The Daily Signal Media Group seeks an experienced journalist to serve as a news reporter covering Virginia state government and politics. This position will focus on delivering accurate and timely reporting on legislative sessions, policy developments, and political movements that affect citizens' daily lives. This is an independent contractor position and does not include benefits.

Position Overview

As our Virginia correspondent, you will be responsible for producing original news coverage that examines how government actions and policies impact communities. You will work independently to develop sources, identify newsworthy stories, and deliver compelling content that helps readers understand complex political issues.

Key Responsibilities

• Monitor and report on legislative sessions, committee hearings, and executive actions.
• Develop and maintain relationships with legislators, officials, policy experts, and other key sources.
• Write clear, accurate news stories on tight deadlines about state government activities.
• Produce in-depth analysis pieces examining major policy initiatives and their implications.
• Cover breaking political news and developments.
• Identify emerging trends in policy and politics that deserve coverage.
• File public records requests and analyze government documents.
• Maintain an active presence on social media platforms to share stories and engage with readers.
• Collaborate with editors on story development and editorial planning.

Location and Schedule

• Must be based in Virginia or willing to travel to Richmond.
• Position requires regular presence at the Virginia General Assembly during legislative sessions.
• Flexible schedule with availability for evening/weekend coverage as news warrants.

Rate / Salary

$300/article. Competitive contract rate commensurate with experience. Payment structure based on story production and performance. Travel expense reimbursement for approved coverage outside the capital region.

The Daily Signal is a digital-first news publication committed to factual, in-depth reporting on politics and policy.

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Who We Are

We're HealthCorps - a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery — ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps' Learning & Development Specialist, you'll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You'll coach mentors to be confident, skilled facilitators of the curriculum. You'll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You'll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You'll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.
  
  

Requirements

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need
  
  

Qualifications

• Bachelor's degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).
  
  

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn't working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that's both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.
  
  

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.
  
  

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors
  
  

Benefits

Additional Position Details

  This is a full-time, salaried position of $50,000-$55,000 and you will be offered a comprehensive benefits package. Yearly compensation for the role depends on a number of factors, including a candidate's qualifications, skills, competencies, experience, and location.  

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA, Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That's why full-time employees enjoy a comprehensive benefits package designed to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO) to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insurance to keep you and your family healthy
• Life Insurance coverage for added peace of mind
• A 401(k) with company match to help you plan for the future
• Additional ancillary benefits tailored to fit your lifestyle and needs
  
  

Plus, HealthCorps proudly recognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer. HealthCorps provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements. 

HealthCorps, Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upon a clearance of a background investigation and/or reference check. 

Note: HealthCorps reserves the right to assign additional duties, as needed. All HealthCorps employees are encouraged to be flexible and responsive to changes in scope of duties.

Who We Are

We're HealthCorps - a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery — ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps' Learning & Development Specialist, you'll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You'll coach mentors to be confident, skilled facilitators of the curriculum. You'll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You'll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You'll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.
  
  

Requirements

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need
  
  

Qualifications

• Bachelor's degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).
  
  

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn't working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that's both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.
  
  

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.
  
  

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors
  
  

Benefits

Additional Position Details

  This is a full-time, salaried position of $50,000-$55,000 and you will be offered a comprehensive benefits package. Yearly compensation for the role depends on a number of factors, including a candidate's qualifications, skills, competencies, experience, and location.  

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA, Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That's why full-time employees enjoy a comprehensive benefits package designed to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO) to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insurance to keep you and your family healthy
• Life Insurance coverage for added peace of mind
• A 401(k) with company match to help you plan for the future
• Additional ancillary benefits tailored to fit your lifestyle and needs
  
  

Plus, HealthCorps proudly recognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer. HealthCorps provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements. 

HealthCorps, Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upon a clearance of a background investigation and/or reference check. 

Note: HealthCorps reserves the right to assign additional duties, as needed. All HealthCorps employees are encouraged to be flexible and responsive to changes in scope of duties.

Who We Are

We're HealthCorps - a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery — ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps' Learning & Development Specialist, you'll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You'll coach mentors to be confident, skilled facilitators of the curriculum. You'll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You'll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You'll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.
  
  

Requirements

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need
  
  

Qualifications

• Bachelor's degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).
  
  

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn't working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that's both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.
  
  

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.
  
  

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors
  
  

Benefits

Additional Position Details

  This is a full-time, salaried position of $50,000-$55,000 and you will be offered a comprehensive benefits package. Yearly compensation for the role depends on a number of factors, including a candidate's qualifications, skills, competencies, experience, and location.  

