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Recruiting School Business Managers, Bursars and senior finance, HR, data, IT and estates staff for schools and MATs in London and the Home Counties.

EduExec Recruitment Limited 

<ul><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-business-manager-recruitment">School Business Manager recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/bursar-recruitment">Bursar recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-finance-recruitment">School finance recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-hr-recruitment">School HR recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-operations-recruitment">School operations recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-it-recruitment">School IT recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-data-mis-recruitment">School data and MIS recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-estates-recruitment">School estates recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-admissions-marketing-recruitment">School admissions and marketing recruitment</a></li></ul>

School Business Manager and Bursar Recruitment

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At EduExec Recruitment, we believe recruitment should be about more than placements

Our Charity Partnership with YoungMinds

<p>At EduExec Recruitment, we believe recruitment should be about more than placements - it should be about making a wider difference. That&rsquo;s why we&rsquo;ve partnered with YoungMinds, the UK&rsquo;s leading charity fighting for children and young people&rsquo;s mental health.</p><p>For every successful placement we make, we fund a Parents Helpline Advisor call, giving a parent in crisis the chance to access free, expert support at the moment they need it most. It&rsquo;s a simple but powerful way to connect the work we do in schools with supporting the wellbeing of young people and their families beyond the school gates.</p><p>This partnership also carries a personal meaning. I wanted to build something with values at its heart, and giving back where I can. Supporting YoungMinds felt like a natural step: their mission to create a world where no young person feels alone with their mental health is one I strongly believe in.</p><p>As EduExec Recruitment grows, so too will our commitment to this cause. Every placement we make contributes to ensuring more parents, families, and young people get the support they need.</p><p>We will also be raising awareness of different YoungMinds events and fundraisers and supporting their cause in as many different ways as possible.&nbsp;</p><p>👉 To learn more about YoungMinds and the incredible work they do, visit <a href="http://www.youngminds.org.uk" title="youngminds.org.uk" target="_blank" rel="noopener">youngminds.org.uk</a>.</p>

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I’ve worked wholly within the education sector for over ten years; it’s where my network, experience, and professional focus have always been. My wife is a school business manager, so I understand the realities, challenges, and pressures school leaders face. This isn’t just a business area for me, it matters personally.

Why Choose EduExec?

<ul><li>Specialists focus on non-teaching senior support roles in education</li><li>Founder-led expertise with over 20 years of industry experience</li><li>Personalised, consultative approach to recruitment</li><li>Flexible solutions tailored to your school&rsquo;s culture and goals</li></ul>

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 At EduExec Recruitment, we don’t just fill vacancies - we connect talented senior support professionals with schools where they can make a real difference. From Finance and HR to Operations, Data, IT, and Business Management, we specialise in the critical roles that keep schools running efficiently, so leaders can focus on what matters most: educating young people.

Your Trusted Partner for Senior Support Roles in Education

<h5 align="left"><span style="color: #b4aa3c;">At EduExec Recruitment, we do more than fill vacancies &ndash; we connect skilled leaders and professionals with schools where they can make a real impact. From Finance and HR to Operations, IT, Data, Business Management and Bursarial roles, we specialise in the critical positions that keep schools running smoothly, allowing leaders to focus on what matters most: educating young people.</span></h5><p align="left">&nbsp;</p><div class="row row-cols-2 mb-ngutter"><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><header class="d-flex align-items-center"><h5><span style="color: #b4aa3c;">Why We Do What We Do</span></h5></header><article class="body"><p>I started EduExec because I know how pivotal strong senior support is in education - roles that often operate quietly but are vital to a school&rsquo;s success. Our mission is simple: to help skilled professionals find roles where their expertise is valued, and where their work truly impacts the school community. We care about more than just a placement; we care about people, careers, and the schools that rely on their leadership. I&rsquo;m proud to see the relationships we build come full circle, with candidates becoming clients and clients becoming candidates.</p></article></div></div></div><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><header class="d-flex align-items-center"><h5><span style="color: #b4aa3c;">Personalised Support, Every Step of the Way</span></h5></header><article class="body"><p>We know each school&rsquo;s operational team has unique challenges and every candidate has individual goals. That&rsquo;s why we take the time to understand your experience, ambitions, and values, providing tailored guidance that helps you find a role where you can thrive. We provide interview support that goes beyond the basics, from mock interviews and formal guidance to insider insight on school expectations and tailored practice to sharpen your approach.</p></article></div></div></div><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><header class="d-flex align-items-center"><h5><span style="color: #b4aa3c;">Exclusive Opportunities You Won&rsquo;t Find Anywhere Else</span></h5></header><article class="body"><p>Our network of schools, academies, and multi-academy trusts gives you access to senior support roles that aren&rsquo;t advertised publicly. From Finance Directors and HR Managers to Operations Leaders, Data Specialists, IT Experts, and Business Managers, we connect you with organisations that value your contribution and understand the importance of strong, effective leadership behind the scenes.</p></article></div></div></div><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><header class="d-flex align-items-center"><h5><span style="color: #b4aa3c;">Integrity, Transparency, and Respect</span></h5></header><article class="body"><p>At EduExec Recruitment, our values guide every placement: honesty, fairness, and respect. We champion diversity, equal opportunity, and ethical recruitment, ensuring you&rsquo;re treated with professionalism throughout the process. Throughout your recruitment journey with EduExec Recruitment, expect clear, honest communication, timely updates and respectful feedback so you&rsquo;re always informed and supported.</p></article></div></div></div></div>

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Our Commitment to Safer Recruitment at EduExec Recruitment

Safer Recruitment

<p><strong>Our Commitment to Safer Recruitment at EduExec Recruitment</strong></p><p>At EduExec Recruitment, safeguarding is central to everything we do. Throughout every stage of our recruitment process, all candidates undergo thorough vetting and are only cleared once they meet our stringent safeguarding and professional standards.</p><p>We follow the REC Audited Education requirements as our minimum benchmark, alongside all statutory guidance set out in the Department for Education&rsquo;s Keeping Children Safe in Education framework, ensuring we provide schools with the most robust and reliable recruitment processes possible.</p><p><strong>Rigorous Candidate Checks for Senior Support Roles</strong></p><p>All candidates interviewed and recommended by EduExec Recruitment for temporary or contract roles within your school or organisation will have been subjected to the following comprehensive checks:</p><p>Right to Work and Proof of Identity We verify that all candidates have the legal right to work in the UK and confirm their identity beyond doubt.</p><p>Employment and Education History We conduct a detailed review covering at least the past ten years, including explanations for any gaps in employment or education.</p><p>Qualifications Verification We confirm the authenticity of all relevant professional qualifications, including those gained overseas.</p><p>Overseas Police Checks In line with statutory safeguarding requirements, candidates who have lived or worked outside the UK undergo equivalent checks, including overseas police certificates or letters of good conduct where possible.</p><p>Criminal Records and Disciplinary Declarations Given the nature of work within educational settings, candidates must disclose any convictions, cautions, reprimands, or warnings, regardless of when they occurred. Where disclosures are made, we obtain detailed statements to provide schools with full context, supporting informed recruitment decisions.</p><p>Health Declaration Candidates are required to confirm their mental and physical fitness for the specific role, with medical clarification sought where appropriate.</p><p>Professional References We secure a minimum of two satisfactory written references covering at least the past two years of employment, including one from the candidate&rsquo;s most recent or current employer.</p><p>At EduExec Recruitment, our commitment to these stringent safer recruitment standards means you can trust that the senior support professionals we place are thoroughly vetted, qualified, and ready to contribute positively to your school&rsquo;s leadership and operational success.</p>

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Specialist School Business Manager recruitment for London schools and MATs, led by an education recruiter with over 12 years’ sector experience.

