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Click Below to access the Case Study Profile.

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I'd like to understand more about the competing fellowship - what's the content? Is it connected to our mission? Also curious to learn more about why she HP1'ed Austin so we can build off her excitement. Also curious about her leadership on campus - seems like she's been really active leading - how can we connect that to how she can lead in Austin?

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Addressing Ms + Bs: Barrier and outstanding questions around regional placement given HP1 position.
Most updated info: check MISS to figure out whether the region has been able to connect + ping Alicia.
Likelihood to confirm: confirmation risk unless we get through to her.
Inspire: seek out other CMs/Alums who have been a part of Concerned Black Students or the Latinx community.

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Even though there's minimal relationship on the RT side, it's strategic for the recruiter to reach out to dive into M/Bs. There's a networking connection here w/the CCC that can be leveraged. Really have recruiter dig in - will need a nuanced approach. Enter notes in MISS and flag for region in Slack if there's a timeline concern. Recommend a strong confirmation caller.

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Since RT has had difficulty contacting her, do a cold call and then follow up with an email. Then reach out to RT for updates. Share LC goal from region to RT. Continuing to follow up w/emails and leverage RT relationship.

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Wants to dig into fellowship. Where does TFA rank among opps?

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RT needs from Region: Flag state of the relationship, communicate that we haven't had a chance to connect. If region reaches her, that would be the first touchpoint from TFA outside of IV. Let's set up a time for a conversation - cold call might not yield a good conversation.

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RT needs from Region: Let's connect to ensure we're aligned on who is going to do the outreach first. We're one TFA so we want to make sure we feel that way to the applicant.

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Region needs from RT: Ensure she knows what recruiter is connected to each accepted applicant.

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Leverage the CCC to reach applicant. Get clear line of sight into when app can chat and where things are. Ideally region pauses outreach since we're using on-campus levers (CCC). Want to present a One TFA front and using the CCC lever is the best case to not let the app slip through the cracks.

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If CCC knows the person, would have them reach out to get the information about how they are feeling. Seems like app is likely leaning to decline. If we get more information, we can start to prepare to set up connections. If we're not catching them until the end of the window, will be tough to address early on.

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Leverage recruitment if there's a prior relationship. Could also loop in an alum with a similar connection. Use what we know already.

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Feels like she mostly likely isn't going to accept her offer. We want to still follow-up but need to be respectful of her time.

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See if she needs any additional information before she makes the decision. Frame - we want you to make an informed decision (ideally we'll talk!) but let us know if there's anything else you need. Want to understand if there's anything else you need.

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Recruiters can offer global perspective. Campus context.
Regions can offer specific persepctive about whta life could look like, why teaching in the region is so impt.

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Recruiter is well positioned to use networks to gain more information (campus intern)
Regions are best positioned to think about the right person to connect them to to bring the regional experience to life. Best to speak to the specifics of the region. If you can get someone excited about the region, can increase motivation
Overall - everyone should assume the best of the applicant. They are full humans who have tough choices to make. We sometimes expect that they should operate with us in the same way other employers.

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Know how to be really intentional in aligning relationships to best support the applicant. Reiterate with staff that we need to work together with the app to make the best decision for them.

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Can use staff that are alumni to better support the region.
Leverage close relationships.