Knowledge hub

Hiring has become more challenging over the past 12–18 months, and you’re not alone. Candidate expectations have shifted, and they now assess schools more closely before applying. However, a few strategic steps consistently improve recruitment outcomes - without increasing your budget.

The government is introducing AI-generated pupil attendance targets for every school. A promising idea at first glance — but one that raises serious concerns.

Interviews don’t end when the meeting finishes - they end when you understand what happened. A good recruitment consultant helps you interpret feedback, identify patterns, and sharpen your approach for next time.

Schools make hundreds of decisions every day across many aspects of school life. Many of these decisions are shaped by instinct, experience, or tradition, which are invaluable. Increasingly, the schools are realising pairing experience with data-driven insight is the golden formula. The challenge isn’t access to data as most schools have more than enough but it’s how it’s used. Raw numbers alone don’t make better decisions; interpretation and action do. When data is underutilised, opportunities are missed, patterns remain invisible and assumptions can slowly creep into bias.

Over the years, I’ve seen many cases where too many voices in the hiring process create unintended confusion. Different stakeholders - from HR and finance to leadership and SLT's and beyond - all bring their own priorities and perspectives.

Independent schools today are operating in a climate of shifting expectations, financial pressures, political interference and heightened competition. Where once reputation and tradition alone could sustain healthy enrolment, schools now face headwinds that demand a more proactive and strategic approach to positioning themselves in the marketplace. We've only got to see the stories of closures of long standing institutions to see how challenging the sector is right now. Marketing, certainly when I first started in schools recruitment, was once seen as peripheral or an add-on to someone else’s job description, but over the years has now moved firmly to the fore.