School Business Manager Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits School Business Managers for maintained schools, academies, multi-academy trusts and independent schools across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 12 years' experience in education recruitment and more than 20 years recruiting finance professionals.</p><p>Application volumes for SBM roles are often reasonable. The difficulty is finding someone with the right blend of financial, operational and people skills who genuinely understands how schools work. In my experience, the strongest candidates are rarely the ones replying to adverts. They are settled in post, doing well, and open to the right move if someone approaches them properly.</p><h2>The roles I recruit</h2><ul><li>School Business Managers in primary, secondary and all-through schools</li><li>Senior School Business Managers and School Business Leaders</li><li>Directors of Finance and Operations</li><li>Federation and Executive Business Managers</li><li>Business Managers within MAT central teams</li></ul><h2>What the role looks like in different schools</h2><p>The title is the same, but the job can be very different depending on where it sits.</p><ul><li><strong>Primary schools.</strong> Often a hands-on role covering finance, HR administration, premises and the school office, sometimes with a small team or none at all. Breadth and flexibility matter as much as seniority.</li><li><strong>Secondary schools.</strong> Usually a senior leadership role, line managing finance, HR, site and office teams, with a strategic voice on budget planning and staffing.</li><li><strong>Academies within a trust.</strong> The role depends on how much the trust centralises. Where finance and HR sit with the central team, the SBM may be more operational. Where they don't, the role can look much like a standalone secondary.</li><li><strong>Federations and executive roles.</strong> Running business functions across more than one school, where consistency, delegation and relationships with several heads become central to the job.</li></ul><p>Being clear about which of these you're recruiting for shapes the advert, the salary and the shortlist.</p><h2>Three things to get right before you advertise</h2><h3>Agree what you need before you interview</h3><p>The most common problem I see isn't a shortage of candidates. It's an interview panel that hasn't agreed what it's looking for. The head may want a strategic partner, a governor may be focused on budget control, and the outgoing SBM may describe the role as it was rather than as it needs to be. When expectations differ, strong candidates get marked down for the wrong reasons. A short conversation beforehand about priorities, and what good looks like in the first year, makes the whole process sharper.</p><h3>Check the salary against today's market</h3><p>If your last SBM was appointed several years ago, salaries have very likely moved on since then. Benchmarking against what you paid last time, rather than what the market pays now, is one of the quickest ways to end up with a thin shortlist.</p><h3>Be realistic about what the budget buys</h3><p>This one can be unpalatable. You may need to pay the same as your outgoing SBM, sometimes more, for someone who doesn't yet know your school, your systems or your people, and who may therefore look less experienced than the person leaving. If the budget won't stretch that far, the expectation of experience needs to adjust instead, and there is often a very good candidate ready to step up. What rarely works is a top-end brief on a bottom-end budget.</p><h2>The question I always ask candidates</h2><p>Why are you looking to move? It's rarely just about salary. Much more often it's about structure, support, systems, leadership or something else in the context of their current school, and that answer is often the difference between a placement that works and one that doesn't. If a candidate is leaving because they've had no real voice on the leadership team, and your role sits outside SLT, that matters. I share what I learn with you, so you can judge fit as well as competence.</p><h2>How the process works</h2><ol><li><strong>Briefing.</strong> We talk through the role, the school and what you need most from the appointment, including grade, salary and how the post sits within your leadership team.</li><li><strong>Search.</strong> I write and place the advert, and approach suitable candidates directly from my own network, including people who aren't actively looking.</li><li><strong>Screening.</strong> I interview every candidate before you see them, with safer recruitment in mind from the start.</li><li><strong>Shortlist.</strong> You receive a short, considered shortlist with honest commentary on each candidate, including where they would need support.</li><li><strong>Interview to start.</strong> I support you through interviews, references and the offer, including notice period negotiations, and stay in touch once your new SBM has started.</li></ol><h2>Why schools use EduExec</h2><ul><li><strong>Finance knowledge.</strong> I've recruited finance professionals for over 20 years, so I understand budget monitoring, CFR, SFVS and the Academy Trust Handbook, and I can test candidates on them.</li><li><strong>HR knowledge.</strong> I hold the CIPD Level 7 qualification, which matters for a role that so often carries HR responsibility.</li><li><strong>Safer recruitment.</strong> I hold the Safer Recruitment in Education certificate, and every candidate is vetted with KCSIE in mind.</li><li><strong>One point of contact.</strong> You deal with me from first conversation to start date.</li></ul><h2>Fees</h2><p>Fees are a percentage of the first year's salary, agreed before the search begins, with a rebate period if the appointment doesn't work out. I'm happy to talk through the detail at any stage.</p><h2>Frequently asked questions</h2><h3>What does a School Business Manager earn in London?</h3><p>It depends on the size and phase of the school and the breadth of the role. Most posts sit on NJC support staff grades. London adverts in 2026 range from around &pound;45,000 for a single primary to over &pound;60,000 for a large secondary or a senior role with a wider remit.</p><h3>How much notice will a new School Business Manager need to give?</h3><p>In my experience, it's roughly a 50/50 split between one month's notice and three months. Where it's three months, a shorter period can often be agreed through a phased handover or negotiation with the candidate's current school. It's worth planning for both from the start, particularly if your current SBM is leaving on a fixed date or you're approaching budget setting in the spring term.</p><h3>What's the difference between a School Business Manager and a Bursar?</h3><p>The titles overlap. School Business Manager is the more common title in state schools, usually covering finance, HR, premises and administration. Bursar is more common in independent schools, where the role often adds estates, commercial income and governance. You can read more on my <a href="https://www.eduexec-recruitment.com/cm/employers/bursar-recruitment">Bursar recruitment</a> page.</p><h3>Do you work with multi-academy trusts?</h3><p>Yes. I recruit both academy-level business managers and roles within trust central teams.</p><h3>We've already advertised. Can you still help?</h3><p>Yes, and this is often when schools get in touch. If an advert has produced a reasonable number of applications but not a convincing shortlist, I can approach candidates who wouldn't have seen it.</p><h2>Talk to me about your SBM vacancy</h2><p>If you're recruiting a School Business Manager, or think you might be soon, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>. You can also browse my <a href="https://www.eduexec-recruitment.com/cm/jobs">live roles</a>.</p>

School Business Manager Recruitment London 

School Business Manager

Specialist Bursar recruitment for independent schools across London and the Home Counties, led by an education and finance recruiter.

