ROLE AT A GLANCE
Title: Founding School Principal
Level: 5+ years instructional leadership experience (Principal, AP, Academic Director) in K–12 setting
Type: Full-Time, 12-Month, Exempt
Reports To: Founder & Executive Director
Location: Mableton, GA; Hybrid-during launch, 5 days/week on-site after school opening
Stage: Founding school launch year; all systems designed before day one
WHY THIS ROLE EXISTS
We are launching Power Public Schools in August 2027 with a cohort of scholars in a new community. Our founding principal will build the school from the ground up — designing instructional systems, hiring and developing teachers, closing equity gaps from day one, and establishing the operational and cultural foundation we scale from.
You are not managing an existing school. You are building one. You will work closely with the Founder & Executive Director (who leads strategy, fundraising, and facility development) and the Director of Operations (who manages compliance, budget, logistics, and daily operations). This partnership frees you to focus laser-like on the instructional vision and the people who bring it to life.
Compensation Structure:
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$100,000 base salary annually
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Comprehensive medical, dental, vision, fertility and life insurance
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Employer-matched retirement contributions
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Tuition reimbursement for leadership development and instructional credentialing
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Executive coaching through the BES Fellowship and access to national leadership networks
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Paid leave aligned with school calendar plus additional 12-month role closure dates
ABOUT POWER PUBLIC SCHOOLS
Power Public Schools is a public charter school opening August 2027 in Mableton, Georgia (South Cobb County), serving grades 6–12. We are built on the community-designed POWER 5 Innovation Model, integrating Georgia Standards of Excellence with personalized AI-powered academic mastery, project-based learning, and robust early college pathways. We operate with a tech-forward, high-support, startup mindset to close historic opportunity gaps and ensure every scholar is college-ready. Our founding team includes experienced educators, entrepreneurs, and community leaders committed to redefining what public education can be.
This is a high-ownership, systems-building role working closely with the Founder & Executive Director and Director of Operations to architect the instructional vision, culture, and operational foundation of a school from the ground up.
WHAT YOU'LL OWN
1. Design the Instructional Vision and Literacy Foundation
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Architect the School Literacy Framework. Before hiring a single teacher, you will design the literacy blueprint for Power Public Schools. Define what excellent reading and writing instruction looks like across all grade levels and content areas. Create the literacy protocols, assessments, intervention tiers, and professional learning structure that will be non-negotiable from day one.
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Define Personalized Learning and Differentiation Protocols. Co-create the school model for personalized learning pathways, project-based application, and differentiated instruction. Document how teachers will use data (NWEA, DIBELS, formative assessments) to identify student strengths and design individualized learning plans. Make this operational, not theoretical.
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Build the Professional Learning Architecture. Design the weekly collaborative learning model, instructional coaching cycles, and professional development calendar that will shape your founding teacher team. Create protocols for data analysis, lesson co-design, and feedback. This is your opportunity to build a learning culture from the ground up.
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Recruit and Select Founding Teachers. Partner with the Executive Director to recruit teachers who embody our mission: literacy excellence, collaborative mindset, curiosity about AI, commitment to personalized learning, and high standards. You will conduct interviews, observe teaching (where possible), and build your founding team with intention.
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Chart the AI Learning Journey. Stay curious about how Power Learning AI can support personalized instruction and reduce teacher workload. Define the rollout plan: which grade levels and subjects will pilot first, how teachers will use AI for diagnostics and feedback, and how you will measure impact. Be a learner and guide your team through this together.
2. Build MTSS and Special Populations Infrastructure
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Design the MTSS Framework. Before students arrive, you will design the Multi-Tiered System of Supports: screening protocols (NWEA MAP, DIBELS, classroom observations), tier entry/exit criteria, intervention menus, frequency and duration, and staff roles. Document the data review process and communication protocols for escalating concerns.
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Plan Tiered Interventions. Design and resource the Tier 2 and Tier 3 intervention blocks. Identify high-leverage interventions (Math 180, Just Words, Wilson Reading System, TouchMath, etc.). Create the staff model: who delivers interventions, how many students per group, staffing requirements for launch.
