Curriculum Manager

Overview

Curriculum Manager (Software Engineering Outcomes) – 13454 at Somewhere. Role focused on designing and delivering practical, results-driven training modules to help students land interviews and secure jobs faster. This position scales the outcomes program by creating high-impact content and reducing reliance on the founder for curriculum development.

Responsibilities

• Research industry best practices, translate insights into structured modules, and oversee end-to-end delivery of lessons, worksheets, and assignments.
• Consistent release of modules: ship 1 new training module every 2 weeks, with clear lessons, worksheets, assignments, grading criteria, and readiness for upload.
• Faster student wins: help students achieve interviews sooner (approximately 1–2 weeks faster than before).
• Increase student engagement: drive higher completion of first-week tasks (e.g., reaching out to recruiters, responses, and passing coding screens).
• Collect at least 3 new testimonials or case studies per month tied to the modules you create.
• Reduce founder's involvement in curriculum work to 1–2 hours per week (mainly reviewing and recording, not creating from scratch).
• Ensure curriculum is relevant and useful: aim for at least 90% of students and coaches rating new modules 4/5 or higher.

Competencies

• Delivers on deadlines: ships modules on time, prioritizing progress and iteration over perfection.
• Understands the hiring game: focuses on skills and steps that lead to real interviews.
• Strong research and listening skills: interviews with engineers, recruiters, and students to uncover gaps and turn insights into training.
• Clear writing and teaching ability: creates outlines and lesson flows usable by editors and designers.
• Results-driven mindset: ties curriculum to measurable student progress (interviews booked, assignments completed).
• Leadership without ego: coordinates freelancers and owns the final product.
• Proof-oriented: designs modules to generate visible wins and testimonials.
• Protects founder's time: reduces reliance on the founder for content creation.

Cultural Fit

• Ownership: ships live, working content.
• Practicality: prioritizes useful outcomes over excessive polishing.
• Curiosity: asks better questions and digs into how hiring works.
• Mission alignment: helps students land great jobs in tech.
• Low ego: willing to do strategic and hands-on tasks.
• Evidence-based: uses results and student wins to prove value.

Key Metrics

• Modules shipped: 2 per month.
• Student first-wins: at least 20% more students completing first-week tasks.
• Faster results: first interviews 7–14 days faster.
• Student satisfaction: 90%+ rate modules as highly useful.
• Testimonials: 3+ per month tied to new content.
• Founder time saved: ≤ 2 hours/week on curriculum.

Ideal Background

• 3–5 years of relevant experience with one of the following paths:
• Software Engineering background: 1–3 years as a full-time SWE or intern with mentoring/ onboarding experience.
• Technical instruction/curriculum experience: 2+ years designing or delivering educational content for tech (bootcamps, YouTube, online courses) with shipped full-length lessons or workshops.
• Recruiting/career coaching: 2+ years as a tech recruiter, career coach, or admissions/career lead with understanding of what leads to real interviews and offers.
• Former software engineer, tech recruiter, or coding bootcamp instructor.
• Experience designing or teaching training (courses, tutorials, workshops); comfortable with structured writing and outlines.
• Portfolio of content or curriculum is a strong plus; mentoring junior engineers or running interview prep is a bonus.

A-Player Definition

• Ships modules on schedule; content measurably helps students land interviews faster and stay engaged.
• Reduces founder's involvement in product creation to a minimum.
• Students and coaches praise content relevance; evidence (testimonials, recruiter feedback, case studies) flows naturally.
• Within 12 months, the business runs curriculum updates without depending on the founder.

Notes

Note: We prioritize processing one application at a time. If you have applied for multiple openings within our organization, please direct any update inquiries to the team handling your initial application.

Seniorit y level

• Mid-Senior level

Employment type

• Full-time

Job function

• Education and Training

Industries

• Staffing and Recruiting

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