Bursar Recruitment in London and the Home Counties

<p>EduExec Recruitment is a specialist agency that recruits Bursars and senior finance and operations leaders for independent schools, academies and multi-academy trusts across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 12 years' experience in education recruitment and more than 20 years recruiting finance professionals.</p><p>A Bursar is rarely just a finance lead. The role usually spans finance, estates, HR, compliance and governance, and the Bursar is often as much a leader and figurehead as a technical expert, overseeing specialists who run each of those functions day to day. Finding someone who is strong on the numbers, credible with governors, comfortable leading a site and now increasingly commercial is a narrow search. In my experience, the best candidates are usually found through direct approach rather than advertising.</p><h2>The roles I recruit</h2><ul><li>Bursars and Senior Bursars</li><li>Finance Bursars and Assistant Bursars</li><li>Directors of Finance and Operations</li><li>Chief Operating Officers in schools and trusts</li><li>Business and Finance Directors in academies and MATs</li></ul><h2>How the role has changed since VAT</h2><p>Since VAT was applied to independent school fees in January 2025, there has been a much sharper focus on costs. That isn't simply about reducing spend. The schools doing this well are also looking hard at commercial opportunities, such as partnerships with local businesses, sports clubs and community organisations. Done well, these broaden what the school offers its pupils and bring in income at the same time.</p><p>Procurement has become a bigger part of the job, and Bursars are working far more closely with marketing and admissions on the commercial side, because pupil numbers and income are now so closely linked. A Bursar appointed five years ago may have been recruited for a very different set of priorities.</p><h2>Who makes a strong Bursar</h2><p>Backgrounds vary far more than for most school support roles, and routes in can differ widely from the more traditional path into school business management. Military leadership, while perhaps not as common as it once was, is still valued, because many schools want a Bursar whose leadership and presence carry weight with governors, staff and parents, above and beyond any particular commercial skill set.</p><p>That said, the balance is shifting. Schools facing VAT, a declining roll or cost pressures may now need more commercial experience than they did before, and the strongest candidates tend to combine both: credible leadership and a genuine head for income, procurement and partnerships.</p><h2>Getting the brief right</h2><p>The most common mistake I see is recruiting to the brief the school had last time. What a school needed from its Bursar a few years ago can be very different now, in a setting shaped by VAT, falling rolls in some areas and the cost of living. It's worth governors asking an honest question before the role goes out: is strong leadership and a figurehead presence enough, or does the school now need someone with a more commercial background? Agreeing that answer early shapes the advert, the salary and the shortlist, and stops strong candidates being judged against different expectations by different members of the panel.</p><h2>The question I always ask candidates</h2><p>What income have you generated, not just what have you saved? Most experienced Bursars can talk confidently about controlling costs. Fewer can point to new income they've created through lettings, partnerships, events or commercial use of the site. In the current climate, that answer tells me a great deal about how a candidate will approach the role.</p><h2>How the process works</h2><ol><li><strong>Briefing.</strong> We discuss the role, the school's financial position and priorities, the governance structure and what the appointment needs to achieve.</li><li><strong>Search.</strong> I approach suitable candidates directly from my network, alongside a targeted advert where it helps.</li><li><strong>Screening.</strong> I interview every candidate in depth before you see them, including their technical finance knowledge and their commercial thinking.</li><li><strong>Shortlist.</strong> You receive a short, considered shortlist with candid commentary on each candidate.</li><li><strong>Interview to start.</strong> I support you through panel interviews, references and the offer.</li></ol><h2>Why schools use EduExec</h2><ul><li><strong>A finance recruiter first.</strong> I started my career in finance recruitment and have recruited finance staff for over 20 years. I know how to test whether a candidate can really run a school's finances.</li><li><strong>Sector knowledge.</strong> I understand independent school finance as well as academy funding, the Academy Trust Handbook and SFVS.</li><li><strong>HR and safer recruitment.</strong> I hold the CIPD Level 7 qualification and the Safer Recruitment in Education certificate.</li><li><strong>One point of contact.</strong> You deal with me from first conversation to start date.</li></ul><h2>Fees</h2><p>Fees are a percentage of the first year's salary, agreed before the search begins, with a rebate period if the appointment doesn't work out. I'm happy to talk through the detail at any stage.</p><h2>Frequently asked questions</h2><h3>What does a school Bursar earn?</h3><p>Bursar salaries vary widely and, unlike leadership pay in state schools, there often isn't a simple link to pupil numbers. In my experience they range from around &pound;60,000 in a small prep school to significant six-figure packages in larger, more prestigious schools.</p><h3>What's the difference between a Bursar and a School Business Manager?</h3><p>Bursar is the more common title in independent schools, where the role often covers estates, commercial income and governance alongside finance, and usually carries more of a leadership and figurehead dimension. School Business Manager is more common in state schools. You can read more on my <a href="https://www.eduexec-recruitment.com/cm/employers/school-business-manager-recruitment">School Business Manager recruitment</a> page.</p><h3>Do you recruit for academies as well as independent schools?</h3><p>Yes. Many academies and trusts use the Bursar title, and I recruit for both.</p><h3>We've already started the process. Can you still help?</h3><p>Yes. If an advert or a search hasn't produced a convincing shortlist, I can approach candidates who wouldn't have seen it, including people who aren't actively looking. For senior leadership roles, having the widest view of the market place is a very sensible approach.</p><h2>Talk to me about your Bursar vacancy</h2><p>If you're recruiting a Bursar, or planning ahead for a retirement or restructure, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

Bursar Recruitment London and Home Counties

Bursar

Specialist recruitment of Finance Managers, Finance Officers and trust finance leaders for London schools and MATs, from a recruiter with 20 years in finance.

School Finance Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits finance staff for schools, academies and multi-academy trusts across London and the Home Counties, from Finance Officers to Chief Financial Officers. Every search is run personally by Luke Johnson, who started his career in finance recruitment and has recruited finance professionals for more than 20 years.</p><p>Plenty of capable accountants apply for school finance roles. The difficulty is finding someone who understands how schools are actually funded and how they work. Academy and maintained school finance operate differently, from the Academy Trust Handbook and ESFA returns to CFR and SFVS, and I test for that sector knowledge early, so you only meet candidates who have it or can clearly bridge the gap.</p><h2>The roles I recruit</h2><ul><li>Finance Officers in schools and academies</li><li>Finance Managers</li><li>Payroll and purchasing leads</li><li>Heads of Finance in academies and MAT central teams</li><li>Finance Directors and Chief Financial Officers in trusts</li></ul><h2>Moving into school finance from other sectors</h2><p>School experience is always valued, even at the more junior end. The funding mechanisms, the culture and the politics, with both a small and a capital P, are a unique combination, and they can take some adjusting to. Statutory obligations and trust or local authority structures can also feel bureaucratic to someone used to commercial decision-making.</p><p>That said, candidates moving in from other sectors can add real value. Schools and trusts are under increasing commercial scrutiny, and people from commercial or public sector finance often bring more experience of reporting closely on budgets, spending and forecasts. The right candidate from outside education, with the right support, can be a very strong appointment. I'm honest with you about where any candidate would need that support.</p><h2>Qualifications</h2><p>As in any finance role, qualifications are highly regarded in education. AAT puts candidates in good stead for Finance Officer and management accounting roles. Progressing into ACCA, CIMA or ACA is usually the route into Finance Manager, Head of Finance and ultimately, CFO roles. It isn't impossible to hold a senior finance role without them, but for larger trusts the expectations are now firmer, as the FAQ below explains.</p><h2>What I look for</h2><ul><li><strong>Funding knowledge.</strong> Academy and maintained school funding, and multi-year budget forecasting.</li><li><strong>Compliance.</strong> The Academy Trust Handbook, SFVS, audit and year-end.</li><li><strong>Systems.</strong> School finance systems such as PS Financials, and how finance links to the MIS.</li><li><strong>Communication.</strong> Reporting to heads, governors and trustees in plain language, and working well with non-finance colleagues.</li></ul><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>What do school finance roles pay?</h3><p>As with any salary survey, these ranges are indicative rather than exact. Location, the school's size and type, and the local context all affect what a role should pay, and I'm happy to give a more accurate range to any school considering an appointment. Typically, though, we see Finance Officers at &pound;27,000 to &pound;30,000, Finance Managers at &pound;35,000 to &pound;50,000, Heads of Finance at &pound;50,000 to &pound;65,000, and Finance Directors and CFOs from &pound;70,000 to six figures.</p><h3>Does a trust CFO need to be a qualified accountant?</h3><p>For larger trusts, increasingly yes. Under the Academy Trust Handbook 2026, trusts with more than 3,000 pupils recruiting a CFO from 1 October 2026 should specify that candidates are qualified accountants, and the expectation tightens further from 2027. For smaller trusts it isn't a formal requirement, but a recognised accountancy qualification is still a strong advantage.</p><h3>Do you recruit for MAT central finance teams?</h3><p>Yes. I recruit for individual academies and for trust central teams, from Finance Officers up to Chief Financial Officers.</p><h3>Is a School Business Manager a finance role?</h3><p>Often partly. Many School Business Managers lead on finance alongside HR, premises and administration. If your role is broader than finance, see my <a href="https://www.eduexec-recruitment.com/cm/employers/school-business-manager-recruitment">School Business Manager recruitment</a> page.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting a finance role, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School Finance Manager Recruitment London

Education Finance

Specialist recruitment of Operations Managers and Directors of Operations for London schools and MATs, covering compliance, premises and support services.