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Establish Special Education and 504 Infrastructure. Work with the Director of Operations to build the systems and documentation templates for Child Find, Section 504 referral, IEP eligibility, and progress monitoring. Create a compliance calendar. Identify who will coordinate evaluations and facilitate meetings. Ensure we are set up to serve students with disabilities with rigor and care from day one.
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Architect English Learner Support. Design the EL program, including language proficiency screening, SIOP implementation expectations, daily ELD instruction, and progress monitoring. Define roles: who leads EL instruction, how mainstream teachers support multilingual learners, and how we celebrate language as an asset.
3. Design School Culture, PBIS, and Restorative Foundation
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Architect the PBIS System. Design the Positive Behavior Interventions and Supports framework that will launch with the school. Define the POWER Principles (Perseverance, Ownership, Winning Mentality, Excellence, Reflection) as lived values, not posters. Create: the behavior matrix (what does each principle look like in the classroom, cafeteria, hallway?), the recognition and accountability systems, the tier structure for responding to behavior. Make it intentional from the start.
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Build Restorative Practices Infrastructure. Design the restorative discipline approach: how will the school respond to harm and conflict? Define roles for circles, conferences, and reintegration practices. Create protocols and training plans for staff. Build a culture where accountability and repair strengthen community.
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Establish Discipline and Due Process Systems. Work with the Director of Operations to design the discipline code, tracking system, and documentation procedures. Ensure full due process protections and clear pathways for parental involvement. Define what restorative looks like vs. exclusionary discipline.
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Plan Safety and Crisis Systems. Develop emergency response protocols, crisis intervention procedures, and comprehensive safety plans before students arrive. Coordinate mandatory reporting processes in accordance with Georgia law. Ensure staff and students know what to do.
4. Design High School Pathways and Academic Rigor
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Chart the Graduation Pathway Model. Design how students in grades 9–12 will progress toward college readiness and the Georgia 23-unit graduation requirements. Define the Individual Graduation and Postsecondary Plans (IGPP) process, early warning indicators, and intervention protocols for students off-track.
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Build Dual Enrollment and Career Pathways. Identify and establish partnerships with local colleges, technical schools, and career programs. Design how dual enrollment, career pathways, and experiential learning will be integrated into student schedules and advisory programs. Make college and career exploration visible and tangible.
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Plan Assessment and Accountability Systems. Design how you will use Georgia Milestones, WIDA ACCESS, and formative assessments to track student growth and school performance. Create the testing calendar, staff roles, and communication plan for sharing results with families and staff.
5. Build Family and Community Partnerships
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Design the Family Engagement Model. Plan how families will be partners in the school from the start. Design the Parent & Community Advisory Council structure, roles, and decision-making authority. Create communication protocols, meeting schedules, and processes for family input on policies, curriculum, and student support.
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Establish Inclusive Communication Systems. Design how the school will communicate with families in accessible, culturally responsive ways. Plan for translation and interpretation services, multilingual materials, and multiple channels (in-person, digital, phone). Ensure families feel welcomed and valued.
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Build Community Partnerships. Identify and cultivate partnerships with South Cobb community organizations, local businesses, colleges, and service providers. Design how these partnerships will enhance student learning (mentorship, internships, service learning, guest speakers, field experiences).
6. School Leadership and Launch Vision
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Articulate and Champion the Launch Vision. Work with the Founder & Executive Director and emerging teacher team to articulate what Power Public Schools will be on day one. This is your north star: personalized learning pathways, literacy excellence, restorative culture, high standards, collaborative teams. Be the chief architect and the most visible advocate for this vision internally and in the community.
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Design Cross-Functional Systems and Protocols. Ensure all the systems you are building (instructional, behavioral, special education, EL, family engagement) work together coherently. Define how data flows, how decisions are made, how we communicate across teams. Before students arrive, the machine should be built.
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Partner Actively with the Executive Director and Director of Operations. Work in close collaboration with the Founder & Executive Director (strategy, fundraising, growth) and the Director of Operations (budget, compliance, logistics). Be clear about your respective roles, communicate constantly, and ensure alignment on priorities. You own the instructional vision and culture; they support it operationally and strategically.
