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Founded in 2019, The Marcy Lab School is an innovative alternative to college, designed for young adults seeking an accelerated, rigorous, career-focused, and financially accessible path into the tech industry. Our tuition-free, one-year Fellowships in Software Engineering and Data Analytics provide our students with technical training, leadership development, and direct access to employment opportunities in tech, one of the fastest-growing sectors of the global economy. After one year in our program, our graduates have gone on to launch careers at top companies like Squarespace, Bloomberg, The New York Times, and J.P. Morgan Chase, earning starting salaries that dramatically change their lives and the lives of their families. At The Marcy Lab School, we are creating economic mobility for our students and creating one of the strongest pipelines of diverse engineering talent in the country. As a member of the Marcy Lab team, you would be integral to this mission. The “Roles and Responsibilities” description below aims to clearly define your role and prioritize your responsibilities while also articulating the goals you’ll work towards to best support Marcy Lab’s work. In addition to the responsibilities and goals outlined below, we also expect that all members of the Marcy Lab team will approach their work, staff, Fellows, and partners in alignment with our Core Values: humility, deliberateness, gratitude, equity, and transparency.

This role is organized around five core responsibility areas.

1. Retention & Advancement Coaching

Support employed alumni in staying employed and growing — with advancement understood broadly, including but not limited to promotion — the coaching equivalent of career elevation support, owned directly rather than delegated.

• Maintain coaching relationships with employed alumni focused on 1-year retention and advancement, including but not limited to promotion
• Bring a grounded perspective on what it takes to succeed in the early months of a first tech job, informed by Marcy's institutional knowledge of how alumni tend to navigate that period
• Engage regularly with the Partnerships team to incorporate real-time feedback from employer partners and prior program knowledge of individual alumni into coaching
• Check in on factors that could shift an alumnus's standing — manager relationship health, workplace fit, engagement — and flag risk early
• Coach through workplace challenges as they arise, rather than only at scheduled intervals

2. Job Search & Placement Coaching

Coach alumni and, capacity-permitting, Fellows nearing graduation through the job search process — building interview presence, professional conduct, and the confidence to navigate hiring and setbacks.

• Maintain an active caseload of active job seekers, prioritizing those approaching or in employer referral cycles
• Conduct mock behavioral interviews, coaching toward research and preperation, strong storytelling, clarity, reflection, and professional presence, and confirm readiness through structured review with program leadership
• Observe and document professional conduct — reliability, responsiveness, and communication across Slack, meetings, and email — and factor that into readiness assessments alongside program leadership
• Coach toward stronger self-awareness of strengths, growth areas, and value proposition enabling development and increased confidence over time
• Extend job-search-readiness coaching to Fellows nearing graduation when caseload capacity allows, in coordination with whoever owns Fellowship coaching resources

3. Professional Brand & Portfolio Readiness

Push alumni and Fellows toward a market-ready professional brand — resume, LinkedIn, and technical portfolio

• Coach resumes to a strategically formatted, impact-focused, and role-tailored standard that passes employer screening
• Coach LinkedIn profiles to be complete, discoverable, and aligned with target roles and strengths
• Track completion of GitHub profiles and public-facing portfolio artifacts (e.g., dashboards, applications, case studies), coordinating review by program leadership or industry professionals where technical assessment is needed
• Confirm readiness on brand deliverables through structured review with program leadership

4. Cross-Functional Alignment

Stay current on program context and alumni/Fellow status by meeting regularly with the people closest to that information — so coaching reflects what's actually happening on the ground, not stale context.

• Meet regularly with Program Directors to stay current on program design, sequencing, and cohort-level context relevant to coaching
• Meet regularly with the Partner Success Director to stay current on employer partner expectations, open roles, and referral cycle timing

5. Documentation, Communication & Systems

Keep coaching activity visible and trackable so it strengthens — rather than sits outside — Marcy's broader data and program infrastructure.

• Log comprehensive session notes and feedback in the designated tracking system within 24 hours of each session
• Send confirmation and reminder communications (email and Slack) ahead of every scheduled session
• Follow up with no-shows within 5 minutes of the scheduled start time

Who You Are:

As a coach, confidant, and cheerleader for our alumni and Fellows, a Career Success Coach should embody our Pillars of Character in everything from a mock interview debrief to a hard conversation about a job that isn't working out.

• Ingenious Curiosity 🧠
• You bring genuine curiosity to every person you coach — no two job searches or career paths look the same, and you enjoy figuring out what actually works for the person in front of you rather than running a script.
• Collective Responsibility 🌎
• You care deeply about the communities we serve and understand the stakes of helping someone land — and keep — a life-changing first tech role. You take pride in being part of that outcome.
• Unafraid Adaptability 🧘🏿‍♂️
• You coach across contexts comfortably — a Fellow who's never interviewed before, an alumnus three years into their career facing a tough manager conversation, a job search that's stalled and needs a new strategy. You adjust your approach to the person, not the other way around.
• Bold Ambition 🧗🏾‍♀️
• You push the people you coach to aim higher than they might on their own — because you know what's possible and you're not willing to let them settle short of it.
• Tough Love ❤️
• You hold the people you coach to a high bar, even when it's uncomfortable, because you're genuinely invested in where they can go.

Qualifications:

1. You have real experience coaching people across different contexts and backgrounds — not just one population or one type of career stage — with particular strength coaching people from non-traditional backgrounds into competitive industries.
2. You have workforce or career coaching experience specifically focused on helping people get jobs — behavioral interview prep, job search strategy, and placement — not just general life or executive coaching.
3. You coach with clear, repeatable systems — structured session formats, defined readiness criteria, consistent documentation — rather than an entirely intuition-driven approach.
4. You're an excellent communicator who gives direct, specific, and actionable feedback, and who coaches others to communicate that way too.
5. You're comfortable holding both the job-search coaching and the "what happens after you get the job" coaching — retention, advancement, and navigating early workplace challenges.
6. You have a bold commitment to equity and uplifting Black and brown communities, and are comfortable regularly discussing race, class, gender, sexuality, and other identities as they intersect with career navigation.

Compensation

$50/hour, contract, approximately 20 hours/week

Caseload

Approximately 60 alumni and Fellows

Location

Remote