School Operations Manager Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits Operations Managers and Directors of Operations for schools, academies, multi-academy trusts and independent schools across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 12 years' experience in education recruitment.</p><p>Ask ten schools for a Director of Operations job description and you'll get ten different answers. That's what makes operations recruitment difficult, and why getting the brief right matters more here than for almost any other senior support role.</p><h2>The roles I recruit</h2><ul><li>Operations Managers in single schools</li><li>Directors of Operations in larger and independent schools</li><li>Trust-wide Heads and Directors of Operations</li><li>Compliance and health and safety leads</li><li>Support services managers</li></ul><h2>What the role can cover</h2><p>Depending on the school, an operations leader might be responsible for any combination of estates and facilities, health and safety, compliance, procurement, IT oversight, transport, catering, commercial lettings, capital projects, sustainability, risk management and business continuity.</p><p>The biggest overlap is with the <a href="https://www.eduexec-recruitment.com/cm/employers/school-business-manager-recruitment">School Business Manager</a> role. Traditionally, the SBM is finance-heavy, covering budgets, HR, governance support and business planning, while the operations leader looks after buildings, compliance, projects, service delivery and operational risk. In reality, many schools still expect one person to do both.</p><h2>How the profession is changing</h2><p>Operations in education is maturing quickly. Ten years ago, many schools saw it as a support function. Increasingly, trusts recognise that estates, compliance, procurement, capital projects and operational resilience need specialist leadership. Larger trusts in particular want someone who can lead estates strategy, capital projects, procurement and compliance across several sites.</p><p>The challenge is that job design hasn't always caught up, and nor has pay. Many trusts want a commercial operator but are still benchmarking against traditional school support staff pay scales, while the strongest candidates are often being courted by private sector employers as well.</p><h2>Getting the brief right</h2><p>The biggest mistake I see is hiring for everything: expecting one person to run estates, IT, health and safety, procurement, transport, projects and commercial activity. Schools sometimes advertise for a Director of Operations while describing a School Business Manager, an <a href="https://www.eduexec-recruitment.com/cm/employers/school-estates-recruitment">estates manager</a> and a project manager rolled into one.</p><p>The trusts attracting the strongest people are the ones that define the role clearly, are precise about accountabilities and pay accordingly.</p><h2>The questions I ask candidates</h2><p>My first question is: tell me about the most operationally complex situation you've led through, and how you knew it was successful. The answer tells you almost everything. Strong candidates talk about stakeholders, risk management, data, communication, decision-making and outcomes.</p><p>A second favourite is: what keeps you awake at night in an organisation like this? The best operators immediately mention compliance, safeguarding implications, statutory obligations, single points of failure, business continuity and reputational risk, because that's how they naturally think.</p><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>What do school operations roles pay?</h3><p>Operations Managers in a single school typically earn &pound;40,000 to &pound;60,000. Directors of Operations in larger or independent schools are typically on &pound;60,000 to &pound;90,000 or more, usually as part of the senior leadership team. Trust-wide Heads and Directors of Operations commonly earn &pound;70,000 to &pound;120,000 or more, depending on the size and complexity of the trust.</p><h3>Does an operations leader need to come from education?</h3><p>Not always. School experience helps, particularly around safeguarding and statutory compliance, but great operational leadership doesn't always come from inside education and some of the strongest candidates bring experience from facilities, property or other regulated sectors.</p><h3>Do you recruit operations roles across multiple academies?</h3><p>Yes, including trust-wide Heads and Directors of Operations responsible for several sites.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting an operations role, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School Operations Manager Recruitment London

School Operations

Specialist recruitment of IT Managers, Network Managers, Data and MIS Managers and Exams Officers for London schools and multi-academy trusts.

School IT and Data Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits IT Managers, Network Managers, IT Directors, Data Managers, MIS Managers and Exams Officers for schools, academies and multi-academy trusts across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 20 years in recruitment, the last 12 exclusively in education.</p><p>Technology and data roles in schools are hard to fill well. Broad IT roles need someone equally comfortable at senior level and in the detail, which is a rare combination. Good data people are hard to find and easy to lose. And in both cases, schools add their own pressures: safeguarding and filtering obligations, statutory returns, devices for hundreds of pupils, tight budgets and the expectation that everything works at 8.30 every morning.</p><h2>The roles I recruit</h2><ul><li><strong>IT:</strong> Senior IT Technicians, Network Managers, IT Managers, and Heads of IT and IT Directors in trusts</li><li><strong>Data and MIS:</strong> Data Managers, MIS Managers and Administrators, and assessment and data leads</li><li><strong>Exams:</strong> Exams Officers and Exams Managers</li><li><strong>Trust-wide roles</strong> covering IT, data or both across several schools</li></ul><h2>How technology and data are changing in schools</h2><p>AI is the biggest change right now. Staff and pupils are already using AI tools, and someone has to decide which ones are safe, which are worth paying for and how they fit with safeguarding and data protection. That decision increasingly sits with the IT or data lead.</p><p>Schools are also migrating MIS more than in recent years, driven by a growing recognition that data isn't just for reporting. It should produce meaningful information that senior leaders can act on, from pupil data and catchment areas to teaching, assessment and reporting, all aimed at getting the most out of every child's development.</p><p>For the right candidate, that makes this a good time to work in a school. There is plenty of low-hanging fruit: ageing systems to replace, services that AI may now make unnecessary, and tools that genuinely save teachers time.</p><h2>What's different about working in a school</h2><p>Someone moving in from a commercial setting will find two things different. The first is budget. Schools rarely have the money for the best possible solution, and the right answer is often the best solution the budget allows, not the best on the market.</p><p>The second is the range of people being served. Pupils, teaching staff, support staff and senior leaders all have different needs, different levels of confidence and different risks attached to them. A strong school IT or data lead understands that, and can explain technology clearly to each of them.</p><h2>The market for data and IT people</h2><p>With the rapid growth of data and AI roles outside education, school data roles in particular are currently lagging behind on pay. Even so, the sector has a huge amount of goodwill. People are drawn in and stay because they can see the benefit of what they do day to day, and the job satisfaction that comes with it.</p><h2>Getting the brief right</h2><p>Before recruiting, it's worth asking what the role actually needs to achieve. Often a vacancy is the right moment for a refresh: which systems you use, what data you report on, and whether some add-on products or services are still worth paying for.</p><p>Given AI, these are among the fastest-developing roles in schools. Strong candidates should show both an appreciation of what AI can do and a critical eye on where it falls short, and they need to balance GDPR and data protection with bringing in efficiencies and better insight. That balance is one of the first things I look for.</p><h2>What I look for</h2><ul><li><strong>Infrastructure.</strong> Networks, Microsoft 365 or Google Workspace, and device management at scale.</li><li><strong>Safeguarding.</strong> Filtering and monitoring in line with KCSIE and the DfE's digital and technology standards.</li><li><strong>Systems and returns.</strong> SIMS, Arbor and Bromcom, iSAMS or Veracross in independent schools, and the school census and other DfE returns.</li><li><strong>Exams.</strong> JCQ regulations and running exam series smoothly.</li><li><strong>Value for money.</strong> Making sound decisions within a school budget, and being able to justify them to senior leaders.</li></ul><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>Should IT and data be one role or two?</h3><p>Most schools split them, and finding one person who covers both in equal depth is unusual. The strongest candidates tend to lean one way, and I'll be honest about which way a candidate leans.</p><h3>Does it matter which MIS a candidate has used?</h3><p>It helps, but it isn't always essential. Someone strong on one system can often learn another, especially if they understand the returns and reporting behind it. With so many schools now migrating systems, experience of a migration can be as valuable as knowledge of any one product.</p><h3>Do you recruit Exams Officers?</h3><p>Yes, including Exams Managers and roles that combine exams with wider data responsibilities.</p><h3>Do you recruit trust-wide IT and data roles?</h3><p>Yes, including Heads of IT, IT Directors and data leads responsible for several schools.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting an IT, data or exams role, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School IT and Data Manager Recruitment London

School IT and Data

Specialist recruitment of Estates Managers, Site Managers and Facilities Managers for London schools, multi-academy trusts and independent schools.