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Plan for Launch Day and Beyond. Design the opening ceremonies, staff orientation, student onboarding, and the first weeks of school. Think through the rhythm: how will you monitor systems and make adjustments? Build feedback loops so you learn quickly from launch and adapt as needed.
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Be the Face and Steward of Power Public Schools. You will be the visible leader of the school in the community. Attend community events, build relationships with families and partners, communicate our vision and progress. You embody the school values in everything you do.
7. Recruit and Build the Founding Teacher Team
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Conduct Visionary Recruitment. You will partner with the Executive Director to recruit the founding teacher team. This is not filling positions—it is building a mission-driven community. Define the qualities you are seeking: strong in literacy, builder mindset, collaborative, curious about AI and personalized learning, commitment to high standards and equity. Use interviews, teaching samples, and reference conversations to assess for mission fit and excellence.
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Design Onboarding and Launch Preparation. Create the onboarding program that will prepare teachers for opening day. Include: deep dive into the instructional vision and systems you have designed, training on literacy, MTSS, PBIS, and restorative practices, practice with data dashboards and assessment tools, team-building, and building psychological safety before students arrive.
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Establish the Founding Culture. Be intentional about the adult culture you want to build. Define norms for collaboration, continuous learning, honest feedback, and shared responsibility for student success. Model the behaviors and mindsets you want to see. This founding year sets the tone for years to come.
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Plan Professional Learning and Growth. Design the year one professional development calendar: weekly collaborative learning sessions, book studies, coaching cycles, conference attendance, and micro-credential pathways. Make it clear that growth and learning are expected and supported.
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Champion Wellness and Sustainability. Design systems that prevent burnout from launch: reasonable planning time, clear expectations, support systems (mentors, admin support, technology that reduces workload). Use AI tools thoughtfully to free up teacher time for high-impact work. Show that we value people, not just results.
WHAT SUCCESS LOOKS LIKE — ROADMAP TO LAUNCH
Months 1–2: Design & Blueprint: Design all core systems from first principles: literacy framework, MTSS tiers and protocols, PBIS framework, restorative practices model, data governance, and assessment calendar. Map the Power Learning AI adoption strategy. Conduct curriculum audit. Define staffing architecture. Partner with Director of Operations to finalize compliance frameworks.
Months 3–5: Build & Recruit: Conduct visionary recruitment and hiring of the founding teacher team. Design comprehensive onboarding curriculum for new teachers. Develop professional learning calendar. Finalize all documentation (policies, procedures, protocols, templates). Build relationships in the South Cobb community.
Months 6–8: Prepare & Launch: Conduct intensive summer professional development (staff institute). Execute final launch preparation (student onboarding, technology setup, classroom environment design, family welcome events, communication systems). Host opening ceremonies and community events. Be highly visible and present. Document everything in a living playbook.
YOU'LL SUCCEED HERE IF YOU
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Believe fiercely in student agency and personalized, mastery-based learning that honors differential pathways and project-based application. You understand how to scaffold literacy across content and develop scholars who are both college-ready and life-ready.
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Are a builder and co-creator at heart. You do not want to manage an existing system; you want to architect and evolve instructional culture, support systems, and school structures alongside your team.
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Lead with genuine collaborative mindset. You see leadership as distributed and reciprocal—you listen deeply to teachers, families, and students before deciding; you build consensus and co-design solutions rather than impose them.
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Champion AI and tech tools as force multipliers for teacher impact, not replacements for human connection. You have a foundational understanding of AI applications in education and genuine curiosity to learn, experiment, and adapt as tools evolve.
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Lead with data fluency and curiosity. You synthesize academic, attendance, behavior, and demographic data to make real-time instructional calls, and you ask questions when the data surprises you.
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Build trust across diverse communities through active listening, cultural humility, and authentic relationships. You understand you are the face and steward of Power Public Schools in the community.
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Move fast without cutting corners. You execute with urgency while maintaining quality and compliance. You balance relationship-building and task management—equally skilled at leading a board meeting and sitting one-on-one with a struggling teacher.
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Coach relentlessly and hold high standards without wavering. You see teaching as a craft that improves through deliberate, specific, actionable feedback. You promote excellence unapologetically and create systems where every adult is growing.