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA, Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That's why full-time employees enjoy a comprehensive benefits package designed to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO) to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insurance to keep you and your family healthy
• Life Insurance coverage for added peace of mind
• A 401(k) with company match to help you plan for the future
• Additional ancillary benefits tailored to fit your lifestyle and needs
  
  

Plus, HealthCorps proudly recognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer. HealthCorps provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements. 

HealthCorps, Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upon a clearance of a background investigation and/or reference check. 

Note: HealthCorps reserves the right to assign additional duties, as needed. All HealthCorps employees are encouraged to be flexible and responsive to changes in scope of duties.

Who We Are

We're HealthCorps - a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery — ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps' Learning & Development Specialist, you'll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You'll coach mentors to be confident, skilled facilitators of the curriculum. You'll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You'll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You'll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.
  
  

Requirements

What You'll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they'll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors' ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.
  
  

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the "here's how you actually run this" version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what's working and what's not: which activities are mentors struggling with? Where do fidelity scores dip?
  
  

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn't necessarily work now.
  
  

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need
  
  

Qualifications

• Bachelor's degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).
  
  

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn't working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that's both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.
  
  

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.
  
  

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors
  
  

Benefits

Additional Position Details

  This is a full-time, salaried position of $50,000-$55,000 and you will be offered a comprehensive benefits package. Yearly compensation for the role depends on a number of factors, including a candidate's qualifications, skills, competencies, experience, and location.  

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA, Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That's why full-time employees enjoy a comprehensive benefits package designed to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO) to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insurance to keep you and your family healthy
• Life Insurance coverage for added peace of mind
• A 401(k) with company match to help you plan for the future
• Additional ancillary benefits tailored to fit your lifestyle and needs
  
  

Plus, HealthCorps proudly recognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer. HealthCorps provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements. 

HealthCorps, Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upon a clearance of a background investigation and/or reference check. 

Note: HealthCorps reserves the right to assign additional duties, as needed. All HealthCorps employees are encouraged to be flexible and responsive to changes in scope of duties.

Headquarters: New York, NY. Remote, USA.
URL: http://gigaenergy.com

Why join Giga

• The Pace: We're building at a speed most companies talk about but never actually operate at. If you've been bored somewhere else, you won't be here.
• The Impact: Every person at Giga touches the work that matters. No layers, no waiting for approval chains. You'll see your fingerprints on what we ship.
• The Team: A team of operators defining the future of AI infrastructure. We recruit A-players from the most innovative companies in the world, and they choose Giga because the work here means more.
• The Moment: AI doesn't run without power, and that's us. Giga is the picks and shovels behind the AI revolution. This industry is about to explode, and you'll be in the room where it's already happening.

What you’ll do

The AI infrastructure buildout is the largest capital deployment cycle since the shale boom. Hundreds of billions of dollars will flow into power and data center assets over the next decade, and the people who build the financing playbooks now will define how this entire industry gets funded. This role sits at the center of that.

As Giga’s Head of Project Finance, you will own capital formation for the company. You will build the project finance function from the ground up — the team, the lender relationships, the capital strategy, and the financing playbooks that unlock nine- and ten-figure infrastructure deployments across power generation and data center assets. You will report directly to the CFO, work shoulder-to-shoulder with the CEO, and sit at the table with tier-one lenders, infrastructure funds, and tax equity investors as the principal, not the advisor.

This is not a role for someone looking to run a desk inside an established framework. You are inheriting a blank page. You will define how Giga finances its pipeline, hire the team that executes it, and set the standard for how this generational buildout gets funded.

This role comes with meaningful equity in a company at the inflection point of a generational buildout. If you’ve been waiting for the right moment to step into principal ownership of capital strategy at scale, this is it.

