Join Our Team

Dance Faculty & Instructors

We are always on the lookout for passionate, energetic, and experienced instructors to join our rock star faculty! If you are interested in teaching for us, fill out the application and in addition to the typical employment-related questions, please be prepared to provide:

• Resume
• A link to a short video stating why you would be a good fit for Balance Dance Studios
• Video of yourself dancing (dance reel), original choreography, and/or teaching (optional)

Rec Manager (Rec Faculty & Culture)

Reports to: Director of Programs & Leadership Development

About the Role

The Rec Manager is the go-to leader for every teacher except company directors. This person coaches teachers to excellence, brings new talent in the door, and keeps CTDC a place people love to work. The role works with teachers in and out of the classroom. It does not handle class changes, drops, or parent questions, which are managed by our client experience and scheduling teams.

What You'll Do

Teacher coaching and support

• Manage and coach all teachers other than company directors.
• Observe rec teachers in the classroom to ensure execution and consistency, coordinating with genre leads.
• Use parent and drop feedback passed along by the Customer Experience Director to coach teachers toward success and retention.
• Point teachers to the right training and resources when they need extra support.
• Approve all sub requests, copying the Director of Programs.
• Handle the occasional parent follow-up when a complaint or drop calls for it.
• Address staff concerns. Lead HR conversations with rec teachers, and serve as the HR witness and note-taker when the Owner or other managers hold disciplinary or termination meetings.

Teacher evaluation and growth

• Track student retention by teacher each season, using enrollment and drop data from the Scheduling Manager and Customer Experience Director.
• Rate and tier all teachers other than company directors using the evaluation criteria in their contracts, along with student retention, classroom observations, and parent feedback, accounting for differences in age group, level, and time slot.
• Recommend which teachers should get more hours in future seasons, and share tiers with the Scheduling Manager to inform class assignments.
• Recommend raises to the Owner, with the largest increases going to top-tier teachers.
• Evaluate subs over time and recommend standout subs to the Owner for permanent teaching roles.

Hiring and talent pipeline

• Recruit for open teaching and administrative positions, with peak hiring in January (summer) and April (fall and spring).
• Scout and nurture a continual pipeline of new talent.
• Sit in on teacher interviews with the Owner when available, and complete the ClickUp form to start each candidate.
• Track every candidate through observation, demo, subbing, and teaching so no one falls through the cracks.
• Set up observation schedules for new and prospective teachers, connect them with genre leads, and provide curriculum and syllabi.
• Onboard new teachers and subs into the classroom once the Owner approves them.
• Run 30/60/90 check-ins with new hires.
• Conduct exit interviews.

Teacher meetings and training

• Prepare information for the January and April teacher meetings with the Owner, attend, take notes, and follow up on action items and wishlist items.
• Send RSVPs and follow-up for monthly teacher meetings.
• Plan the August teacher orientation with the Director of Programs.
• Curate content for programming and support professional development.
• Keep the staff and teacher handbook up to date.
• Help ensure all staff have clear job descriptions and KPIs.

Culture and recognition for all staff

• Coordinate birthday and holiday gifts, and special lunches for the leadership team.
• Help plan the holiday party and any retreats.
• Manage anniversary celebrations: cards for smaller anniversaries and bigger recognition at 3, 5, 7, 10, 12, and 15 years.
• Create fun contests and incentives for staff.

Escalation

• Concerns about a company director can go to the Director of Programs or to the Rec Manager, who relays them.
• Concerns about the Director of Programs go to the Owner.
• Serious matters, including harassment, safety, anything involving a minor, or anything potentially legal, go directly to the Owner.

Seasonality

Expect heavier weeks in January and April for hiring, plus extra teacher support in the weeks before our December Nutcrackers and May recitals. August orientation is a single-day event, but requires a lot of prep.

Key Performance Indicators

KPI	Target
Rec teacher retention year over year	[Set with Owner]
New hire 30/60/90 check-ins completed on time	100%
Sub requests approved before the class	100%
Classroom observations per teacher	[Set with Director of Programs]
Open roles filled before the season starts	100%

What We're Looking For

• 10+ years of relevant dance teaching experience and a strong eye for good instruction.
• A coach's mindset: direct, encouraging, and consistent with follow-through.
• Warmth and judgment in sensitive people conversations.
• Strong organization to manage a hiring pipeline and a calendar of recurring events.
• Discretion with confidential staff information.