Head of Teaching Excellence & Operations

📍 Riyadh, KSA | Full-time | On-site

🚀 About Noon: Radically Changing the Way People Learn!

At Noon Academy, we aren’t just building an app; we are reimagining the very foundation of education. We believe that learning shouldn't be a lonely, boring chore—it should be social, engaging, and powered by the best technology.

As the leading EdTech platform in the Middle East, we’ve already built a digital home for over 12 million students and teachers who collaborate, compete, and grow together every day. Backed by $41 million in Series B funding, we are scaling faster than ever to bridge the gap between world-class teaching and every student, regardless of their geography.

Now: We’re laser-focused on reinventing schools in Saudi Arabia. We’re accelerating rapidly, well-funded, and profitable. We are on a mission to transform the physical classroom experience by introducing our highly engaging social, group-based learning and AI to make learning fun and improve learning efficacy. Our ultimate goal is to provide access to the best teachers to every student even if that teacher is only available virtually. We believe we can do this if we blend AI, peer-to-peer learning, and a carefully designed physical space.

Hear it directly from our CEO and co-founder: this

Learn more about us: here

About the Role

We are looking for an experienced Head of Teaching Excellence & Operations to own the full teacher lifecycle across Masarat and Ufuq—from workforce planning and hiring to development, deployment, performance management, and career progression.

You will build the systems, processes, and leadership practices needed to scale a high-performing teaching workforce while protecting instructional quality. This role combines educational judgement with operational discipline: ensuring the right teachers are in the right classrooms, supported to improve, and able to contribute beyond their teaching load.

Key Responsibilities

• Workforce Planning & Hiring:

  • Build and maintain a teacher demand model by subject, grade, and site, translating delivery requirements into hiring and capacity plans.

  • Own the end-to-end recruitment pipeline, including sourcing, screening, teaching demonstrations, selection, and readiness for deployment.

  • Establish consistent selection rubrics that assess subject expertise, instructional practice, and suitability for the delivery model.

  • Monitor time-to-fill, pipeline conversion, and hiring quality to identify bottlenecks and maintain reliable staffing coverage.

• Teacher Development & Career Progression:

  • Design and run structured onboarding that prepares teachers for effective classroom delivery.

  • Build continuing professional development (CPD) linked to observed teaching practice and evidence of student learning.

  • Establish a tiered career pathway with clear expectations, progression criteria, and development opportunities.

  • Equip teacher leaders and managers to deliver effective coaching and follow through on development plans.

• Deployment & Scheduling:

  • Own teacher assignment and scheduling across Masarat and Ufuq, aligning subject expertise and readiness with classroom needs.

  • Balance teaching load, development time, and wider contributions without compromising instructional quality.

  • Maintain visibility of workforce capacity, utilisation, and coverage risks, with contingency plans for staffing gaps.

  • Coordinate with academic and delivery teams to resolve scheduling conflicts and support continuity of teaching.

• Performance Governance:

  • Establish a consistent observation cadence across all classrooms, supported by clear quality standards and calibrated judgements.

  • Combine observation evidence with student feedback, learning outcomes, and platform data to identify strengths and improvement priorities.

  • Run timely feedback loops and structured improvement plans with clear expectations, support, and review points.

  • Own intervention and exit protocols, addressing sustained underperformance fairly and consistently in coordination with relevant stakeholders.

  • Identify, recognise, and retain high-performing teachers.

• Capability Activation:

  • Create structured routes for teachers to contribute beyond classroom delivery, including content development, assessment item writing, peer coaching, and quality review.

  • Match opportunities to demonstrated expertise, interests, and organisational needs.

  • Define clear time allocations, deliverables, quality expectations, and recognition for these contributions.

  • Track participation, output quality, and impact so capability activation is measurable and sustainable.

About You

Requirements & Experience:

• Scale & Experience: 10–15 years of experience in education, including at least 5 years leading a teaching workforce at scale (managing 100+ educators, directly or through managers).

• Lifecycle Ownership: Demonstrated ownership of the full teacher lifecycle: hiring, development, deployment, and performance management together.

• Instructional Background: A classroom teaching background and strong credibility in evaluating instructional practice.

• Market Expertise: Proven experience in the Saudi education market.

• Language Skills: Fluency in both Arabic and English (written and verbal).

• Education: A bachelor’s degree in education or a related field; a master’s degree is preferred.

Core Competencies:

• Workforce Planning: Translate demand into practical hiring, capacity, and deployment decisions.

• Instructional Quality Judgement: Distinguish strong teaching from weak practice and calibrate standards across teams.

• Teacher Development Design: Turn observed needs into targeted onboarding, coaching, and CPD.

• Operational Systems Thinking: Build repeatable processes that connect the full teacher lifecycle.

• Data Fluency: Use workforce, classroom, student, and platform evidence to guide decisions.

• Performance Leadership: Handle difficult conversations with clarity, fairness, and timely follow-through.

• Cross-Functional Coordination & Scale: Align academic, delivery, and people stakeholders around shared priorities while building systems that remain effective as the workforce grows.

What Success Looks Like in Year One

• Predictable Hiring: Time-to-fill and pipeline conversion are tracked, bottlenecks are addressed, and staffing plans consistently meet delivery needs.

• Consistent Quality Oversight: An observation cadence is actively running across all classrooms, with calibrated standards and documented feedback.

• Retention of Top Talent: Retention of high-performing teachers improves, supported by development and visible career opportunities.

• Proactive Performance Management: Interventions happen promptly, improvement plans are followed through, and exit decisions are handled consistently when required.

• Activated Teacher Capabilities: Routes for contributions beyond teaching are live, with defined time allocation, recognition, and measurable outputs and impact.

Why Work at Noon?

• Student First: Help build the first "Open Social Learning Platform" impacting millions of students across Saudi Arabia and the globe.

• Be Original & Own It: A working environment where you can challenge the status quo, take complete ownership, and build systems from the ground up.

• Never Deprive a Learner: We offer the freedom to innovate, experiment, and learn from "first-time mistakes."

• Be Better Everyday: Work closely with a dynamic leadership team committed to building the future of education in KSA.