At Right At School, we say our out of school time programs feel different because our people are different. That does not happen by accident. It happens because I stay thoughtful about who joins our teams and how we choose them. This work is deeply human, and I care about getting it right.
I did not start my career in an office or behind a screen. I started as a RAS program manager. I worked directly with kids and supported families every day. I know what a great program feels like because I lived it. I know what staff need, what students respond to, and what it takes to build trust inside a school community. That lived experience shapes the way I hire.
I always tell my team to slow down and really listen to hiring managers. I want them to understand more than the open role. I want them to understand what is happening in the program itself. I encourage my recruiters to ask, “How can we support you in different ways?” That kind of question comes from someone who has walked in their shoes.
Many organizations now replace conversations with automation. Chatbots and automated screening tools save time, but I see what we lose when we remove the human element. I believe in the power of people connecting with people. That connection matters even more when candidates have real questions about licensing, regulations, or what it feels like to work in a school environment.
I believe in the power of people connecting with people. That connection matters even more when candidates have real questions about licensing, regulations, or what it feels like to work in a school environment.
So my team calls people. We talk with them. We ask questions. We get to know what matters to them. This approach takes more time, but it gives us honest insight. It helps us find the people who make our programs feel like home.
One of my favorite stories shows why this work matters.
A hiring team was choosing between two finalists for an area manager role. One candidate had a polished resume, advanced degrees, and impressive high-level experience. The other candidate, a younger person named Alex, had fewer formal credentials but a strong sense of curiosity, humility, and natural people skills.
The team leaned toward the resume. I leaned toward the person.
I saw Alex’s openness and potential to learn. I encouraged the hiring managers to trust what they saw during the interviews. They took that leap. Alex stepped in, worked hard, and today she anchors a high-performing team. The hiring managers still tell me how grateful they are that they chose her.
That is what human-first hiring looks like. It is real. It is thoughtful. It is grounded in respect. I believe every candidate deserves clarity and feedback, even if they do not move forward. That same care shows up throughout Right At School in how we celebrate internal promotions, exchange feedback, and support one another.
Families can feel when staff want to be there. Students feel when someone sees them, listens to them, and believes in them. District leaders feel when a program is staffed by people who understand their community and care about its children.
In a space where services can look similar, this is what sets us apart. I hire for heart. I hire for coachability. I hire for community alignment. And the moment someone walks into a Right At School program, they can tell.
Our people do not just staff our programs.
They bring them to life.
They create belonging.
They make our programs the best they can be.
Families can feel when staff want to be there. Students feel when someone sees them, listens to them, and believes in them. District leaders feel when a program is staffed by people who understand their community and care about its children.