Where you’ll work

Remote. NYC Preferred

Responsibilities

•   Own capital formation across the portfolio — set the financing strategy for Giga’s full pipeline of power and data center assets, determining how each project gets capitalized across debt, tax equity, sponsor equity, and alternative structures.
•   Lead the project finance function end to end — from originating lender and investor relationships, to structuring and negotiating facilities, to closing deals, to managing post-close compliance and reporting.
•   Build and lead the team — hire, develop, and manage the project finance organization. Define the operating model, the review process, and the bar for financial rigor as the team scales from one to many.
•   Structure and close financings at scale — negotiate non-recourse and limited-recourse debt facilities, construction financing, tax equity partnerships, back-leverage, holdco debt, and other structures with institutional lenders, infrastructure funds, and strategic partners.
•   Serve as Giga’s principal face to the capital markets — own relationships with tier-one project finance banks, infrastructure funds, tax equity investors, and ratings agencies. Build the institutional credibility that unlocks favorable terms across the portfolio.
•   Drive deals to close on Giga’s timelines — lead financial due diligence and lender-facing workstreams, coordinate across legal, engineering, and operations, and hold the pen on the financial narrative from term sheet through funding.
•   Partner with the CEO and CFO on enterprise capital strategy — inform decisions on project selection, portfolio construction, capital allocation, and the corporate financing stack that sits above the project level.
•   Represent the company to the board and investment committees — translate complex multi-layer financing structures into clear risk-return narratives for the board, external investors, and credit committees on the other side of the table.
•   Build the internal financial infrastructure — models, templates, underwriting standards, governance, reporting cadences, and lender compliance systems that scale with deal volume as Giga grows.

Requirements

•   10+ years in project finance, structured finance, or infrastructure finance, with a clear track record of leading deals from origination through close as the principal or lead banker — not as support.
•   Proven record of closing large-scale non-recourse and limited-recourse debt facilities for physical infrastructure assets, including construction-phase financing, at sizes that have materially moved a portfolio.
•   Deep experience structuring and negotiating across the full capital stack — senior debt, mezzanine, tax equity, back-leverage, and sponsor equity — with the judgment to know which structure fits which project.
•   Demonstrated ability to build a function from scratch or rebuild one at inflection, including hiring and managing a team, setting the operating cadence, and establishing the standards.
•   Established relationships across institutional lenders, infrastructure funds, and tax equity investors that you can activate from day one.
•   Elite modeling fluency — you can build a project finance model from a blank spreadsheet, sculpt debt against complex cash flows, and defend every assumption in front of a credit committee. You also know when not to be the one in the model.
•   Executive presence and narrative skill — you’re as credible in a board meeting as you are in a credit committee, and you can turn complex structures into clear risk-return stories for any audience.
•   High agency and builder’s instinct — you are energized, not unnerved, by the prospect of writing the playbook rather than following one.

Bonus Points

•   Direct experience financing power generation, energy, or data center infrastructure assets at scale.
•   Deep familiarity with ITC/PTC tax credit structures and transferability provisions under the Inflation Reduction Act, including structuring transfer deals with corporate buyers.
•   Senior background at an infrastructure-focused investment bank (Macquarie, Guggenheim, RBC, MUFG, KeyBanc) or an infrastructure fund (Stonepeak, GIP, Brookfield, IFM).
•   Experience with equipment-level financing, sale-leaseback structures, or asset-backed lending for industrial or power assets.
•   Experience leading a capital markets or project finance function inside an operating company, not just advising from the sell-side.
•   MBA, CFA, or graduate degree in a quantitative field.
•   Prior experience at a high-growth company during a scaling phase — you know what it feels like when the pace of the business outstrips the infrastructure, and you’re energized by that, not overwhelmed.

Benefits 

• Subsidized health, dental, and vision insurance
• Equity (options) in a rapidly growing startup
• 401(k) with 4% employer match
• Unlimited PTO
• Parental leave
• Healthcare and Dependent Care Flexible Spending Accounts (FSA) or Health Savings Account (HSA)
• Commuter benefits
• Monthly team onsites where all offices come in–person to collaborate

Who we hire

We hire people who thrive in chaos and get sharper under pressure. You don't wait to be told what to do, you spot the gap and fill it. When there's work to be done, you do it. You make decisions with the information you have, move fast, and adjust along the way. We're not looking for perfect; we're looking for people who get things done.

Equal Opportunity Employer Statement

Giga Energy is an equal opportunity employer and is committed to fostering an inclusive and diverse workplace. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic as outlined by federal, state, or local laws. Giga Energy complies with all applicable labor laws, including the California Fair Employment and Housing Act (FEHA) and other relevant state and federal regulations. We provide reasonable accommodations for qualified individuals with disabilities and encourage applicants who require accommodations during the hiring process to contact us.

