Primer

Affiliate Manager

• Own end-to-end hiring across North America (GTM), from role definition and calibration through to offer and close
• Partner deeply with GTM leadership (Sales, Partnerships & Marketing) on hiring strategy, org design and headcount planning, ensuring clarity on what “great” looks like before we start hiring
• Drive a high-bar, targeted hiring approach, where quality and signal matter more than volume
• Build and execute thoughtful sourcing strategies, focusing on high-signal, well-researched outreach
• Bring strong market insight across the US and Canada, including talent availability, compensation and competitive dynamics, to shape hiring decisions
• Design and run structured, standardised interview processes that generate a clear, consistent signal across candidates
• Ensure an exceptional candidate experience, combining efficient, well-run processes with high-quality human interaction at key moments
• Stay close to funnel data and pipeline health, proactively identifying risks or opportunities early and adjusting approach accordingly
• Balance speed, quality, and team capacity, designing processes that minimise wasted time for both candidates and hiring teams
• Enable hiring managers to own and run the hiring process effectively, building capability while maintaining consistency and quality
• Leverage tooling, automation, and AI to remove low-value work, while protecting the parts of hiring that require judgment and nuance
• Contribute to evolving Primer’s employer brand in the region, improving how we attract and retain talent.

Senior Talent Partner

Manager

• Own Alabama market performance end-to-end — P&L, enrollment growth, retention, and the quality bar across all campuses, current and future.
• Lead Primer's Alabama expansion across the state.
• Develop and execute a multi-year market strategy — campus density, real estate sourcing, market selection, and timeline.
• Partner closely with real estate, education, operations, and finance teams to launch new campuses under budget and ahead of schedule.
• Evaluate every site and initiative with a clear-eyed view of unit economics — if it doesn't pencil out, say so.
• Build relationships with politicians, local officials, community organizations, and potential partners.
• Lead recruiting events, open houses, and campus tours; engage directly with families to drive enrollment.
• Adapt your outward focus seasonally — heavier recruiting activity during peak enrollment windows, more strategic and operational work in steadier periods.
• Pilot and refine localized approaches: admissions tweaks, go-to-market adjustments, and market-specific processes. Document what works, build it into playbooks, and close the loop — don't just solve the problem once.

General Manager

Backend Engineer

• Designing and implementing core backend services for high performance, complex distributed systems
• Driving and using modern development practices such as BDD and TDD
• Creating clear, modern, well tested code
• Collaborating across teams in a product-driven environment
• Taking ownership of key technology decisions, building for scale and optimising for output
• Conducting code reviews and continuously look at ways of improving our ways of working
• Creating detailed internal documentation for the projects you work on

Senior Talent Partner

General Manager

Software Engineer, Backend