Frontier Design

Frontier is growing! We are excited to expand our diverse, human-centered team of engineers, artists, evaluators, and more. If you are passionate, nimble, and energized by helping mission-driven organizations change the world, we want to hear from you! We’re currently hiring for the following roles: - Remote Organizational Development & Change Management Consultant - Remote Strategic Communications Advisor or Senior Advisor Frontier offers competitive salaries commensurate with education and experience, a comprehensive benefits package that includes flexible work schedules, 20 days of paid time off, 11 paid federal holidays, immediate 401K contribution, health/dental & vision insurance and more. All employees are also eligible for an annual performance-based bonus. Interested? Learn more and apply at the links below! #hiringnow #jobopening

Join the Frontier team! We’re #hiring! Frontier Design is looking for an Entry Level Advisor with a passion for operations and communications. If you’re a proactive problem solver who loves supporting employee and customer experience and learning and development, we'd love to talk. Our team of creatives, PhDs, designers, and subject matter experts can't wait to meet you! This position is remote, with occasional travel for client engagements. Please see detailed job description below for responsibilities and requirements. (Link to apply in comments ⬇️)

Join our team! Frontier is seeking a dedicated and agile #communications specialist to support our work across diverse sectors and projects. Dedicated to improving organizations’ communication both inside and out? Eager to help mission-driven organizations tell their story? We want to meet you! Check out the detailed job description and application link below ⬇️ #jobopening #nowhiring

Join the Frontier team! We’re #hiring! Frontier Design is looking for an Impact Measurement Advisor with interest and experience related to employee and customer experience. If you’re a proactive problem solver who loves blending analytics with creativity and design, we'd love to talk. Our team of creatives, PhDs, designers, and subject matter experts can't wait to meet you! This position is remote, with occasional travel for client engagements. Please see detailed job description below for responsibilities and requirements. (Link to apply in comments ⬇️)

We’re #hiring! Frontier Design seeks an experienced Learning & Development / Instructional Design Advisor to craft and implement instructional content for adult learners across government, non-profit, and corporate sectors. If you love making a meaningful impact and driving organizational change through learning and development, we'd love to talk. Our team of creatives, PhDs, designers, and subject matter experts can't wait to meet you! This position is remote, with occasional travel for client engagements. Please see detailed job description below for responsibilities and requirements. Apply online: https://lnkd.in/eETPSMVR

We’re #hiring! Frontier Design seeks an experienced Impact Measurement Advisor to support us in bringing data to life for a variety of clients across government, non-profit, and corporate sectors. If you’re a proactive problem solver who loves blending analytics with creativity and design, we'd love to talk. Our team of creatives, PhDs, designers, and subject matter experts can't wait to meet you! This position is remote, with occasional travel for client engagements. Please see detailed job description for responsibilities and requirements and apply at the link below. https://lnkd.in/eK-2rWuT

I try to bring my experiences working abroad into my work every day. How? By being reflective about the burdens we place on the organizations doing work on the front lines. Many are low-resourced, understaffed, and serving a wide variety of needs in their communities Problems can feel simple back home at HQ - but I know that oversimplification can cause a lot of undue stress and burden to field-based teams. So when I’m working with grantee and implementing organizations, I look to learn, not just to disseminate lessons. Local orgs have high quality, high caliber staff, with lots of contextual knowledge. Their varied backgrounds often add significant value to project teams. Great ideas frequently emerge in these spaces - as long as someone will listen. Who are the voices you try to listen to in your “field?”

The best leaders share three traits. Here they are: 1. Humility. The best leaders admit what they don't know, acknowledge their weaknesses, and celebrate the collective strengths that their team brings together. 2. Lifelong Learner. A leader must be a learner. Their sheer curiosity and interest is a powerful currency within the team. By remaining “a student for life,” leaders show a commitment to growth and an appreciation for the talent around them. 3. Character. The best leaders lead by example. They maintain their integrity every day. They do things the right way, not the easy way. Their principles and values do not change, whether they are winning their fifth championship or searching for their first victory, turning a historic profit or fighting to stay afloat. Their principles and values are steadfast, and they do not waver in the face of expedience. These traits are easy to name, but much harder to practice. That’s what sets the great leaders apart.

Amelia Conrad (she/her) as our Director of Impact, set a new standard for us as we turn our tools inward. Please see her post below and follow her as we share what we learned about employee experience Frontier Design

My job as an impact measurement professional is to clear some of the fog so that we can see the causal pathways that lead us to meaningful change. We aim to break these causal pathways into a series of connected elements: 1. 𝘈𝘤𝘵𝘪𝘷𝘪𝘵𝘪𝘦𝘴: What your organization or your grantees are doing 2. 𝘖𝘶𝘵𝘱𝘶𝘵𝘴: What is created or services offered as a result of those activities - this could be a training conducted, a report published, or a number of people given financial vouchers. 3. 𝘖𝘶𝘵𝘤𝘰𝘮𝘦𝘴: The changes in behaviors or conditions that can be attributed to the work, such as changes in knowledge, confidence, or nutrition status 4. Impact: Big, bold aspirations that are only realized over time. The work of any one organization contributes to the impact, but full attribution is nearly impossible due to the many factors at play. Too often, organizations know what they do (activities) and what is produced or created (the outputs), but miss the “so what” - the meaningful changes at the outcome level that are a necessary bridge between outputs and impact. Understanding that middle layer is essential - the strongest organizations know how their work fits into the big picture, can test whether certain interventions lead to the desired changes, and have short-term mechanisms to assess their contribution to longer-term impact.