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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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My kids started school last Thursday. This year, we have two middle schoolers and a first grader.
Like families everywhere, the days leading up to school were a mix of getting ready, figuring out schedules, and managing a few nerves. But underneath all of it was something else: excitement. A new school year brings possibility. New teachers. New friends. New experiences. New opportunities to grow. I could see that sense of anticipation in my kids as they headed out the door.
I think there's something in that for those of us who work in education, too. One of the things I love about this work is that every August gives us another beginning. Whatever challenges came with last year, a new year arrives with another opportunity to make an impact.
Whether you work in a school, a nonprofit, a state agency, an education company, or somewhere else in our sector, we all play some role in creating the opportunities our students experience. That's worth being excited about. So as another year gets underway, I hope we can carry a little of that first-day-of-school optimism with us—the belief that there's a lot we don't yet know about the year ahead, and a lot of possibility in what it might become.
Here's to a great year!
Together,
John
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Where do your future principals actually come from? RAND surveyed 207 districts and found a split: large districts mostly grow their own principals and back them with real investment - coaching, mentoring, professional supervision - while small districts lean on outside hires and offer far less development, especially for assistant principals. The recommendation for smaller systems: build shared pre-service pipelines with neighboring districts rather than leaving leadership development to chance.
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Career Corner: Ask a Recruiter
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Engaging in a long, rigorous hiring process
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I hear from so many of my clients and jobseekers about this maddening job market. The lack of remote opportunities, the crickets after they submit an application, the lengthy process, the AI of it all.
Employers are frustrated by this job market too. They’d love to post a position without receiving hundreds of identical AI-generated applications! Instead of spending a few hours reviewing applications, they’re looping in IT to figure out how to distinguish between real applications and bots. They're closing a position just after posting because they can’t handle any more applications, not to mention that they’re tired of reading the same cover letter over and over again.
When hiring managers ask you to engage in a rigorous and sometimes lengthy process, involving multiple interviews and performance tasks*, I do believe -- from my experiences as a former recruiter and a current career coach -- that employers do this with the best of intentions. They want to give candidates every chance to make a great impression and showcase their skills in a variety of ways.
How can you set yourself up for success when you’re expected to invest considerable time in a hiring process (potentially many processes at once)? Here are some tips:
- Seek out clarity about a hiring process in your first screening. What does the hiring team expect of you and how long will the process take from beginning to end?
- If you’re working full-time, identify when and where you’ll be able to make time to complete steps of a hiring process, from interviews to performance tasks. Use your personal computer and email address for external processes! If you don’t have one, consider borrowing one from someone in your life or using the library.
- Advocate for your needs, but know that a hiring team won’t always be able to accommodate your timelines. Need an extra day to submit a performance task? That’s a very reasonable ask if they gave you a short window and it’s a busy season at work or in life. Have a big project for 2 weeks and want to wait to schedule that interview? The hiring team won’t always be in a position to wait.
While a long and rigorous hiring process can be challenging to balance along with your existing commitments, not to mention that there is no guarantee of a job offer once the process is complete, know that these processes also give you a chance to feel out a potential opportunity and explore for fit. I hope you land a great opportunity, and time to rest (!) soon.
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SAISD is as diverse and historically rich as the city whose name it shares, serving about 44,000 students across more than 75 schools. They are looking for a senior school finance leader to be their new Chief Financial Officer. The CFO will support SAISD's new Superintendent and provide leadership to the financial services department to ensure attainment of district goals and objectives of the department. The ideal candidate has 10+ years progressive experience in Finance, Accounting, or a related function, as well as 8+ years supervisory experience in a leadership capacity at a similarly-sized school district. SAISD recently raised the salary range to $180,000-$225,000 to reflect the importance of this position.
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The Academy for Urban School Leadership (AUSL) is a non-profit organization that recruits, trains, and supports new teachers in underserved communities to ensure every student has a great teacher and a transformative education. AUSL is looking for a Director of Programs who will serve as the connective tissue across all program verticals, ensuring that leadership has the real-time visibility, operational infrastructure, and strategic insight needed to drive program-wide excellence. The ideal candidate has 7+ years of experience in education, teacher development, or a related field, with at least 3 years in a program or operational leadership role.
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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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Sent by WorkTogether Talent Consulting (formerly WorkMonger) ● P.O. Box 163331, Austin, TX 78716-3331
● Contact Us
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