TaaSFlow · sector briefing

Hiring in Education

Role families we cover

  • Teaching

    Primary teachers · Secondary teachers · SEND specialists · TAs and HLTAs

  • Leadership

    Middle leaders · Deputies · Headteachers · MAT executives

What makes this sector hard

  • Phase specialisation

    Primary and secondary reward different signal. Rubrics separate them.

  • Subject fluency

    STEM, humanities and vocational subjects captured with named exam boards.

  • Safeguarding & DBS

    Enhanced DBS, safeguarding training and prohibition-list checks are baseline.

  • Supply vs permanent

    Short-notice supply cover and permanent contracted posts need different vetting speed without cutting safeguarding corners.

The evidence we score against

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For education, these are the signals that carry weight:

  • Phase and subject captured
  • Safeguarding baseline verified
  • Leadership pipeline separated

Certifications and credentials that matter here

  • QTS
  • NPQ suite
  • Enhanced DBS

Regulatory and compliance requirements

  • KCSIE compliance
  • Prohibition-list checks
  • Right-to-work

What your shortlist looks like

  1. A ranked set of candidates, each with a score and the evidence behind it.
  2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
  3. Salary expectation against your band, stated plainly, before you invest interview time.
  4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.