Learning and Development


From day one, new hires feel part of the EAB community. Many employees say they make life-long friends their first week at the firm, and it’s no surprise why.


Our business strategy and performance rely on our employee’s knowledge and talents, and this begins with an in-depth orientation to EAB.

Employees at all levels experience EAB New Hire Orientation together in a new-hire cohort, representative of many departments. The goal is for new hires to have an understanding of our mission and values, firm strategy, products and departments, and the education industry.

From there, new employees go through role and department-specific onboarding to accelerate their learning and assimilation. Ultimately, we want to ensure that staff feel warmly welcomed and receive all the information needed for a strong start.

Ongoing education

At EAB we value continuous learning, and EAB University is our platform to do just that. The program offers a variety of opportunities focused on industry knowledge, leadership aptitude, and skill development. From public speaking to management and leadership training to the Education state of the union, our courses allow staff to participate in classroom-style and webinar-based learning that is relevant to their roles—or simply of interest.

We also provide ways for staff to share their time, talents, and passions in the community through hands-on service, board service, and pro bono consulting.

Performance management

Merit-based performance management is central to our business. We encourage managers to provide regular informal feedback, and every six months, employees go through a structured review cycle to reflect on past performance and set goals for the future. This includes:

firm orientation
  • A downward review, in which a manager reviews the staff member’s performance based on a role-specific competency grid with defined quantitative and qualitative expectations.
  • A self-review, in which the staff member submits input on his or her own work, accomplishments, and contributions.
  • Upward and peer reviews, in which staff confidentially provide feedback on their managers and colleagues.

Departments are supported by a dedicated and knowledgeable Career Management team. In addition to facilitating reviews, Career Management supports career growth and professional development.

Professional growth

We believe in supporting staff at all stages of their career. Initiatives such as QUEST, which guides entry-level staff to discover, explore, and develop in their first two years at the firm; skill development courses for managers; and executive coaching and 360-degree assessments for our senior leaders help employees reach their full potential.

Our leadership cohorts serve high-performing staff, including a multi-year program for women in leadership, a staff-led initiative for women in technology, and a nomination-based fellowship for emerging leaders. Additionally, our Learning and Development team facilitates individualized coaching and mentoring relationships.


We keep employees updated on firm performance, strategic priorities, and company news through a variety of channels. Our firm intranet and weekly newsletter update employees on news and events, department recognition, and service opportunities.


Our annual company-wide meeting is another opportunity for the executive team to educate staff on organizational performance and strategy, share powerful member impact stories, and recognize outstanding staff achievement.

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