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.
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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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We've revamped job matching on our WorkTogether Platform! As you build your 2026 job search strategy, our enhanced platform delivers smarter, more personalized role recommendations based on your skills and preferences. If you haven't updated your profile recently, refresh it now so you can start receiving better-matched opportunities that align with your career goals.
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As you double down on your 2026 job search strategy, getting clear on what makes you uniquely valuable is key. This guide introduces the personal value proposition-understanding which problems you solve well and enjoy solving. Learn how identifying your strengths, proof points, and ideal work context leads to strategic searches, stronger interviews, and roles where you'll thrive.
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Job searching in 2026 can feel exhausting, and this piece validates why! From ghost jobs that may never exist to AI gatekeepers screening out qualified candidates and unrealistic requirements for modest pay, the hiring process has become mechanized and impersonal. If you've felt like you're shouting into the void, you're not alone. The system is broken, not you.
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What We’re Reading Right Now
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Understanding workforce trends helps you navigate job searching strategically. This piece traces major shifts from The Great Resignation through 2026's predicted 'Great Convergence,' where AI adoption, skills-first hiring, and new work models reshape careers. Learn why continuous learning, AI literacy, and portfolio careers matter now, plus actionable steps to stay competitive as the workforce evolves around you."
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Career Corner: Ask a Recruiter
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Determining fit and alignment when considering an offer
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“I wish I had asked better questions of my future boss before accepting the job offer.”
This comment has come up several times among my clients who are now considering leaving their current roles for more aligned opportunities. They wonder, could they have anticipated poor fit?
These comments assume two things:
- The job seeker has total clarity and self awareness about the work they want to do and are good at doing, and what they need to thrive (from a manager, a team, an organization, a job description).
- That a prospective manager has clarity and self awareness about the role, the needs, how they manage and navigate conflict, the existing resources AND they are willing to be transparent about it all with the future hire.
You know what they say about the problem with making assumptions….
The reality is that a lot of folks don’t have a ton of self awareness or clarity about their strengths and needs until they’ve experienced a very bad fit. Or they may downplay how important those things are because accepting the role can be an opportunity to have a steady paycheck/benefits, an increase in salary, or a pivot to a new role or industry. And a manager be so eager to fill a role that they may downplay issues that can cause a lot of friction later on in order to quickly fill a position..
I believe that one can learn a lot (but not everything) about a future opportunity with strategic questions and approaches. Here’s what I recommend a jobseeker do before accepting an offer:
- Reflect on what you need from a manager and colleagues to work productively. How do you navigate conflict? What is your preferred communication style? How do you handle structure vs ambiguity? What makes you feel seen and valued? What are non-negotiables at work? What is the problem you want to spend your time solving at work, and at what level?
- Don’t feel embarrassed about wanting to discuss your answers to the questions above with your prospective manager. In an ideal world, the manager and the recruiter will be having honest conversations with you throughout, but never assume everything is being covered. Here are some sentence starters: “As I consider this offer, I want to have transparent conversations around the role, the team dynamic, and what I’m hoping to experience if I join your team and what you would expect from me. I know that if we take the time to determine alignment now, we can build a strong foundation for our future work together.”
- Ask to speak to a few of the stakeholders with whom you’d interact with frequently to serve as a check for what you’re hearing from the hiring team. Depending on the role, this could be a board member, a peer, or someone who used to be in your role but moved to another team at the organization.
You can’t anticipate every challenge or team dynamic you might encounter. You could join a stable organization that suddenly has a major leadership transition or significant loss of funding. You could have colleagues who are navigating personal challenges that temporarily affect their work and your own role. What you can control is taking the time to reflect on your own needs and goals, and communicating them proactively.
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TrulyHired - An Educational Equity-Focused Job Board
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Morgan Autism Center provides a safe, nurturing, and joyful environment where individuals impacted by autism or other developmental disabilities are accepted and celebrated for who they are. They are looking for a new Special Education Teacher who will be responsible for the management of their classroom including student and staff management. They design and implement curriculum, student individualized education plans (IEPs), behavior plans, and collaborate closely with parents and other members of the program team including instructional aides, speech therapists, occupational therapists and administration. The ideal candidate has a current Education Specialist Credential (moderate to severe).
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BridgePrep Academy is the largest school network managed by SMART Management and consists of 21 schools. BridgePrep Academy’s mission is to provide a challenging academic curriculum that includes an extended Spanish language program. They are looking for a senior HR leader to be their new Nice President of Human Assets. The Vice President of Human Assets is a senior executive responsible for leading and integrating both the Human Resources and Talent Acquisition functions that support SMART Management’s 21 schools and expanding network. The ideal candidate has 10+ years of relevant experience and 3+ years of leading HR operations and/or recruitment functions.
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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?
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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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