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Remote Curriculum Alignment Jobs in Arizona (NOW HIRING)

Bisnow

Director of Recruitment (Sales)

Phoenix, AZ · Remote

$95K - $130K/yr

Agent onboarding curriculum * Role-specific training tracks * Certification standards and ... Alignment of training with operational, legal, and brand standards Qualifications: Required * 5+ ...

Bisnow

Director of Recruitment (Sales)

Phoenix, AZ · Remote

$95K - $130K/yr

Agent onboarding curriculum * Role-specific training tracks * Certification standards and ... Alignment of training with operational, legal, and brand standards Qualifications: Required * 5+ ...

ASU Preparatory Academy

K-5 Digital Adjunct

Phoenix, AZ · On-site +1

Most opportunities, once available, are a remote, part-time employment position. Inactivity over a ... State Aligned Teaching Certificate required (appropriate endorsements may be required depending on ...

All JobsCurriculum Alignment JobsRemote Curriculum Alignment JobsRemote Curriculum Alignment Jobs in Arizona

Remote Curriculum Alignment information

What is the difference between Remote Curriculum Alignment vs Remote Instructional Designer?

AspectRemote Curriculum AlignmentRemote Instructional Designer
Required CredentialsBachelor's degree in Education, Curriculum Development, or related field; certifications in curriculum designBachelor's or Master's in Education, Instructional Design, or related; certifications like ATD or ISTE
Work EnvironmentRemote, collaborative with educators and administratorsRemote, often working with subject matter experts and tech teams
Employer & Industry UsageSchools, educational organizations, e-learning companiesEducational tech firms, universities, corporate training providers

Remote Curriculum Alignment focuses on ensuring educational content aligns with standards and learning goals, often working with existing curricula. Remote Instructional Designer creates and develops new instructional materials and courses, utilizing design principles and technology. While both roles require educational credentials and often work remotely, their core responsibilities differ: one aligns content, the other designs it from scratch.

What is remote curriculum alignment?

Remote curriculum alignment is the process of ensuring that educational materials, lesson plans, and assessments taught online or at a distance align with academic standards and learning objectives. This role often involves reviewing curricula, collaborating with educators, and adapting resources to fit remote learning environments. The goal is to provide students with a consistent and high-quality educational experience, regardless of their physical location. Professionals in this field may use digital tools to track standards coverage and make data-driven decisions.

What are the key skills and qualifications needed to thrive as a Remote Curriculum Alignment Specialist, and why are they important?

To thrive as a Remote Curriculum Alignment Specialist, you need expertise in curriculum development, educational standards alignment, and subject matter knowledge, often supported by a degree in education or a related field. Familiarity with learning management systems (LMS), curriculum mapping tools, and standards databases is typically required. Strong analytical thinking, attention to detail, and effective written communication are crucial soft skills for collaborating with educators and ensuring alignment accuracy. These competencies are essential for creating cohesive, standards-based curricula that enhance student learning and meet institutional goals.

What are some common challenges faced when working remotely in a curriculum alignment role, and how can they be addressed?

One of the main challenges in a remote curriculum alignment role is effective communication and collaboration with educators, administrators, and subject matter experts who may be spread across different locations and time zones. To address this, professionals often rely on digital collaboration tools and structured virtual meetings to ensure everyone is aligned on curricular goals and changes. Staying organized and maintaining clear documentation is also crucial for tracking curriculum standards and feedback. Additionally, proactively seeking feedback and regularly reviewing alignment progress helps keep projects on track and ensures the curriculum meets institutional and regulatory requirements.
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Remote Curriculum Alignment jobs near you
Director of Recruitment (Sales)

Director of Recruitment (Sales)

Bisnow

Phoenix, AZ • Remote

$95K - $130K/yr

Full-time

Posted 8 days ago

Job description

Our SelectLeaders client is a specialized commercial real estate brokerage focused exclusively on hospitality investment sales. They are building a best-in-class platform for high-performing agents to scale their production, income, and long-term career trajectory. Their mission is to become the industry leader in hospitality brokerage, driven by elite talent, strong deal flow, and a high-performance culture.

