You are receiving this email because you either created a WorkTogether Talent Consulting (formerly WorkMonger) Career Platform Account,
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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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Final Call: Last Day to Save on 10-Year Anniversary Deals!
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Today is the final day to book your free talent consultation and still take advantage of our 10-Year Anniversary Savings! Don’t miss out on these exclusive offers:
Book your free talent consultation by the end of the day, and we’ll honor this deal for you, even after today. Act fast, this offer ends at midnight!
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What makes a great board member? Professional expertise, a commitment to learning, and a dedication to diversity and inclusion are just a few key traits. As board recruitment becomes one of our fastest-growing services, we’re seeing schools and organizations nationwide seek mission-driven leaders who can provide strategic guidance. From finance and fundraising to organizational alignment, the demand for skilled board members is only increasing. Want to know how to build the right board for your organization? Check out the full blog post to learn more about the trends shaping the future of education leadership.
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The once-popular people-first approach in HR is starting to fade in 2025, with trends like AI integration and the push for return-to-office policies creating tension. As businesses face growing layoffs and DEI initiatives lose momentum, HR leaders are finding it harder to maintain a focus on employee well-being and retention. Yet, amidst these shifts, many believe the people-first strategy could still be the key to future business success. By balancing technology with human-centered practices, HR teams can foster a workplace culture that not only survives but thrives. Can companies adapt to these changing times without losing sight of their most valuable asset, their people? Read on to explore how HR leaders can revive the people-first approach and lead their organizations to success.
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Job hunting can be tough, especially with the competition at an all-time high. Are you making any of these six common mistakes that could be slowing you down? From applying to too many jobs to poor interview prep, these missteps are more common than you think. In a job market where every move counts, small adjustments can make all the difference. Read to learn how to avoid these mistakes and speed up your job search.
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Career Corner: Ask a Recruiter
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How to talk about your supplemental consulting work while interviewing for full-time, salaried positions?
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In previous Career Corners, I’ve tackled including consulting work on your resume (when it is in addition to full-time, salaried work). Today, I’m sharing strategies for discussing consulting work in a way that will compel, rather than deter hiring managers during interviews.
Let me paint a picture of a typical client of mine that works full-time and also consults on the side. They are often a director- or executive-level leader, who consults with education and nonprofit clients in the areas of executive coaching, technical assistance (related to leading a school system or school), instructional leadership, program design, or speaking engagements. The consulting probably takes up 5-10 hours of their time each week, and that time commitment can ebb and flow. They likely do this work because they are recognized as experts in their particular consulting area, and projects come to them from former colleagues and peers. The extra income is great too, not to mention the consulting has offered a financial and professional cushion during dynamic economic conditions. When some of these clients have been impacted by organizational restructures and their roles eliminated, they’ve appreciated listing their consulting work as their current employer when the job search has taken longer than they imagined.
Now, let me paint a picture of a hiring manager who may be considering this director- or executive-level candidate for a full-time role within their organization. The candidate’s consulting work might peak the employer’s interest and affirm their belief that this applicant is recognized as a leader in their field. In fact, the recruiter who initially reviews their resume might highlight the applicant’s consulting work as one of their strengths and positive consideration for moving them forward in the hiring process.
But, the recruiter and hiring manager may also have big questions, like:
- Are there any conflicts of interest between the candidate’s consulting clients and our organization?
- Will the consulting work distract the candidate from operating at a high-level in their full-time role?
- Is the candidate more dedicated to growing their consulting business, and will likely leave our organization once they’re profitable (and is that soon)?
Knowing the reservations that a hiring manager might have about your consulting work, here are key points you might consider making:
- Make sure you can speak to whether or not there are conflicts of interest between your work with an existing consulting project/client and the full-time employer. If there is a conflict of interest, be prepared to discuss how you will navigate it (i.e. ending the project or not participating in an aspect of the project you are consulting on).
- Address the ways your consulting work will actually add value to your full-time employer (like growing relationships with potential partners for the full-time org, or building your credibility/thought leadership in the field in a way that benefits the full-time employer).
- Name the elephant in the room. “As you may have noticed from my resume, I consult in addition to my full-time role and this has been the case for more than X years. I love the chance to support our peers in the field in discreet ways. I am incredibly proactive with managing my time and this only happens outside of work hours. I am committed to adding value here at [insert employer name] as your next [title].”
- Consider de-emphasizing the consulting work, even if it is meaningful to you and you’d like to see it grow in the future. This is a strong strategy if your primary goal is to secure full-time employment and all it entails (security, benefits, etc.).
Employers must contend with the amount of time, money, staff, and effort it takes to find and onboard a senior leader. Consider that before you highlight or emphasize your consulting work and business goals in an interview, OR, consider focusing your search on contract-work instead (especially if employer-provided health benefits are not a priority).
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The New TrulyHired Job Board is Here!
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Phalen Leadership Academies provides high-quality education that prepares students to lead in their communities and beyond. The Development Manager supports this mission by securing state and federal grants, including school-based funding, workforce development grants, and charter renewal proposals. This role collaborates with school leadership to strategically allocate resources and ensure compliance. Ideal candidates have 5+ years of experience securing competitive government grants, with expertise in persuasive writing, financial management, and K-12 education or mission-driven organizations.
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East Mountain is dedicated to fostering a safe, innovative learning environment where students engage in transformative experiences and creative problem-solving to become forward-thinking leaders. As we expand our impact, we seek an outstanding Founding Middle School Principal with a proven track record of success to lead the launch of our new middle school, opening in 2026-2027, with a year devoted to planning for the new school during the 2025-2026 school year. In partnership with the Executive Director, the Founding Middle School Principal is a Senior Administrator who will contribute significantly to the creation of the school's programs and vision. Ideal candidates hold a master’s degree, a New Mexico PED Administrator’s License (or the ability to obtain one), and have 10+ years of experience in education, including 3+ years in instructional leadership.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing job seekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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You don’t have to be a job seeker to take the next step in your professional growth.
Our tailored career services—like resume reviews, interview prep, and personalized coaching—help leaders like you gain clarity, align with your goals, and stand out.
Ready to level up? Services now 10% off until April 15!
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You are receiving this email because you either created a WorkTogether Talent Consulting (formerly WorkMonger) Career Platform Account, applied to a job opening at one of our client organizations, or registered directly to receive Leaders in Education.
Don't want to hear from us? Let us know by clicking here.
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