How to Recruit a Head Teacher for a UK School: A Practical Guide for Governors and Trust Boards

Key Steps, Interview Process, Example Questions & the Value of Professional Search in Head Teacher Recruitment

Appointing a Head Teacher is one of the most important responsibilities of any school governing body, academy trust, or local education authority. The right Head can elevate pupil outcomes, support staff wellbeing, manage budgets effectively, and build strong relationships across the school community.

This guide provides a clear framework for recruiting a Head Teacher in the UK, including how to define the role, run an effective interview process, and why partnering with an educational executive search firm can deliver a better result.

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When to Recruit a New Head Teacher

You may be recruiting a Head Teacher due to:

• Retirement, resignation or internal promotion
• A change in Ofsted grading or school performance
• Expansion of a Multi-Academy Trust (MAT) or formation of a new leadership structure
• Succession planning for future leadership stability

Whatever the trigger, it’s essential to approach the recruitment process with clarity, transparency, and a focus on long-term fit.

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Step-by-Step Guide to Recruiting a Head Teacher

1. Define the Role and Context

Tailor the role profile to your school’s stage, ethos, and priorities. Consider:

• Current school performance and Ofsted status
• Leadership culture and staff morale
• Community engagement and parental expectations
• Future goals: growth, improvement, innovation or stability

Tip: Use stakeholder feedback (staff, pupils, parents, governors) to inform the person specification.

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2. Develop a Comprehensive Candidate Brief

A clear brief helps attract the right calibre of applicants. It should include:

• Key leadership responsibilities (teaching & learning, safeguarding, behaviour, finance, HR)
• Required experience (e.g. prior headship, senior leadership in similar settings)
• Personal attributes (e.g. resilience, emotional intelligence, ability to inspire)
• Core values aligned with your school’s mission

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3. Promote the Role Strategically

While advertising is essential, many high-quality candidates are not actively looking. That’s why schools often work with executive search partners to:

• Conduct targeted outreach to existing Heads and Deputies across the UK
• Identify under-the-radar talent in high-performing schools
• Ensure diversity and inclusion in the longlist

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Sample Head Teacher Interview Process

Stage 1: Shortlisting Panel

• Review applications against agreed criteria
• Ensure a balanced and diverse shortlist

Stage 2: Stakeholder Engagement

• Include informal sessions with pupils, staff, and parents
• Evaluate interpersonal skills and ability to connect with your school community

Stage 3: Leadership Assessment / Tasks

• Present a school improvement plan
• Lead a staff briefing or simulate a difficult conversation
• Review and critique anonymised school data or safeguarding case studies

Stage 4: Formal Panel Interview

• With governors, trustees, and/or MAT leaders
• Focus on leadership vision, educational strategy, and handling of real-life school scenarios

Stage 5: References and Due Diligence

• Verify safeguarding credentials, DBS checks, and prior performance
• Conduct deep referencing with current/former governors, colleagues, and line managers

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Example Interview Questions for a Head Teacher

Leadership & Vision

• “What’s your vision for a high-performing school?”
• “How have you successfully led a team through change or challenge?”

Teaching & Learning

• “How do you ensure consistently high teaching standards across all key stages?”
• “What’s your approach to data-led school improvement?”

Safeguarding & Inclusion

• “Describe a time you dealt with a complex safeguarding issue—what did you learn?”
• “How do you promote an inclusive, supportive learning environment?”

Stakeholder Engagement

• “How would you build trust with parents and the wider community?”
• “How do you support staff wellbeing while maintaining high expectations?”

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Why Use an Executive Search Firm for Head Teacher Recruitment?

1. Access to Passive Talent

Experienced Heads and outstanding Deputies may not be actively job-hunting. We reach out directly to high-potential leaders across the sector.

2. Safeguarding and Rigour

We conduct robust vetting, reference checks, and leadership assessments to ensure full compliance and peace of mind.

3. Time-Saving and Professionalism

From shortlisting to panel coordination, we manage the process end-to-end, allowing governors to focus on evaluation, not logistics.

4. Community Confidence

Working with an experienced search partner reassures stakeholders that the process is fair, inclusive, and focused on excellence.

5. Tailored Advice

We help define what your school really needs—and find someone who can deliver it.

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Final Thought

A great Head Teacher shapes more than results—they shape lives. With the right recruitment strategy, inclusive process, and professional guidance, you can appoint a leader who will champion your school, inspire your staff, and deliver long-term impact for pupils and the wider community.

📩 Ready to recruit your next Head Teacher? Speak to a specialist executive search team to start your leadership journey with confidence.

Call us today on 020 7160 6996

Or book a convenient time for a confidential discussion with one of our Directors

Read our Latest Case Education Study:

Executive Search for a Finance Officer in a London Educational Trust

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