The Director of Talent, Recruitment & Development (Sales) is a high-impact, revenue-adjacent leadership role responsible for designing and scaling our client's agent recruitment engine from the ground up. This is a strategic builder position, not a traditional HR function and not a brokerage production role, but a critical driver of firm growth.

In this role, you will build and lead the client's national recruitment strategy for top-tier hospitality investment sales talent, creating a consistent pipeline of high-caliber agents while accelerating their ramp to productivity. You will also play a central role in retaining top performers and establishing the systems, training infrastructure, and standards that define  the firm's talent development foundation.

The ideal candidate brings 5–10 years of recruiting experience, with a proven track record of building scalable pipelines, programs, and recruiting infrastructure from the ground up within the commercial real estate industry.

Core Functional Ownership:
  • Sales Agent Recruiting & Pipeline Development
  • Candidate Database Development & CRM Management
  • Agent Onboarding & Time-to-Production
  • Agent Retention & Engagement
  • The Company's Training & Materials
  • Talent Systems, Recruitment and Training Performance Metrics
Key Responsibilities:
  • Lead full-cycle recruiting efforts focused on attracting and hiring top commercial real estate brokerage talent across multiple markets.
  • Develop and execute creative sourcing strategies to identify, engage, and build relationships with high-performing brokers and industry professionals.
  • Conduct market research, talent mapping, and competitive analysis to identify recruiting opportunities and strengthen hiring pipelines.
  • Build and maintain a robust talent hiring pipeline, proactively identifying and nurturing relationships with prospective candidates long before hiring needs arise.
  • Track market movement, broker transitions, and emerging talent to create a sustainable pipeline of future hires.
  • Manage candidate outreach, screening, interview coordination, and offer processes to ensure a seamless candidate experience.
  • Partner closely with leadership to understand hiring needs, growth objectives, and market expansion plans.
  • Maintain and track recruiting activity, candidate pipelines, and hiring metrics within Salesforce and other recruiting platforms.
  • Create and own onboarding efforts and help ensure new hires have a smooth transition into the organization.
  • Create and own the development and delivery of internal company training programs for new employees, including onboarding curriculum, role specific training, certification standards, and ongoing education content.
  • Ensure training alignment with operational, legal, and brand standards, ensuring compliance with national agent requirements.
  • Serve as a brand ambassador, promoting the company's culture, growth opportunities, and value proposition to prospective candidates.
  • Internal Sales Training Ownership, including:
    • Agent onboarding curriculum
    • Role-specific training tracks
    • Certification standards and completion requirements
    • Ongoing education and performance enablement content
    • Alignment of training with operational, legal, and brand standards
Qualifications:

Required

  • 5+ years of experience in talent sourcing, recruiting, or lead generation within commercial real estate.
  • Experience recruiting within commercial real estate brokerage, investment sales, and related professional services.
  • Experience delivering onboarding and training programs for new employees.
  • Strong research, sourcing, and talent-mapping skills.
  • Excellent written and verbal communication skills.
  • Ability to manage multiple markets, searches, and candidate pipelines simultaneously.
  • High attention to detail with strong organizational and follow-through skills.
  • Proven ability to build relationships and engage passive candidates.
  • Ability to travel as needed (up to 15%) if role ends up remote.

Preferred

  • Experience with hospitality investment sales brokerage recruiting.
  • Familiarity with Salesforce, LinkedIn Recruiter, ZoomInfo, and other recruiting platforms and sourcing tools.
  • Understanding of commercial real estate brokerage models, competitive landscapes, compensation structures, and industry terminology.
  • Experience supporting high-growth organizations and scaling recruiting functions.
Compensation and Benefits:

Compensation: $95,000–$130,000 base salary + performance bonus/commission eligibility

Benefits: Total PTO package of 13 days to include 6 paid holidays (provided after 90 days of employment). Our client is a growing organization and we do not currently provide medical, dental, vision, or 401(k) but this is part of the company growth plan.

Location

Phoenix preferred; hybrid office schedule. Open to remote if outside Arizona. Must be authorized to work in the U.S.

EEO Statement

We are an Equal Opportunity Employer and comply with all applicable federal, state, and local employment laws.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.