School Estates and Facilities Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits Site Managers, Facilities Managers, Estates Managers and Directors of Estates for schools, academies, multi-academy trusts and independent schools across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 12 years' experience in education recruitment.</p><p>The estates profession has probably changed more than any other support function in education over the last decade. What was once a maintenance discipline is increasingly a strategic leadership role covering compliance, capital investment, sustainability, procurement and organisational risk. Running a school site is also a safeguarding role as much as a technical one, with children on site every day.</p><h2>The roles I recruit</h2><ul><li>Site Managers and Site Supervisors</li><li>Facilities Managers</li><li>Estates Managers</li><li>Trust-wide Heads and Directors of Estates</li><li>Capital projects leads</li></ul><h2>How the role has changed</h2><p>Five years ago, many school estates teams focused mainly on maintenance and compliance. Today they are also dealing with:</p><ul><li><strong>Capital funding.</strong> Trusts are expected to make increasingly evidence-based decisions about capital spending, condition need and priorities.</li><li><strong>Condition data.</strong> Organisations are becoming much more data-driven about building condition, lifecycle planning and asset management.</li><li><strong>Building risk.</strong> RAAC changed the conversation. Boards became far more aware of structural condition and the resilience of their estate.</li><li><strong>Sustainability and energy.</strong> Rising energy costs, decarbonisation, solar installations and efficiency projects have moved sustainability from a facilities issue to a board-level discussion.</li><li><strong>Contractor costs.</strong> Perhaps the biggest practical challenge. Skills shortages, inflation and contractor availability mean estates leaders need stronger procurement, commercial and contract management skills than ever.</li></ul><p>Today's estates director is as likely to be discussing capital strategy, carbon reduction, risk registers and five-year investment plans with trustees as talking about roofs, boilers and maintenance backlogs.</p><h2>Where strong candidates come from</h2><p>Education remains an important source of talent, but many of the strongest estates appointments now come from outside the sector:</p><ul><li><strong>Commercial facilities management.</strong> Often strong on compliance and managing contractors.</li><li><strong>Construction and project delivery.</strong> Excellent for trusts undertaking major refurbishment or expansion.</li><li><strong>Property and estate management.</strong> Particularly valuable for large campuses and multi-site trusts.</li><li><strong>Technical trades.</strong> Experienced electricians, building services engineers and maintenance managers often grow into outstanding estates leaders.</li><li><strong>Public sector estates.</strong> Universities, NHS trusts and local authorities provide particularly relevant experience.</li></ul><p>The best candidates understand both buildings and people. They can discuss boilers, roofs and compliance one minute, then present a capital strategy to trustees the next.</p><h2>Getting the brief right</h2><p>The mistakes I see most often are:</p><ul><li><strong>Changing the title but not the expectations.</strong> Recruiting a caretaker and calling the role Estates Manager.</li><li><strong>Focusing purely on maintenance experience.</strong> Modern estates leadership is as much about risk, compliance, procurement, capital planning and contractor management.</li><li><strong>Underestimating commercial skills.</strong> Someone who has managed millions of pounds of contracts can often add more value than someone who has only carried out maintenance.</li><li><strong>Insisting on education experience above everything else.</strong> Some trusts miss exceptional candidates from healthcare, universities, commercial property and facilities management.</li><li><strong>Ignoring succession.</strong> Many trusts still have their estates knowledge sitting with one long-serving person. When they leave, crucial building information leaves with them.</li></ul><p>The trusts attracting the strongest estates people recognise how far the role has moved. The ones that struggle are often still recruiting for yesterday's caretaker while expecting tomorrow's estates director.</p><h2>The questions I ask candidates</h2><p>My first question is: if I gave you responsibility for our estate tomorrow, what would you want to know in your first month? The strongest candidates go straight to compliance registers, statutory inspections, condition information, maintenance backlogs, capital plans, health and safety risks, contractor performance and energy use. In other words, they assess risk before they make decisions.</p><p>A second question I like is: tell me about a time you prevented a problem rather than fixed one. Great estates leaders are rarely judged by dramatic interventions. They're judged by the crises that never happened.</p><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>What do school estates roles pay?</h3><p>Site Managers and Site Supervisors typically earn &pound;30,000 to &pound;45,000, and this is often the hardest of these roles to recruit at the moment. Facilities Managers typically earn &pound;40,000 to &pound;60,000, Estates Managers &pound;50,000 to &pound;80,000, and trust-wide Heads or Directors of Estates &pound;75,000 to &pound;120,000 or more. Many trusts are competing with facilities management, construction and property employers who can pay considerably more.</p><h3>What's the difference between a Site Manager and an Estates Manager?</h3><p>A Site Manager is usually hands-on, running one site day to day: maintenance, security, contractors and site operations. An Estates Manager takes a more strategic view of maintenance programmes, condition, capital projects and estate planning, often across several sites or a large campus.</p><h3>How do estates and operations roles differ?</h3><p>There is overlap, particularly around compliance and contractors, but estates roles focus on buildings, condition and capital investment, while operations roles usually cover a wider range of support services. See my <a href="https://www.eduexec-recruitment.com/cm/employers/school-operations-recruitment">school operations recruitment</a> page for more.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting an estates or facilities role, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School Estates Manager Recruitment London

School Estates

Specialist recruitment of Registrars, Heads of Admissions and Marketing Managers for independent schools and academies across London and the Home Counties.

