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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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Most organizations improve their systems only after something goes wrong. A process breaks down. A key employee leaves. Communication falters. A deadline is missed. The need for change becomes obvious.
But one of the things I've observed working with education organizations across the country is that the strongest teams rarely wait for a problem before they improve. They use quieter moments to strengthen the systems that are already working.
That's easier said than done. When things are running smoothly, it's tempting to move on to the next priority. Yet those are often the best times to ask a few simple questions.
What's working well enough that we should protect it? What's creating unnecessary friction? What small improvement today could prevent a much larger challenge tomorrow? Meaningful progress rarely comes from one sweeping change. More often, it's the result of small improvements made consistently over time. The organizations that continue to grow aren't always the ones that react the fastest. They're often the ones that improve before they have to.
Together,
John
P.S. The same principle applies to your career. You don't have to be unhappy in your current role to think about what's next. The best career moves often begin long before you decide it's time to make one.
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Why do 'good hires' leave within the first year? Usually misaligned expectations, poor onboarding, or unclear role definitions. This piece shows how talent acquisition shapes retention from day one: transparent job descriptions attract better fits, strong onboarding builds confidence, and cultural fit matters as much as technical skills. Retention is a hiring problem.
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Career Corner: Ask a Recruiter
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Some ways to go above and beyond in this job market
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What does it look like to stand out as a job-seeker in today’s market? Here are some ideas:
- Don’t rely too heavily on AI. The actor Anne Hathaway made non-movie news in June when she shared an anecdote about receiving multiple identical thank you notes after interviewing candidates for a role. None of those candidates were offered the role. AI can play a strategic role in your job search, but it shouldn’t replace you. If you find yourself with writer’s block, sure, use AI to create an outline, but then flavor it with your own voice and writing.
- Respond to communication quickly. If you tend to be someone who responds to emails when you get to them, or wait until the last moment before a deadline, this will come to bite you in a job search. One of the ways you convey enthusiasm to recruiters and hiring managers, not to mention ensure you can schedule a coveted interview spot before it is filled, is by responding to emails and phone calls as quickly as possible (same day, ideally).
- Create a digital folder with important job-searching resources. I’m not just talking about resumes or cover letters, but a document with work history, references, often-requested artifacts (for example state testing data, agendas from meetings you’ve facilitated, a portfolio showcasing your work, performance reviews to help you pull anecdotes for interviews, slide decks, proposals, etc). When you progress in an interview process, it’s possible a hiring manager will be curious to learn more about your experience through these artifacts and you don’t want to delay a process because you can’t find relevant materials.
- Communicate thoughtfully with every stakeholder you meet in an interview process. From the coordinator scheduling your interviews, to the panelists and hiring manager in your interview, to the operations manager conducting reimbursements if you travel for an interview, every interaction is a chance to leave a lasting, positive impression. Learn people’s names, use them in conversations, send thank you (non-AI written) emails, and make connections on LinkedIn.
- Apply to roles strategically. I shared in my last career corner essay that if you’re getting constant rejections, “it’s not you, it’s the market.” I want to emphasize that this statement is true when you are applying for roles for which you are 100% qualified in terms of role title, scope, industry, employer. Sometimes folks think they are applying for roles for which they are 100% qualified because they have a history of quickly learning new tasks, and have always adapted easily to challenges at work. This is not the same as a qualification when you’re competing with candidates who have done the exact job, at a peer employer, in recent history. Consider this when you apply - you will show employers that you are self aware about your experience, skills, and value proposition.
- Remember to tailor your materials for roles. That means customizing your cover letters to address your interest in the employer and role versus just reiterating your qualifications. This means ensuring the impact you share in your resume is relevant to the kind of impact they hope their next hire will have in that role (so this might mean swapping out bullet points to ensure you have relevant examples). This also means adjusting language in your resume to ensure it mirrors the kind of language/key-words in the job description (I’m not suggesting fabricating experience, just ensuring you talk about your experience in language that will resonate with the reader).
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Goalbook's mission is to empower teachers to transform instruction so that ALL students can succeed. They are looking for a transitioning educator to be their new Sales Development Representative 2.0. This person will consultatively build relationships with district administrators as their first point of direct contact with Goalbook to discover their challenges and educate them on our solutions. The ideal candidate has 2+ years teaching experience and 2+ years of experience in services or sales, including side hustles.
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SustainED Leaders is an education nonprofit dedicated to developing education leaders and teachers and strengthening instructional capacity to improve student outcomes. They are looking for an Instructional Coaching Leader to design and deliver training and coaching solutions that build education leaders’ capacity to lead continuous instructional improvement in schools. The ideal candidates has 2+ years of experience coaching leaders. HQIM (Secondary Bluebonnet Learning, Carnegie Math) and Bilingual Expertise is preferred
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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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