Deputy Director at Data Science 4 Everyone (DS4E)

About the Department

Data Science 4 Everyone (DS4E) is a national initiative working to catalyze the adoption of data science and data literacy as a fundamental component of K-12 education. Incubated at the University of Chicago Center for RISC and popularized by the 2019 Freakonomics podcast America’s Math Curriculum Doesn’t Add Up, DS4E is quickly expanding our dedicated team at the University of Chicago, striving to teach students the basics of modern data across school subjects and grade levels. In just 4 years, DS4E has catalyzed support for data science education in 32 states and counting, hundreds of schools, and with numerous national partners. As a field catalyst, DS4E builds awareness with local, state, and national leaders; centralizes and disseminates resources; hosts convenings and communities of practice; creates unique partnerships to support educators across the country; and helps schools and districts design new K-12 programs for all students.

Job Summary

DS4E is seeking a Deputy Director to guide the organization through its next chapter of growth and impact. We’re looking for a leader who is passionate about bridging the country’s digital divide, cares deeply about the structures and practices that make a nonprofit thrive, and brings a systems lens to building internal strength while advancing an ambitious external agenda. This individual will draw upon a diverse set of experiences in the education sector to identify new focus areas or refine existing ones, continuously shape DS4E’s role in a dynamic and fast-evolving field, and rigorously evaluate what is working and what is not. As the team enters an important new phase of growth and formalization, the Deputy Director will play a key role in ensuring coherence across strategy, structure, and execution, including with new organizational structures.

A thought partner and operational leader, this person will regularly collaborate with DS4E’s Executive Director, funders, and team to co-develop strategy and then translate it into focused plans, clear priorities, and systems that support strong delivery. They will foster internal cohesion, manage cross-team execution, and help build a sustainable foundation for DS4E’s continued influence in education, policy, and innovation. The Deputy Director will report directly to the Executive Director of DS4E. The following team members will report to the Deputy Director: the Instructional Director, Policy Director, and Partnerships Manager. Additionally, the Strategic Initiatives Manager may also report to the Deputy Director. This structure is designed to support coherent leadership across DS4E’s key functional areas while enabling the Executive Director to focus on external relations, fundraising, and high-level strategy.

Responsibilities

• Serves as the internal anchor for a fast-growing, distributed team, connecting workstreams and reducing fragmentation.
• Manages and mentors team leads, supporting them to grow as people managers and confident decision-makers.
• Fosters a collaborative, inclusive culture that balances autonomy with shared accountability.
• Partners with the Executive Director to translate vision into clear organizational priorities and multi-year strategies.
• Leads annual and quarterly planning processes, ensuring staff are aligned on goals and how they’ll get there.
• Evaluates new opportunities against mission, capacity, and timing, making tough calls when needed.
• Ensures timely, transparent communication across teams and leadership, avoiding silos and confusion.
• Steps in to make high-leverage decisions when needed, especially in moments of ambiguity or urgency.
• Helps the team balance responsiveness with focus, knowing when to move quickly and when to hold the line.
• Builds and maintains lightweight, effective systems to track timelines, budgets, deliverables, and capacity.
• Oversees the execution of major cross-functional efforts, such as assessment roadmap, development of an independent organizational entity, ensuring scalable systems and infrastructure are in place to support long-term growth.
• Leads cross-functional coordination by partnering with the Operations Manager to ensure finance and grant processes facilitate execution. Provides oversight of floating grant accounts, stewards the evolution toward a hybrid operating structure, and builds systems to monitor financial data, project timelines, and initiative progress, supporting teams to stay focused, aligned, and well-resourced.
• Develops and administers program budgets and recommends or makes budgetary recommendations.
• Serves as a key resource for program information. Resolves problems or questions referred by program staff, University administrators, or other contingencies.
• Performs other related work as needed.

Minimum Qualifications

• Minimum requirements include a college or university degree in related field.
• Minimum requirements include knowledge and skills developed through 7+ years of work experience in a related job discipline.

Preferred Competencies

• Familiarity with the K–12 education landscape, including experience working within or alongside schools, districts, or state agencies, such as through roles in publishing, education nonprofits, or other mission-aligned organizations.
• Proven track record leading teams or departments in mission-driven settings, such as nonprofit, education, or social impact organizations, particularly through periods of organizational growth, strategic change, or increasing operational complexity.
• Leading and developing individuals at all levels, with a track record of cultivating emerging leaders through structured support, clear communication, and intentional team-building practices.
• Demonstrated success designing and implementing systems for project planning, team coordination, budgeting, and grant management, including restricted and unrestricted funding.
• Skilled communicator with a track record of translating strategy and priorities across internal teams and external stakeholders such as funders, education leaders, and policymakers.
• Evidence of sound judgment and strategic prioritization, including the ability to assess tradeoffs, say no when needed, and focus an organization on high-impact work.
• Comfortable operating in fast-paced, ambiguous environments, with a disciplined approach to managing multiple priorities and aligning team efforts.
• Recognized for a leadership style rooted in humility, clarity, and trust, with a service-oriented approach to collaboration.

Working Conditions

• 100% remote work.
• Occasional travel, including nights and weekends.
• Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of their job
• Scheduled Weekly Hours: 37.5

Drug Test Required: No
Health Screen Required: No
Motor Vehicle Record Inquiry Required: No
FLSA Status: Exempt​

Application Documents

• Resume/CV (required)
• Cover Letter (required)

Pay Range

Salary: $120,000.00 - $140,000.00

The included pay rate or range represents the University’s good faith estimate of the possible compensation offer for this role at the time of posting.

Benefits Eligible

Yes: The University of Chicago offers a wide range of benefits programs and resources for eligible employees, including health, retirement, and paid time off. Information about the benefit offerings can be found in the Benefits Guidebook.

Posting Statement

The University of Chicago is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, or expression, national or ethnic origin, shared ancestry, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

All offers of employment are contingent upon a background check that includes a review of conviction history.  A conviction does not automatically preclude University employment.  Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.

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