School Admissions and Marketing Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits Registrars, Heads of Admissions, Marketing Managers and Directors of Marketing and Admissions for independent schools, academies and multi-academy trusts across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 12 years' experience in education recruitment.</p><p>Perhaps more than any other support function, admissions and marketing has moved from a communications role to a strategic leadership role. Cost-of-living pressures, VAT on fees, increased competition and changing parental expectations mean schools can no longer rely on reputation alone. In many independent schools, senior admissions and marketing roles are now revenue-protection roles as much as communications roles.</p><h2>The roles I recruit</h2><ul><li>Admissions Officers and Registrars</li><li>Heads of Admissions</li><li>Marketing Managers and Marketing Officers</li><li>Directors of Marketing and Admissions</li><li>Communications leads in schools and trusts</li></ul><h2>How the job has changed since VAT</h2><p>The biggest shift is commercial scrutiny. Many schools could once rely on reputation and word of mouth. Today they are watching much more closely:</p><ul><li>Enquiry-to-visit conversion</li><li>Visit-to-application conversion</li><li>Offer acceptance rates</li><li>Retention of existing families</li><li>Their value proposition and market positioning</li></ul><p>The strongest schools are also broadening their message beyond academic results. They're asking why a family should choose them over three or four other schools within ten miles, and increasingly the answer is a specialist strength: sport, music, SEND provision, pastoral care, co-curricular opportunities, sustainability or career pathways. Admissions and marketing leaders are central to telling that story consistently.</p><p>In state schools, admissions is a different job: running a statutory process exactly right under the School Admissions Code, often alongside wider office or data responsibilities.</p><h2>Getting the brief right</h2><p>The biggest mistake I see is a school thinking it's recruiting a marketing person when it's actually recruiting a strategic growth leader. Other common mistakes are:</p><ul><li><strong>Hiring for tactics rather than strategy.</strong> A good social media manager isn't necessarily a good admissions or marketing leader.</li><li><strong>Focusing on content over outcomes.</strong> Beautiful brochures don't matter if enquiries aren't converting.</li><li><strong>Inconsistent messaging.</strong> Different messages across the website, social media, open events and parent communications leave families unsure what the school stands for.</li><li><strong>Treating admissions and marketing separately.</strong> The best-performing schools see admissions, marketing, communications and retention as one joined-up strategy.</li><li><strong>Forgetting staff recruitment.</strong> The same message that attracts families should help attract great teachers and support staff.</li></ul><h2>The questions I ask candidates</h2><p>My first question is: why would a parent choose this school over three competitors nearby? The strongest candidates go straight to positioning, differentiation, market perception, parent priorities and the evidence behind the school's claims. They're thinking strategically, not just listing marketing activities.</p><p>A second question I like is: how would you make sure a parent hears the same message about this school whether they visit the website, come to an open day, follow it on social media or speak to a member of staff? The best answers cover brand consistency, staff engagement, internal communications and the whole parent journey. Successful admissions and marketing isn't about producing more content. It's about one clear, consistent story, and making sure the experience of being a pupil, parent or employee matches it.</p><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>What do school admissions and marketing roles pay?</h3><p>Admissions Officers and Registrars typically earn &pound;28,000 to &pound;45,000. Heads of Admissions typically earn &pound;40,000 to &pound;65,000, Marketing Managers &pound;40,000 to &pound;70,000, and Directors of Marketing and Admissions &pound;70,000 to &pound;120,000 or more.</p><h3>Should admissions and marketing be one role or two?</h3><p>It depends on the size of the school. Smaller schools often combine them in one role, while larger schools usually split them. Either way, the two need to work as one joined-up strategy.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting an admissions or marketing role, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School Admissions and Marketing Recruitment London

School Admissions and Marketing

Specialist recruitment of HR Managers, HR Officers and HR Directors for London schools and multi-academy trusts, led by a CIPD Level 7 qualified recruiter.

School HR Recruitment in London

<p>EduExec Recruitment is a specialist agency that recruits HR professionals for schools, academies and multi-academy trusts across London and the Home Counties, from HR Officers to trust HR Directors. Every search is run personally by Luke Johnson, who holds the CIPD Level 7 qualification and has over 12 years' experience in education recruitment.</p><p>Employment law is one of the fastest-changing areas of law, and the demand on HR professionals to keep pace with it is intense. Education raises that bar further. The Burgundy Book, teachers' pay and conditions, NJC grades for support staff, unionised workforces and safeguarding all sit alongside the usual casework, and getting any of them wrong in a school carries real consequences.</p><h2>The roles I recruit</h2><ul><li>HR Officers and HR Advisers</li><li>HR Managers in schools and academies</li><li>Heads of HR and HR Business Partners in trusts</li><li>HR and People Directors in multi-academy trusts</li><li>Recruitment and compliance leads, including Single Central Record ownership</li></ul><h2>Why school experience matters so much</h2><p>There is a huge advantage in appointing someone who already has school experience, and for senior HR roles it is arguably sought after more than in most other areas of school support. Someone who already knows the Burgundy Book, has worked with the teaching unions and understands safer recruitment can add value from their first week.</p><p>A move from another sector isn't impossible. What helps most is being able to get up to speed quickly, and some crossover goes a long way: experience of a unionised workforce, or of another regulated environment such as health or local government, gives a candidate a much stronger starting point.</p><h2>CIPD and qualifications</h2><p>CIPD is the leading HR qualification, and the level usually tracks the seniority of the role. Level 3 suits HR administrator and officer roles, Level 5 is typical for HR Business Partners and HR Managers, and Level 7 is the benchmark for head of department and director appointments. Holding CIPD Level 7 myself means I can test candidates' casework, employment law and judgement in depth before you meet them.</p><h2>Reaching senior HR candidates</h2><p>Senior HR people in education very rarely scour job boards. Increasingly, the clients I work with become candidates and candidates become clients, so I know many of these people first-hand, both as professionals and as people to work with. That makes it much easier to reach the right person for a senior HR appointment, including people who wouldn't otherwise have seen your role.</p><h2>The question I always ask candidates</h2><p>It may sound slightly clich&eacute;d, but I ask senior HR candidates which achievement they're most proud of. The answer itself is interesting, but what matters more is what sits beneath it: the scale of the issue, how they addressed it, and which area of HR they take most pride in. That tells me a great deal about their motivations and skill set, and therefore where they'll fit best.</p><h2>What I look for</h2><ul><li><strong>Employee relations.</strong> Handling casework fairly and confidently, including with unions.</li><li><strong>Pay frameworks.</strong> STPCD and the Burgundy Book for teachers, and NJC grades for support staff.</li><li><strong>Safer recruitment.</strong> Single Central Record ownership, DBS checks and KCSIE.</li><li><strong>Change.</strong> Workforce planning, restructures and TUPE during academy conversions.</li></ul><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>What do school HR roles pay?</h3><p>Ranges are indicative and depend on location, the size and type of school or trust, and the scope of the role. Typically, though, HR Officers earn &pound;27,000 to &pound;35,000, HR Managers &pound;40,000 to &pound;55,000, Heads of HR &pound;50,000 to &pound;70,000 and HR Directors &pound;70,000 and above. I'm happy to give a more accurate range to any school considering an appointment.</p><h3>Do you recruit HR roles for MAT central teams?</h3><p>Yes, from HR Officers through to trust-wide HR and People Directors.</p><h3>Do you recruit HR roles in independent schools?</h3><p>Yes. Independent schools have their own terms and conditions and often a smaller HR function, so whilst it isn't an entirely different skill set, being conscious of those subtleties is important.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting an HR role, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School HR Recruitment London

School HR

Recruiting CFOs, Finance Directors and Directors of Finance and Operations for multi-academy trusts and schools across London and the Home Counties.

