Our Approach to School Recruitment

Specialist teachers and proven support staff. We engage qualified teachers (UK-trained and internationally trained, many already UK-based) across core and shortage subjects—Maths, Science, English, MFL, Humanities, Computing, Arts & PE—as well as Cover Supervisors, TAs/HLTAs, Behaviour Mentors and whole-school operations: Finance/SBM, HR/Recruitment, Admissions/Attendance, Exams/Data/Timetabling, IT/Network, Site/Estates, Office/Admin.

Real experience, not just keywords. Beyond the CV, we look for evidence of curriculum impact, exam board familiarity, safeguarding mindset, and the ability to stabilise timetables from day one.

Values & fit. We prioritise people who communicate clearly, follow schemes of learning, collaborate with HODs/SLT, and buy into school culture.

Initial screening. We check qualifications, employment history and right-to-work, clarify subject strengths/year groups, and confirm availability and locations.

Structured interview. We run a competency-based interview to understand classroom practice (planning/marking/assessment), behaviour approach, SEND experience, safeguarding awareness, and for support staff, role-specific scenarios (e.g., finance cycles, exams regulations, MIS/data tasks).

Safeguarding & vetting. In line with safer recruitment and KCSIE, we complete identity and right-to-work checks, enhanced DBS (or Update Service status with barred-list check), references, employment gaps, and any additional trust-specific requirements.

1) Brief & plan
We take a short brief (role, subject/area, FTE, start window, salary band) and agree an indicative shortlist window based on market availability. We don’t over-promise.

2) Shortlist
You’ll receive a focused shortlist of 2–4 candidates aligned to your brief. Each profile includes a concise competency snapshot, safeguarding/vetting status, availability, and proposed interview slots.

3) Interviews
We coordinate diaries and set up the format you prefer: in-person, MS Teams, or an initial phone/online screen. 

4) Offer & checks
Once you select, we manage offer details and complete/confirm safeguarding. For long-term teaching with full duties, we use pay-to-scale transparency (aligned to your comparator) and set clear expectations before start.

6) Options to suit your needslose contact through the first weeks to ensure timetable stability and culture fit. If it’s a block, you’ll have a clean temp-to-perm route if they’re the right person.

6) Options to suit your need

• Permanent recruitment
• Longer-term cover (2–12 weeks, terms, maternities) with full duties
• Temp-to-Perm where you can “try and convert” on agreed terms

• Secondary & whole-school specialists — teachers, support and leadership
• Shortlists (2–4) with competency notes & availability
• Safer recruitment to KCSIE — ID/RTW, refs, gaps, enhanced DBS / Update Service
• Temp-to-perm route — convert cleanly if the fit is right
• Realistic timelines — we agree an indicative shortlist window at briefing
• MAT-friendly — standardise terms across schools to save admin

“Replacement support and straightforward terms provided on request.”