Education Recruitment Consultant

Purpose

Own the candidate side of the education recruitment process. Build and maintain a strong pipeline of qualified educators, understand their experience and preferences in depth, and ensure the right candidates are ready to be placed into the right schools.

You will be responsible for engaging with educators across the UK education sector, including SEN, Primary, Secondary and Senior education, and building strong relationships with teachers, teaching assistants and other education professionals.

This is a hands-on recruitment role for someone who understands the UK education market and knows how to properly qualify, question and assess candidates rather than simply matching CVs to vacancies.

What You Own

Candidate Pipeline

• Build and maintain a strong pool of qualified, available and engaged UK education candidates ahead of demand.
  
• Proactively source and engage with teachers, teaching assistants and other education professionals.
  
• Keep your pipeline active and ensure you know which candidates are available, where they want to work and what roles they are suitable for.
  
• Develop long-term relationships with candidates so they remain engaged and loyal to the business.
  

Candidate Screening & Quality

• Conduct thorough, structured screening calls with every candidate.
  
• Carry out detailed deep-dive questioning to properly understand a candidate's experience, qualifications, teaching background, preferences and suitability.
  
• Understand the difference between candidates working across SEN, Primary, Secondary and Senior education and assess where their experience is best suited.
  
• Explore candidates' previous schools, year groups, subjects, SEN experience, classroom experience, behaviour management, safeguarding knowledge, availability and location preferences.
  
• Identify strengths, limitations and potential concerns before putting a candidate forward.
  
• Ensure candidates are accurately profiled and only matched to appropriate opportunities.
  

Candidate Relationships

• Act as the candidate's main point of contact throughout the recruitment and placement process.
  
• Build genuine, professional relationships with educators through regular communication.
  
• Understand what motivates each candidate and what type of school, role and environment they are looking for.
  
• Keep candidates engaged and informed throughout the process.
  
• Proactively communicate with candidates rather than waiting for them to come to you.
  

UK Education Recruitment

• Use your previous UK education recruitment experience to understand the market, candidate pool and different types of education professionals.
  
• Have a strong understanding of the UK school environment and the requirements of different education roles.
  
• Be confident discussing roles with experienced teachers and teaching assistants and asking the right questions to establish genuine suitability.
  
• Understand the importance of compliance, safeguarding and candidate readiness within UK education recruitment.
  

Data & Candidate Management

• Keep candidate records accurate, complete and up to date.
  
• Ensure candidate profiles clearly reflect their experience, qualifications, availability and preferences.
  
• Maintain accurate notes following candidate conversations and screening calls.
  
• Ensure the recruitment database remains organised and actionable.
  

Compliance

• Ensure candidates understand the compliance requirements before being placed.
  
• Work closely with the compliance team to ensure candidates are fully compliant ahead of placement.
  
• Take ownership of identifying and escalating any compliance issues that could prevent a placement.
  
• No candidate should enter a placement without the required compliance being completed.
  

Timesheets & Placement Support

• Ensure educators submit accurate timesheets by close of business Friday.
  
• Follow up with educators where timesheets are missing or incorrect.
  
• Resolve candidate-side queries and ensure issues are dealt with quickly.
  
• Support educators throughout their placement and maintain the relationship once they are working in a school.
  

Placements

• When a confirmed vacancy is passed to you, take ownership of finding and putting forward the right candidate.
  
• Match candidates based on genuine suitability, not simply availability.
  
• Move quickly while maintaining recruitment quality.
  
• Work closely with the Education Partnerships Executive to ensure vacancies are filled efficiently.
  

How It Works

You will receive confirmed vacancies from the Education Partnerships Executive and take ownership of the candidate side of the process.

Your role is to ensure there is always a strong pipeline of suitable educators ready to meet client demand.

If a vacancy is passed to you before all the required information is available, you should flag this immediately rather than trying to work around missing information.

Once a vacancy is ready to be recruited, it is yours to fill.

You are expected to identify potential problems early, communicate clearly and take action rather than waiting to be told what needs to be done.

The Number That Matters

100% fill rate on existing clients.

What Good Looks Like

• You consistently maintain a strong pipeline of qualified UK education professionals.
  
• You have regular engagement with teachers, teaching assistants and other educators.
  
• Your candidate screening is thorough and goes beyond the basics of a CV.
  
• You ask strong, relevant questions and genuinely understand each candidate's experience.
  
• Candidates are accurately assessed across SEN, Primary, Secondary and Senior education.
  
• Every candidate put forward is appropriately qualified and suited to the role.
  
• Gold vacancies are filled quickly with the right candidates.
  
• Candidates remain engaged and responsive throughout the recruitment process.
  
• Compliance is completed before placement.
  
• Timesheets are accurate and submitted on time.
  
• Candidate records and notes are consistently accurate.
  
• You identify problems before they become placement issues.
  
• Educators stay engaged with the business because of the quality of the relationship you build with them.
  

Requirements

• 2+ years UK education recruitment experience is essential.
  
• Experience recruiting within one or more of the following areas: SEN, Primary, Secondary or Senior education.
  
• Experience recruiting and engaging with teachers, teaching assistants and other education professionals.
  
• Strong understanding of the UK education recruitment market.
  
• Proven experience conducting detailed candidate screening and qualification calls.
  
• Confident asking probing questions and carrying out detailed candidate deep dives.
  
• Strong ability to assess candidate suitability beyond simply reviewing a CV.
  
• Excellent communication and relationship-building skills.
  
• Highly organised with strong candidate and pipeline management skills.
  
• Comfortable working to targets, deadlines and fill-rate expectations.
  
• Proactive approach to recruitment, candidate engagement and problem-solving.
  
• Strong attention to detail, particularly around candidate information and compliance.
  
• Experience working with recruitment CRM/ATS systems.
  

Benefits

Benefits

Your Package

Commission: 1% of GP on all bookings made, paid termly at the end of each term.

Payment Schedule:

• Term 1: September–December, paid in January
  
• Term 2: January–March, paid in April
  
• Term 3: April–August, paid in September
  

Year Bonus: Paid in November for the prior year.

Commission and the fill-rate bonus are paid the month after each term ends.

Both are directly linked to your performance. The client portfolio generates commission, while your fill rate unlocks the bonus.

Growth is rewarded through an increased client portfolio or base salary uplift rather than a more complex commission structure. Consistently strong performance is how you progress.