School and Trust CFO Recruitment in London

<p>EduExec Recruitment recruits Chief Financial Officers, Finance Directors and Directors of Finance and Operations for multi-academy trusts, academies, maintained schools and independent schools across London and the Home Counties. Every search is run personally by Luke Johnson, who has over 20 years in recruitment, the last 12 exclusively in education and the eight before that in finance.</p><p>A trust CFO needs a rare combination: the technical depth of a qualified accountant, a real understanding of how academies are funded and regulated, and the credibility to hold their own with a CEO, trustees and an audit and risk committee. The pool of people who genuinely have all three is small, and most of them are settled in post. In my experience, the right appointment almost always comes from direct approach rather than an advert.</p><h2>The roles I recruit</h2><ul><li>Chief Financial Officers in multi-academy trusts</li><li>Finance Directors in trusts, academies and independent schools</li><li>Directors of Finance and Operations</li><li>Deputy CFOs and Heads of Finance ready to step up</li></ul><h2>The new qualification expectation for larger trusts</h2><p>The Academy Trust Handbook 2026 has tightened expectations for CFO appointments. Trusts with more than 3,000 pupils recruiting a CFO from 1 October 2026 should specify that candidates are qualified accountants, and the expectation tightens further from 2027.</p><p>In practice, that means checking your brief and advert wording before you go to market, and being realistic about the candidate pool it creates. For smaller trusts it isn't a formal requirement, but a recognised accountancy qualification remains a strong advantage, and trustees increasingly expect it.</p><h2>What I look for</h2><ul><li><strong>Technical depth.</strong> Statutory accounts, audit, DfE and ESFA returns, and the Academy Trust Handbook.</li><li><strong>Strategic finance.</strong> Multi-year forecasting, reserves policy, and modelling growth, mergers and new schools joining the trust.</li><li><strong>Board credibility.</strong> Presenting clearly to trustees and the audit and risk committee, and being trusted by the CEO as a genuine partner.</li><li><strong>Leadership.</strong> Running a central finance team and supporting finance staff in individual academies, often across several sites.</li></ul><h2>Candidates from outside education</h2><p>School and trust experience is always valued at this level, because academy funding, governance and the culture of a trust take time to learn. That said, finance leaders from commercial, public sector or charity backgrounds can bring exactly the scrutiny and forecasting discipline many trusts now need. With 20 years recruiting finance professionals, I can tell you honestly whether a candidate from outside the sector will make the transition, and what support they would need.</p><h2>How it works</h2><p>The process is the same for every role: a proper briefing conversation, direct approach to candidates alongside a targeted advert, a screening interview with every candidate before you see them, a short and honest shortlist, and support through to start date. Fees are a percentage of the first year's salary, agreed before the search begins.</p><h2>Frequently asked questions</h2><h3>What does a trust CFO or Finance Director earn?</h3><p>It depends on the size and complexity of the trust or school. Typically, Finance Directors and CFOs earn from around &pound;70,000 to six figures, with the largest trusts at the top of that range. I'm happy to give a more accurate range to any trust considering an appointment.</p><h3>Does a trust CFO need to be a qualified accountant?</h3><p>For larger trusts, increasingly yes. Under the Academy Trust Handbook 2026, trusts with more than 3,000 pupils recruiting a CFO from 1 October 2026 should specify that candidates are qualified accountants, and the expectation tightens further from 2027. For smaller trusts it isn't a formal requirement, but a recognised accountancy qualification is still a strong advantage.</p><h3>What's the difference between a CFO and a Director of Finance and Operations?</h3><p>A CFO usually leads finance across a whole trust, reporting to the CEO and the board. A Director of Finance and Operations typically combines finance with estates, HR and compliance, and is more common in single academies, smaller trusts and independent schools.</p><h3>Do you recruit finance leaders for independent schools?</h3><p>Yes. In independent schools the role is often titled Bursar or Finance Director. See my <a href="https://www.eduexec-recruitment.com/cm/employers/bursar-recruitment">Bursar recruitment</a> page for more.</p><h2>Talk to me about your vacancy</h2><p>If you're recruiting a CFO or Finance Director, I'd be very happy to talk it through, formally or informally. Call me on <a href="tel:+447359924773">07359 924773</a> or email <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p>

School CFO and Finance Director Recruitment London

CFO and Finance Directors

Specialist recruitment of School Business Managers, Bursars and senior finance, HR, data, IT and estates staff for schools and MATs in London and the Home Counties.

Why Work With Us?

<article class="body mb-4 mb-md-5"><h5><span style="color: #b4aa3c;">At EduExec Recruitment, we specialise in senior non-teaching roles that keep schools running smoothly - Finance, HR, Operations, Data, IT, Business Management, and everything in between. We don&rsquo;t just fill vacancies; we act as an extension of your school&rsquo;s recruitment and marketing efforts, bringing insight, guidance and a genuine understanding of the education sector to every partnership.</span></h5><p>With over 20 years of recruitment experience, including a decade exclusively in education support and a prior ten years in finance recruitment, I understand the pressures and nuances of school operations. This expertise allows us to provide solutions that are not only effective but also aligned with your school&rsquo;s culture, goals, and long-term vision.</p><h2>Roles we recruit</h2><ul><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-business-manager-recruitment">School Business Manager recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/bursar-recruitment">Bursar recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-finance-recruitment">School finance recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-hr-recruitment">School HR recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-operations-recruitment">School operations recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-it-recruitment">School IT recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-cfo-finance-director-recruitment">CFO and Director of Finance</a>&nbsp;</li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-estates-recruitment">School estates and facilities recruitment</a></li><li><a href="https://www.eduexec-recruitment.com/cm/employers/school-admissions-marketing-recruitment">School admissions and marketing recruitment</a></li></ul></article><div class="row row-cols-1 row-cols-md-2 row-cols-lg-3 mb-ngutter"><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><header class="d-flex align-items-center"><h5><span style="color: #b4aa3c;">Contingency Recruitment</span></h5></header><article class="body"><p>We provide fast, flexible solutions for your urgent staffing needs, sourcing high-quality, vetted candidates who align with your school&rsquo;s culture, values, and operational goals. Our no-hire, no-fee policy ensures you only invest in success.</p><p>Every CV we share comes with detailed interview notes and observations, giving you insight not just into skills and experience, but into a candidate&rsquo;s motivations, values, and how they can contribute to your school&rsquo;s ambitions. Our approach goes beyond simple matching - it&rsquo;s about finding people who truly fit your team and your vision.</p></article></div></div></div><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><header class="d-flex align-items-center"><h5><span style="color: #b4aa3c;">Retained Search</span></h5></header><article class="body"><p>For senior leadership positions, our retained search service offers a confidential, highly focused approach- backed by decades of expertise in both education and finance recruitment.&nbsp;With decades of experience in education and finance recruitment, we go beyond job boards to identify and engage top-tier candidates, including those not actively looking. We handle every search with discretion and precision, ensuring you meet the right leaders efficiently, saving time and securing the talent your organisation needs.</p></article></div></div></div><div class="col mb-gutter"><div class="h-100"><div class="card-body p-0"><article class="body"><h5><span style="color: #b4aa3c;">Our Commitment</span></h5><p>At EduExec, we pride ourselves on being more than recruiters, we&rsquo;re true partners to the schools we work with. By keeping ahead of new legislation, sector developments, and operational trends, we provide informed, practical advice and support that adds real value. Our aim is to make your recruitment process seamless, strategic, and effective, so you can focus on what matters most: the core mission of your school.</p><p>We go further by regularly researching and publishing sector insight documents, salary surveys, and industry reports, ensuring our clients benefit from up-to-date knowledge and actionable intelligence that supports both recruitment and broader operational decision-making.&nbsp;&nbsp;</p></article></div></div></div></div>

Recruitment Services for Schools and MATs

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View the range of roles we have here. If you don't see what you want, connect with a team member to tell us what you are looking for.

Latest jobs

<p>At EduExec Recruitment, new opportunities are added all the time as we work with schools and academies across the country.</p><p>You can view our latest roles below, and if you&rsquo;d like to get in touch directly, we&rsquo;d love to hear from you:</p><p>hello@eduexec-recruitment.co.uk 07359924773</p><p>If nothing feels quite right for you right now, don&rsquo;t worry - send us your CV or reach out for a confidential chat, and we&rsquo;ll keep you updated when something that matches your skills and ambitions comes up.</p><p>&nbsp;</p><p>&nbsp;</p>

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Knowledge hub

<p><span style="color: #dfb3a5;">Welcome to the EduExec Knowledge Hub &ndash; your go-to resource for insights, guidance, and updates across the education sector. Whether you&rsquo;re an employer, jobseeker, or simply interested in operational best practice, you&rsquo;ll find valuable content to help you succeed.</span></p><p><span style="color: #b4aa3c;">Filter posts by the links below:</span></p>

Knowledge Hub

Contact EduExec Recruitment for London school recruitment opportunities. Apply for roles, ask questions, or speak with our recruitment team today

Contact us

<p>Get in touch with EduExec Recruitment, your trusted partner in school recruitment across London and the UK. Whether you&rsquo;re applying for a role or have a question about our services, we&rsquo;re here to help.</p>

Contact EduExec Recruitment – London School Recruitment | Get in Touch

How EduExec Recruitment Limited collects, uses and protects personal data for work-seekers and clients, and how to exercise your data protection rights.

