execute the field motion within strategies owned at the Associate Dean level.

Working Conditions:
Job Location/Working Conditions

• Normal office environment.

Physical Effort

• Typically sitting at a desk or table.

Equipment

• Office equipment.
• 10-20% travel including domestic recruiting circuits, international recruitment trips, employer visits, and ride-along coaching with recruiters. Peak travel during fall and early spring recruitment cycles

The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management reserves the right to revise or amend duties at any time.
Required Qualifications
Education:
Master's degree
Certifications/Professional Licenses:
No specific certification/professional license is required for this position.
Work Experience:
Higher Education (5 Years)
Skills:
Not Applicable
Driver's License:
A driver's license is not required for this position.
More About This Job
WashU seeks highly motivated individuals who are able to perform duties in a manner consistent with our core mission and guiding principles.
Preferred Qualifications
Education:
PhD or terminal degree or combination of education and experience may substitute for minimum education.
Certifications/Professional Licenses:
No additional certification/professional licenses unless stated elsewhere in the job posting.
Work Experience:
No additional work experience unless stated elsewhere in the job posting.
Skills:
Academic Affairs, Confidentiality, Cross-Functional Teamwork, Curriculum Implementation, Decision Making, Experiential Travel, International Education, Interpersonal Relationships, Leadership Initiatives, Oral Communications, Professional Etiquette, Sound Judgment, Strategic Thinking, Student Affairs, Written Communication
Grade
G15
Salary Range
$84,200.00 - $148,500.00 / Annually
The salary range reflects base salaries paid for positions in a given job grade across the University. Individual rates within the range will be determined by factors including one's qualifications and performance, equity with others in the department, market rates for positions within the same grade and department budget.
Questions
For frequently asked questions about the application process, please refer to our External Applicant FAQ.
Accommodation
If you are unable to use our online application system and would like an accommodation, please email CandidateQuestions@wustl.edu or call the dedicated accommodation inquiry number at 314-935-1149 and leave a voicemail with the nature of your request.
All qualified individuals must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.
Pre-Employment Screening
All external candidates receiving an offer for employment will be required to submit to pre-employment screening for this position. The screenings will include criminal background check and, as applicable for the position, other background checks, drug screen, an employment and education or licensure/certification verification, physical examination, certain vaccinations and/or governmental registry checks. All offers are contingent upon successful completion of required screening.
Benefits Statement
Personal

• Up to 22 days of vacation, 10 recognized holidays, and sick time.
• Competitive health insurance packages with priority appointments and lower copays/coinsurance.
• Take advantage of our free Metro transit U-Pass for eligible employees.
• WashU provides eligible employees with a defined contribution (403(b)) Retirement Savings Plan, which combines employee contributions and university contributions starting at 7%.

Wellness

• Wellness challenges, annual health screenings, mental health resources, mindfulness programs and courses, employee assistance program (EAP), financial resources, access to dietitians, and more!

Family

• We offer 4 weeks of caregiver leave to bond with your new child. Family care resources are also available for your continued childcare needs. Need adult care? We've got you covered.
• WashU covers the cost of tuition for you and your family, including dependent undergraduate-level college tuition up to 100% at WashU and 40% elsewhere after seven years with us.

For policies, detailed benefits, and eligibility, please visit: https://hr.wustl.edu/benefits/
EEO Statement
Washington University in St. Louis is committed to the principles and practices of equal employment opportunity. It is the University's policy to provide equal opportunity and access to persons in all job titles without regard to race, ethnicity, color, national origin, citizenship (where prohibited by federal law), age, religion, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or genetic information.