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Own special education and EL compliance deeply, and advocate fiercely for multilingual and differently-abled learners. You build the systems that make differentiation seamless and see each student as a full person, not a data point.
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Model the POWER Principles daily. You embody Perseverance, Ownership, Winning Mentality, Excellence, and Reflection in how you lead and hold others accountable.
THIS ROLE IS NOT A FIT IF
You prefer a mature, fully-built infrastructure over scrappy startup energy. You want a large central office handling compliance, special education, and student support; on day one at Power Public Schools, you are the operator on campus, and the buck stops with you. You are uncomfortable with AI-assisted instruction or see technology as a distraction from "real teaching." You view diversity, equity, inclusion, or multilingual learner support as a box to check rather than a core mission. You have built your career optimizing a system rather than architecting one from first principles.
WHY POWER PUBLIC SCHOOLS
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Founding Builder Opportunity. Co-create the culture, instructional systems, and support architecture of a school from day one. You are not inheriting someone else's vision; you are architecting excellence alongside educators, families, and community leaders.
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Deep Literacy and Personalized Learning Foundation. A founding principal role where literacy excellence is non-negotiable and where every student has access to personalized learning pathways, project-based application, and differential instruction that honors their pace and strengths.
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Equity-Driven Mission Grounded in Real Partnerships. Work in a school designed to close historic opportunity gaps by partnering authentically with families and community. You will be the face of Power Public Schools—stewarding relationships with families, community organizations, and partners who believe in student success.
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Co-Creative Leadership Model. You own instructional excellence and daily operations in a distributed leadership model where your ideas shape direction. The Executive Director handles fundraising and strategic growth, so your energy stays focused on teaching and learning.
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Premier Partnerships and AI Learning. Access to executive coaching (BES Fellowship), AI-powered instruction (Power Learning AI), pedagogical training from industry leaders, and a genuine learning community exploring what AI can do in service of student agency.
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Competitive Compensation and Professional Growth. Base salary of $100,000 exceeds local charter averages. Full benefits, employer-matched retirement, tuition reimbursement for leadership development, and access to national professional networks.
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High-Support, Innovation-Friendly Culture. Leverage AI and tech tools to reduce teacher administrative burden and free time for coaching and mentoring. We embrace thoughtful innovation without losing sight of relationships and human-centered education.
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Diverse, Engaged South Cobb Community. Work with families and partners who are deeply invested in education and student success. You will build something meaningful in a region with deep roots and genuine commitment to change.
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A Founding Team That Believes. Join educators, entrepreneurs, and community leaders who have intentionally chosen to build something new—a team that values your voice, learns together, and is committed to redefining what excellence looks like in public education.
READY TO APPLY?
Power Public Schools is an equal opportunity employer committed to building a diverse, high-performance team. We actively encourage candidates of all backgrounds, races, genders, and lived experiences to apply.
Learn more: www.powerps.org
Requirements:
Must-Have
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Master's degree in Educational Leadership, School Administration, Curriculum and Instruction, or related field
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Georgia Educational Leadership Certificate (Tier I or Tier II), or eligibility to obtain within 90 days of hire
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Minimum 5 years of successful instructional leadership (Principal, AP, or Academic Director) in a K–12 setting
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Proven track record: measurable gains in student academic growth (reading or math), decreased chronic absenteeism, or reduced exclusionary discipline under your leadership
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Direct experience leading special education (IEP) and Section 504 compliance processes
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Proficiency with data dashboards, learning management systems (PowerSchool, Google Classroom), and assessment platforms (NWEA, DIBELS, or similar)
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Valid driver's license; reliable transportation to Mableton, GA or ability to relocate
Highly Valued
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Experience in urban public charter schools or founding schools / educational startups
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Bilingual fluency (Spanish)
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Hands-on experience with literacy interventions
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Hands-on experience with MTSS, PBIS, or restorative justice implementation
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Familiarity with AI-assisted instruction and computer-adaptive learning platforms
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Track record launching, turning around, or building a school from the ground up
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Engagement with dual enrollment and career pathway programs
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Evidence of coaching teachers into leadership roles or building instructional leadership pipelines