Privacy policy

<p dir="ltr">EduExec Recruitment Limited<br />167-169 Great Portland Street, 5th Floor, London W1W 5PF<br />ICO Registration Number: ZB911486</p><p dir="ltr">Data protection lead: Luke Johnson<br />Email: <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a><br />Telephone: 07359924773</p><p dir="ltr">EduExec Recruitment Limited is a recruitment business providing work-finding services to clients and work-seekers. To provide these services, we process personal data (including special category data) and act as a data controller under UK data protection law.</p><p dir="ltr">You may provide your personal information directly to us via an application, registration form, or our website, or we may collect it from other sources, such as job boards, school and trust websites, and professional networking sites. We process personal data only when we have a legal basis, for the purposes of delivering recruitment services, promoting our services to organisations, or sharing information about roles you may be interested in.</p><p dir="ltr"><strong>1. Collection and Use of Personal Data</strong></p><p dir="ltr"><strong>a. Purpose of Processing and Legal Basis</strong></p><p dir="ltr">We rely on the following legal bases:</p><ul dir="ltr"><li>Contractual obligation: to provide work-finding services you have registered for, and to deliver services to clients who have engaged us</li><li>Legitimate interest: to match work-seekers with suitable opportunities, to maintain records of our communications, and to contact organisations about our recruitment services</li><li>Legal obligation: to meet our duties under employment, safeguarding and tax law, including right-to-work and pre-employment checks</li><li>Consent: where we ask for it, for example before sharing your CV with a specific client or processing certain special category data</li></ul><p dir="ltr"><strong>b. Categories of Data</strong></p><p dir="ltr">Personal data may include:</p><ul dir="ltr"><li>Name, address, email, telephone number</li><li>CV and work history, job preferences (role, location, salary)</li><li>Education and training certificates, passport, permits and visas</li><li>Date of birth, National Insurance number</li><li>Job offers, placements and outcomes</li><li>References and financial information (for example, payroll and pensions)</li><li>Communication logs</li><li>Business contact details of client representatives, such as name, job title, organisation, work email and telephone number</li></ul><p dir="ltr">Special category and criminal offence data may include:</p><ul dir="ltr"><li>Criminal record checks (DBS) and security clearance outcomes</li><li>Health information where relevant to a role</li></ul><p dir="ltr"><strong>c. Legitimate Interest</strong></p><p dir="ltr">Where we rely on legitimate interest, this allows us to provide suitable work opportunities based on your requirements, whether temporary or permanent, and to let organisations know how we may be able to help with their recruitment needs. We balance our interests against your rights, and you can object at any time.</p><p dir="ltr"><strong>d. Recipients of Data</strong></p><p dir="ltr">We may share your data with third parties:</p><ul dir="ltr"><li>When required by law</li><li>To administer your working relationship</li><li>With prospective employers, where you have agreed to your details being put forward</li><li>Where necessary for our legitimate interests</li><li>With processors acting under contract, such as our email and IT service providers, who handle data in line with this notice</li></ul><p dir="ltr"><strong>2. Marketing Communications</strong></p><p dir="ltr">We may contact individuals at schools, trusts and other organisations about our recruitment services, including where we have seen a vacancy advertised. We collect business contact details from sources such as job adverts, school and trust websites, and professional networking sites, and we process them on the basis of our legitimate interest in promoting our services to organisations that may need them.</p><p dir="ltr">Our marketing emails may use standard tracking technology to tell us whether an email has been opened and which links have been clicked. We use this information to understand engagement and improve our communications.</p><p dir="ltr">You can opt out of marketing at any time by using the unsubscribe link in our email campaigns or by replying to any email asking us not to contact you. We keep a record of opt-out requests so that we do not contact you again for marketing purposes.</p><p dir="ltr"><strong>3. Overseas Transfers</strong></p><p dir="ltr">Some of our service providers may process personal data outside the UK. Where this happens, we ensure appropriate safeguards are in place, such as adequacy regulations or approved contractual clauses.</p><p dir="ltr"><strong>4. Data Retention</strong></p><p dir="ltr">We retain personal data only as long as necessary:</p><ul dir="ltr"><li>Work-seeker records: at least one year after creation or last service provided, in line with the Conduct of Employment Agencies and Employment Businesses Regulations 2003</li><li>Payroll, holiday, sick pay, pension and HMRC records: as legally required</li><li>Business contact details used for marketing: while they remain relevant, reviewed periodically</li><li>Opt-out records: kept so that we can continue to honour your request</li><li>Consent-based data: retained in line with our retention policy, and further consent will be sought when periods expire</li></ul><p dir="ltr"><strong>5. Your Rights</strong></p><p dir="ltr">You have the right to:</p><ul dir="ltr"><li>Be informed about how we process your data</li><li>Access your personal data</li><li>Rectify inaccurate personal data</li><li>Erase personal data in certain circumstances</li><li>Restrict processing</li><li>Data portability in certain circumstances</li><li>Object to processing based on legitimate interests</li><li>Object at any time to the use of your data for direct marketing</li><li>Not be subject to decisions based solely on automated processing, including profiling</li><li>Withdraw consent at any time, where processing is based on consent</li></ul><p dir="ltr"><strong>6. Source of Personal Data</strong></p><p dir="ltr">We typically collect data directly from you via applications, registration, our website, or job boards. In some cases, information may come from third parties, such as referees, or from publicly available sources, such as school and trust websites and professional networking sites.</p><p dir="ltr"><strong>7. Complaints or Queries</strong></p><p dir="ltr">For complaints or queries about this notice, contact Luke Johnson at <a href="mailto:luke.johnson@eduexec-recruitment.com">luke.johnson@eduexec-recruitment.com</a>.</p><p dir="ltr">You also have the right to raise concerns with the Information Commissioner's Office (ICO) on 0303 123 1113 or at ico.org.uk/concerns.</p>

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EduExec Recruitment Sitemap – Explore School Recruitment Pages

<p>Welcome to the EduExec Recruitment sitemap. Here you can easily navigate our site to find information on school recruitment services, current vacancies, leadership roles, and contact information. Browse our pages to learn more about how we support schools across London and the UK.</p>

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<p>I&rsquo;m the Founder of EduExec Recruitment, a specialist agency supporting schools and trusts with the recruitment of exceptional senior school support and leadership staff, from experts in School Business Management to HR, Finance, Operations and all other roles inbetween.</p><p>I&rsquo;ve spent over a decade in education recruitment, working closely with senior support staff and school leaders across the UK, and along the way I&rsquo;ve picked up a CIPD Level 7 qualification. That means I can happily talk policy, contracts and strategy, but I promise not to make dinner parties any duller than they already are.</p><p>EduExec Recruitment was born out of a simple idea: to offer a more personalised, transparent and informed recruitment solution, built on trust and genuine sector insight. When I say &ldquo;sector insight&rdquo;, I mean it literally as my wife is a School Business Manager, so conversations in our house often swing between budgets, staffing challenges and what&rsquo;s for dinner. It keeps me grounded in the real issues schools face every day.</p><p>At the heart of it all, I genuinely enjoy connecting brilliant people with the right opportunities, and helping schools and trusts find leaders who make a real difference. If I can do that while keeping things straightforward, supportive and maybe even a little enjoyable, then I&rsquo;m doing my job right.</p>

Luke Johnson – Founder of EduExec Recruitment | School Senior Support Recruitment

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Head of IT Job in London

<p>Informed career advice &amp; the latest vacancies from EduExec Recruitment</p>

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Head of IT