What You Are Walking Into
Edoofa has run an Earn While You Learn (EWYL) program for years. The content exists. The students exist. The ambition exists. What has never existed is someone whose entire job is to make it work — to own the student experience end to end, build the systems, evaluate the work, evolve the curriculum, and turn 1,200 African students (in one year, will grow in the future) studying in India into genuinely employable professionals.
That is this role. You are not inheriting a functioning system. You are building one.
What You Will Own
1. Student Activation and Tracking
- Identify motivated students each semester in coordination with the Department of Student Affairs (DSA) · match them to opportunities based on employability score
- Build and maintain the student tracking system — score, opportunity status, earning amount — updated every week without exception
- Prepare final year student profiles each semester and hand them to the Employer Partnerships Lead for job placement
- Build the new intake onboarding playbook every year before the new batch of 600 students arrives
- Maintain 80% weekly assignment submission rate across all active cohorts
2. Assignment Evaluation and Feedback
- Evaluate 100% of submitted assignments within 48 hours — every week, every cohort, no exceptions
- Write individual feedback for every student — not generic, not templated — feedback that tells a student specifically what to improve and why
- Send a weekly cohort report to the Director — % submitted, top performers flagged, disengaged students flagged
- Track assignment performance patterns across the semester · use them to improve curriculum
3. Curriculum Design and Delivery
- Audit the existing one-semester content and deliver a gap analysis in week 2 — what exists, what is missing, what needs replacing
- Co-design the revised curriculum with the Director · own delivery independently once agreed
- Ensure at least 80% of content and assignments are directly relevant to what employers are currently asking for
- Update the curriculum at least once a month based on employer feedback and assignment performance data
- Manage content production in coordination with the existing content person
4. Internship Quality and Partner Retention
- Build the internship onboarding Standard Operating Procedure (SOP) in month 1 — student briefing, employer expectation setting, week 1 check-in protocol
- Ensure 90% of students who start an internship complete it
- Collect feedback from 100% of employers after every internship cycle · track Net Promoter Score (NPS)
- Own the partner retention metric — 80%+ of employers should return for a second hire
- Coordinate with the Employer Partnerships Lead weekly on student readiness before any employer pitch
5. Glory Fellowship Management
- Work with the Department of Student Affairs (DSA) to identify and onboard Glory Fellows each semester — our highest-performing students who earn ₹5,000–9,000/month supporting the program
- Brief Fellows clearly on their operational roles — participation nudging, assignment support, proof stories
- Review Fellow performance each semester · recommend retention or rotation to Director
- Ensure Fellows are visible at new intake orientations as living proof the program works
6. Department of Student Affairs (DSA) Interface
- Weekly sync with DSA Head — share non-submission list, review struggling students, confirm event pipeline
- Trigger DSA welfare checks immediately when a student scores below 50 on their employability score or misses 3+ consecutive assignments
- Coordinate DSA involvement in student activation events — minimum 2 per semester per city
7. Employability Intelligence
- Deliver a monthly employability brief to the Director — 3 to 5 insights on skills, tools, and trends relevant to African remote markets
- Produce a quarterly skill gap report based on employer feedback — what employers say students lack, fed directly into curriculum
- Propose at least one curriculum innovation per quarter — new module, format, or skill track
What We Are Looking For
| Must have | Will not work |
| 3–5 years · trained people, not just taught them | Pure trainer with no operational discipline |
| Managed a program or initiative end to end | Pure operations person with no empathy for students |
| Evaluated work and given structured feedback at scale | Needs heavy direction to function independently |
| Comfortable building systems and tracking data from scratch | Has only worked in large structured organisations with existing systems |
| Genuine curiosity about what employability means today — you read, you follow trends, you bring ideas | Not interested in staying current on what employers actually want |
| Has worked with young adults · understands their psychology | Uncomfortable giving direct, critical feedback |
| Can build SOPs and playbooks where none exist | Expects existing processes to follow |
Why This Role Is Worth It
You will be the first person to build career services at scale at Edoofa. Every system you build, every student you place, every curriculum iteration you design — that becomes the standard. You are not joining a department. You are founding one.
Many of Edoofa's early employees grew into Dukaandaars themselves — taking full ownership of their roles, scaling new verticals, and proving that Edoofa isn't just a workplace but a launchpad for builders. This is that kind of role.
The students who earn their first dollar because of your program will remember it for life. So will Edoofa.