* This role is offered on a 3-year term. *
About the Team
The College Readiness Assessments ("CRA") division is a team of mission-driven people who deliver the SAT Suite of Assessments (SAT, PSAT/NMSQT, PSAT10, and PSAT 8/9) to millions of students across the world each year to help open their paths to life after high school. The SAT Suite connects students to a wide range of post-high school opportunities, including scholarships, careers, and colleges and universities. In 2023, we retired the use of paper/pencil testing and are now a fully digital SAT Suite offering an assessment that is easier to give, easier to take, more secure, and more relevant.
The SAT Suite Program Information team ensures students and educators have an excellent experience with the SAT Suite of Assessments by developing engaging, clear, and accurate content to guide test administrations. By creating digital learning programs, web content, emails, and web-ready instructional manuals and guides, we help educators administer our assessments effectively. This ensures that over 6.5 million students and thousands of testing staff have the information they need to be successful before, during, and after test day.
This role will report to the Senior Director, SAT Suite Instructional Design and Training.
About the Opportunity
As the Associate Director, SAT Suite Instructional Design and Training, you use your expertise in digital instruction to create and update engaging digital learning programs, lessons, and modules that prepare external learners to deliver and use the SAT Suite of Assessments. Using feedback from Sr. Director and your team and best-in-class digital learning practices, you’ll create learning objectives, scripts, visual elements, and assessments.
In this role, you will:

Build training artifacts (80%)

• Plan, script, and build engaging, interactive, targeted, and efficient learning artifacts for external testing staff who administer the SAT Suite and internal staff who support them.
• Create visual elements like graphics, exercises, videos, and assessments to make artifacts engaging to learners.
• Use Articulate Storyline 360, Articulate Review, Adobe Captivate, SCORM Cloud and PowerPoint to create and update training artifacts.
• Use PowerPoint to create training artifacts for internal staff.
• Make necessary adjustments and add required elements (like closed-captioning) to ensure all artifacts are ADA compliant.

Improve and Evolve Content (20%)

• Incorporate feedback from your team, SMEs within CRA, other College Board divisions, and external customers like state departments of education from prototype to final product, to ensure accuracy and appropriateness of content.
• Ensure your artifacts are compatible with organization’s LMS and broader knowledge management infrastructure.
• Advise team on ways to reduce time and effort needed to produce and deliver training artifacts.

About You

You have:

• Expertise in digital learning with 3+ years designing and creating digital training programs. Experience providing digital learning to K-12 educators is preferred but not required.
• Outstanding knowledge of emerging trends and best practice in digital learning
• Expertise in authoring and publishing systems, including Articulate Storyline 360, Adobe Captivate, and SCORM Cloud to create multimedia solutions is required.
• Proven capabilities to develop complex learning materials, including simulations, JavaScript extensions, and multimedia.
• Expertise in instructional technologies is required; operational experience with LMS technologies and capability to maintain expertise with emerging technologies and standards.
• Adept problem-solving skills, including using data to inform decisions and actions
• Excellent verbal and written communication skills
• Proven ability to build relationships and influence others to action
• A passion for supporting educational and career opportunities for millions of students
• Excellent PowerPoint, Word, and Excel skills
• The ability to travel 4-6 times a year to College Board offices or on behalf of College Board business
• Authorization to work in the United States

About Our Process

• Application review will begin immediately and will continue until the position is filled
• While the hiring process may vary, it generally includes: resume and application submission, recruiter phone/video screen, hiring manager interview, performance exercise such as live coding, a panel interview, a conversation with leadership and reference checks.

Our approach to Compensation
College Board offers a competitive benefits and compensation program that attracts top talent looking to make a difference in education. As a self-sustaining non-profit, we believe in compensating employees fairly in relation to each other, their qualifications, their impact, and the relevant market.
The hiring range for a new employee in this position is $56,000 to $100,000. College Board differentiates salaries by location so where you live will narrow the portion of this range in which you can expect a salary.
Your salary will be carefully determined based on your location, relevant experience, the external labor market, and the pay of College Board employees in similar roles. College Board strives to provide our best offer up front based on this criteria.
You can expect to have transparent conversations about benefits and compensation with our recruiters throughout your application process.
What makes College Board an Employer of Choice
College Board is motivated and positioned to positively impact the educational and career trajectories of millions of students a year, our culture is pivotal to our ability to fulfill this mission.

Our culture is grounded in our Operating Principles and Manager Expectations that create the conditions for employees to do their best work while living their best lives. Our Operating Principles guide how we interact with each other, translating what we value and believe into concrete actions that allow us to pursue our mission and purpose. Candidates should expect to hear more about our Operating Principles throughout the interview process. (

• Prioritize and Simplify
• Say and Receive
• Go for Greatness
• Lead as One College Board

In addition to modeling the Operating Principles, managers at College Board are also responsible for ensuring their team can live out the Operating Principles and delivering on four Manager Expectations. Candidates applying for management roles will hear more about these expectations throughout the interview process:

• Ensure Strategic Alignment
• Hire Top Talent
• Optimize Performance
• Unlock Potential

In addition to offering a strong culture, College Board offers its employees fantastic benefits including:

• A comprehensive package that supports the well-being of employees and their families and promotes education. Our robust benefits package includes health, dental, and vision insurance, generous paid time off, paid parental leave, fertility benefits, pet insurance, tuition assistance, retirement benefits, and more.
• Recognition of exceptional performance through annual bonuses, opportunities for merit and market raises, and opportunities for promotion based on increased scope of responsibility and outcomes
• Annual matching contributions (up to 10% of your annual salary) towards TIAA retirement plans
• A job that matters, a team that cares, and a place to learn, innovate and thrive
• The ability to work in a remote or hybrid environment. Most roles, unless designated, have the option to be remote or hybrid if they live close to College Board offices. Hybrid employees go into offices every Tuesday and Wednesday.
• Learning and growth opportunities: we offer formal and informal ways to lead through your superpowers, sharpen your strengths, and meet your development goals

Our culture is grounded in our Operating Principles and Manager Expectations that create the conditions for employees to do their best work while living their best lives. Our Operating Principles guide how we interact with each other, translating what we value and believe into concrete actions that allow us to pursue our mission and purpose. Candidates should expect to hear more about our Operating Principles throughout the interview process. (

• Prioritize and Simplify
• Say and Receive
• Go for Greatness
• Lead as One College Boar

In addition to modeling the Operating Principles, managers at College Board are also responsible for ensuring their team can live out the Operating Principles and delivering on four Manager Expectations. Candidates applying for management roles will hear more about these expectations throughout the interview process:

• Ensure Strategic Alignment
• Hire Top Talent
• Optimize Performance
• Unlock Potentia