Role Description Teacher Tutors is hiring a part-time Economics Tutor to join our team on a flexible basis. This role is ideal for tutors with strong economics backgrounds who want to work one-on-one with motivated students. Supporting high schoolers preparing for AP Micro and Macro, and college students working through introductory and intermediate coursework. You'll work with students across a range of levels and goals: - AP Microeconomics - AP Macroeconomics - College introductory economics - Intermediate micro and macro (calculus-based or not, depending on the student's program) Sessions take place in students' homes, online, or at our Livingston, NJ office. We do our best to match families to tutors based on your preferred travel radius. Responsibilities - Deliver one-on-one tutoring sessions tailored to each student's course, instructor's expectations, and learning goals. - Plan lessons and prepare materials (problem sets, graph practice, model walkthroughs, AP-style FRQs and multiple choice, and structured exam-prep schedules as test dates approach). - Build students' fluency with graphing and economic models (supply and demand, AD-AS, IS-LM, production possibilities, game theory payoff matrices, etc.) and their ability to move between verbal, graphical, and mathematical representations of the same idea. - Track progress across sessions and adjust pacing, materials, and difficulty based on what's working. - Submit a short session note after each tutoring session and flag concerns to our Director early. - Communicate clearly and warmly with parents. - Contribute to our team's shared practice: share what's working, ask questions, and help us keep raising the bar. Qualifications - Bachelor's degree in Economics or a closely related quantitative field (Finance, Public Policy, Mathematics with substantial economics coursework, etc.). Master's or PhD candidates are welcome. - Demonstrated mastery of both microeconomics and macroeconomics at the AP and college introductory level, with the ability to scale up to intermediate-level coursework. - Tutoring, TA, or classroom teaching experience (formal or informal) with high school or college students. - Working familiarity with the current AP Microeconomics and AP Macroeconomics course frameworks, including how FRQs and MCQs are scored and the common traps students fall into. - Strong communication skills and the patience to work with students who may arrive frustrated, anxious, or burned out after a rough exam. - Ability to plan individualized sessions and adapt in real time when a planned approach isn't landing. - Availability for afternoon, evening, or weekend hours during the school year, with extra capacity around AP exam season (April–May) and college finals. - Reliable transportation for in-home sessions. Preferred Qualifications - A track record tutoring AP Economics with students consistently scoring 4s and 5s. - Background in econometrics, statistics, or quantitative methods for students taking those courses alongside their core micro and macro sequence. - Familiarity with the major intermediate textbooks (Mankiw, Krugman & Wells, Varian, Nicholson, Blanchard). - Real-world experience applying economics (research, policy, finance, or industry roles) that helps you make abstract models concrete. - Bilingual (Spanish, Mandarin, or other languages common in the communities we serve). Compensation & Employment Status - Pay range: $40–$50/hour, based on degree and experience. - W-2 (default): Most part-time tutors join as W-2 employees. Teacher Tutors handles payroll, taxes, and provides liability coverage during sessions. - 1099 (optional): Tutors who prefer 1099 contractor status are welcome, provided they carry their own professional liability insurance and operate through a registered LLC. Documentation will be requested during onboarding. Coverage Area We serve families across northern New Jersey, with most in-home sessions concentrated in Essex, Morris, Union, and Bergen counties. When you join, you'll let us know your preferred travel radius from home, and we'll match you with students within that range.

• Drive Mentor Training & Development • Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings. • Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins. • Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work. • Partner with Curriculum and Program Teams • Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period? • Provide feedback that helps the curriculum team design for real-world implementation. • Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version. • Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability. • Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip? • Reach College-Aged Mentors Where They Are • Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules. • Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules. • Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now. • Get Out in the Field • Spend roughly 10–15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.

• Drive organizational effectiveness including org design, workforce planning, and role clarity • Lead and improve the enterprise performance management process • Execute talent reviews, 9-box calibration, and development planning • Support succession planning and bench strength development • Design and facilitate leadership development programs including the creation of a high-potential program • Develop learning tools, playbooks, and materials • Track and report on performance, talent, and leadership metrics • Support Head of HR in monthly business review preparation • Support change initiatives across the organization

• supports the Learning & Development (L&D) function by maintaining, optimizing, and governing training content hosted on SharePoint and related learning platforms. • partners closely with L&D team members and subject matter experts (SMEs) to ensure training materials are accurate, current, well organized, and accessible. • supports platform (ie SharePoint) optimization. • supports training development, coordination, and administrative execution activities that enable effective onboarding and ongoing role based learning, inclusive of technical knowhow in SharePoint or other platform refinement and development.