To apply: https://weworkremotely.com/remote-jobs/giga-energy-head-of-project-finance

Headquarters: Miami, FL / Remote / Hybrid / Tampa, FL
URL: http://cgsfederal.com

Senior Accounting TechnicianEmployment Type: Full-Time, Mid-LevelDepartment: Finance
CGS is seeking a Senior Accounting Technician to join our team supporting the mission of a large federal agency. This position will entail a wide range of duties including management of accounts payable, reimbursement activity, collections, and account oversight.
CGS brings motivated, highly skilled, and creative people together to solve the government’s most dynamic problems with cutting-edge technology. To carry out our mission, we are seeking candidates who are excited to contribute to government innovation, appreciate collaboration, and can anticipate the needs of others. Here at CGS, we offer an environment in which our employees feel supported, and we encourage professional growth through various learning opportunities. Skills and attributes for success:- Adjustment of the payroll/labor transactions via re-org processing.- Correct and processes federal government travel in accordance with policies and regulations.· Verify, analyze, and maintain financial information used by the DOJ Office of the Comptroller.· Use various electronic software and databases, such as UFMS, JEDI and JEDI-2, SAFARI, E-2, and SAMS.gov, to analyze complex data sets.·  Use various software packages, databases, and online resources to record and retrieve financial data, particularly related to reimbursable and billing process.·Use a financial management system to track expenditures of multiple accounts.· Generate reconciliation reports from a financial management system and reconcile financial books /reports weekly.· Prepare financial reports and documentation for review and signature by DOJ Office of the Comptroller Management and numerous other U.S. Government agencies.·Assist and provide support to other sections of DOJ in UFMS transaction processing and provide suggestion in system errors resolutions.· Compose memorandums, referencing financial reports and activities, as well as letters to the outside vendors and agencies, as needed.· Composes and disseminates correspondence, prepares forms and financial documents, manage databases, maintains the office files, routes paperwork, schedules and assists with web conferences, prepares meeting room and office events.· Performs other duties, either as assigned or on own initiative, that are necessary for regular or special projects undertaken by the division.· Contributes to team efforts, as needed.
Qualifications:- Two-year degree in accounting or four-year degree in a related field (finance, business, banking, or economics) with 30 credit hours in accounting.- Knowledge of manual and automated accounting systems used by banking, financial and other institutions.- Experience working with commitments, obligations, and interagency reimbursement agreements.- Experience working with the quarterly review, accrual and closeout process.- Ability to provide analysis and technical support for a variety of financial activities.- Ability to identify and analyze change in budgetary and/or financial activities.- Ability to research and analyze financial data.- Must be a US Citizen upfront.- Must be able to obtain a Public Trust Clearance.
Ideally, you will also have:- UFSM, JEDI, SAFARI, E-2, and Excel proficiency.- Budgeting Cycle Management.- Financial Management.- Accounts payable (A/P) and Accounts receivable (A/R) management and processing.- Reimbursable agreements analysis and management.- Obligations processing and committed funds tracking.- Auditing and accounting services.- Cash flow analysis.- Statistical analysis.- Financial fraud-related research.- Electronic data acquisition and processing.- Systems analysis and administration.- Database user support.- Reporting.- Record Management.- Business legal compliance.- Special projects.- Analytical and critical thinking, time management and organization.- Excel proficiency with skills to include various formatting, sorting, and correction of data, and table manipulations, such as: Table array, Sum function, Max min function, Vlookup, Trim, Pivot table, Arithmetical formulas.
Our Commitment:Contact Government Services (CGS) strives to simplify and enhance government bureaucracy through the optimization of human, technical, and financial resources. We combine cutting-edge technology with world-class personnel to deliver customized solutions that fit our client’s specific needs. We are committed to solving the most challenging and dynamic problems.
For the past seven years, we’ve been growing our government contracting portfolio, and along the way, we’ve created valuable partnerships by demonstrating a commitment to honesty, professionalism, and quality work.
Here at CGS we value honesty through hard work and self-awareness, professionalism in all we do, and to deliver the best quality to our consumers mending those relations for years to come.
We care about our employees. Therefore, we offer a comprehensive benefits package.-         Health, Dental, and Vision-         Life Insurance-         401k-         Flexible Spending Account (Health, Dependent Care, and Commuter)-         Paid Time Off and Observance of State/Federal Holidays
Contact Government Services, LLC is an Equal Opportunity Employer. Applicants will be considered without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Join our team and become part of government innovation!
Explore additional job opportunities with CGS on our Job Board:https://cgsfederal.com/join-our-team/
For more information about CGS please visit: https://www.cgsfederal.com or contact:Email: [email protected]
#CJ$87,360 - $126,186.67 a yearWe may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

To apply: https://weworkremotely.com/remote-jobs/contact-government-services-senior-accounting-technician