• Source candidates using job portals, LinkedIn, databases, referrals, and networking. • Screen resumes and evaluate candidates based on role requirements. • Conduct initial telephonic/virtual interviews to assess skills and fit. • Maintain candidate data in database. • Assist in building and nurturing a strong talent pipeline. • Collaborate with recruiters and account managers to understand job requirements and deliver quality profiles. • Support recruitment team with ad-hoc tasks such as market mapping and reporting.

Role Description Relay Graduate School of Education (Relay) is an accredited not-for-profit institution of higher education serving thousands of educators from across the country, from pre-service teachers to system-level leaders. Our mission is to ensure that all students are taught by excellent educators, in order to build a more just world where every student has a clear path to a fulfilling life. Relay’s Innovation team is developing an AI-powered simulated classroom that allows teacher candidates to practice instructional scenarios with virtual students before entering real classrooms, grounded in Relay’s deliberate practice framework. The simulator is live and in use in early pilots, and the project is now moving into a phase of scaling existing pilots and evaluating development paths for a more fully-featured v2. Reporting to the Head of Product, the Fractional Technical Lead will provide engineering leadership during this transition and growth period, partnering on technical strategy while managing junior engineers and external development partners on a day-to-day basis. This role is well-suited to a player-coach who is equally comfortable reviewing code and shaping team structure decisions, and who can operate effectively in a small, fast-moving lab environment that mixes in-house and contracted technical work. Role’s Contributions (Duties and Responsibilities): - Engineering Management (40%): - Manage two junior engineers on a day-to-day basis, including task scoping, unblocking, and code review. - Translate product priorities into well-scoped engineering tasks appropriate for junior-level execution. - Ensure contributions meet production quality standards before merging. - Vendor and Partner Collaboration (35%): - Serve as the primary technical liaison to external development partners. - Monitor and evaluate external partners’ deliverables. - Review and scope incoming technical requests before assigning to junior engineers or external partners, or taking on the work directly. - Strategy and Planning (25%): - Synthesize findings from ongoing prototypes and develop a considered point of view on tech stack options. - Provide recommendations on team structure: internal hiring, continued outsourcing, or a mixed model. - Prepare structured options analyses for leadership. - Other duties, projects, or tasks as assigned in support of the team’s goals. Qualifications - 7 or more years of software engineering experience, including meaningful time in a lead or tech lead capacity. - Demonstrated experience in a player-coach role: capable of conducting code review and mentoring junior engineers while also contributing to architectural and strategic decisions. - Strong fluency in modern web stacks, particularly TypeScript, React, and Node.js. - Familiarity with using and managing AI-enhanced coding pipelines, e.g. Cursor, Claude Code. - Experience working with external development partners or contractors in a technical capacity, including the ability to evaluate code quality and scope technical work. - Clear verbal and written communication skills; this role involves regular briefings for and collaboration with non-technical stakeholders. Preferred Qualifications - Experience building AI-integrated products, including familiarity with LLM APIs, image and video analysis, prompt architecture, and evaluation approaches. - Familiarity with game engines or real-time interactive environments such as Babylon.js or Unity. - Background in edtech, or demonstrated interest in education technology/serious games and their applications. - Prior experience advising on or navigating in-house vs. outsourced team structure decisions. - Existing network in edtech or game development. Compensation Relay is committed to creating and maintaining a compensation system that supports our ability to recruit and retain a diverse and talented team. This is an independent contractor (1099) engagement at a rate of $150–$200 per hour, commensurate with experience, for approximately 15–20 hours per week through September 2026, with the possibility of extension or conversion to a full-time role depending on the outcome of the fall planning process. As an independent contractor engagement, this role is not eligible for Relay’s employee benefits package (health insurance, retirement plan, paid time off, etc.). Contractors are responsible for their own tax withholdings and benefits. Work Location Policy Contractors must have a primary work location within the U.S., where they are legally authorized to work. Relay is a registered employer in the following states: California, Colorado, Connecticut, Delaware, Florida, Georgia, Illinois, Indiana, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, New Jersey, New York, North Carolina, Ohio, Pennsylvania, Tennessee, Texas, Virginia, Washington State and Washington DC.

• Partner closely with technical leadership to deeply understand hiring needs while providing strategic guidance on recruiting best practices • Build and nurture a strong pipeline of technical talent to support both current hiring and future growth • Advise hiring managers on market dynamics, compensation insights, and effective talent acquisition strategies • Identify opportunities to streamline recruiting workflows and enhance operational efficiency across the hiring process • Ensure data integrity and accuracy within our Applicant Tracking System (Ashby), maintaining a high standard of system hygiene • Mentor and support other team members to elevate overall recruiting performance and execution • Lead strategic sourcing initiatives to engage top-tier, passive candidates across various technical disciplines • Collaborate cross-functionally within the company to align recruiting efforts with broader organizational goals

• Drive sourcing and pipeline generation for technical roles across Engineering, with a strong focus on identifying, engaging, and nurturing passive talent. • Develop creative sourcing strategies across LinkedIn, referrals, talent communities, events, and other channels to attract high-quality technical candidates. • Conduct recruiter screens and manage candidates throughout the interview process while delivering a strong candidate experience through proactive communication and relationship building. • Partner closely with recruiters and hiring managers to calibrate talent profiles, share market insights, and adjust sourcing strategies as hiring needs evolve. • Track pipeline health, sourcing effectiveness, and recruiting metrics to improve outreach strategies, conversion rates, and overall hiring outcomes. • Continuously improve sourcing workflows and operational efficiency using tools like Ashby, Pin, and Claude.