Knowledge hub

Hiring the right support staff, finance managers, HR professionals, operations leads and administrative teams, is only half the battle. Retaining them is equally crucial, as high turnover disrupts workflows, adds recruitment costs, and can impact the smooth running of a school. A strong onboarding process ensures new staff feel confident, supported and integrated into their new environment, setting the stage for long-term success.

Recently, the Director of Education is emerging as a pivotal position in both independent and academy schools. What does this role actually involve and what are schools typically looking for when they recruit for it?

This isn’t about the long-running debate over using “competitive” in salary adverts. Instead, it’s a look at another subtle but surprisingly common misstep in the education sector.

When it comes to attracting top talent into senior support roles - Finance, HR, and School Business Management (SBM) - salary still matters. Naturally, every candidate I speak to considers pay. But here’s the shift: it’s no longer the only deciding factor.

Good education sector candidates are always hard to come by. In today’s market, those actively looking for roles often have multiple options on the table. That’s why your job specification matters, it’s your first impression, and you rarely get a second chance.

While the summer break can sometimes offer a rare window for reflection, I know for many HR and recruitment teams, it’s anything but quiet. Planning for the year ahead doesn’t stop just because school is out - in fact, this period can be one of the most valuable times to think strategically about your workforce.