Recruitment, written for schools.
An applicant tracking system that knows what QTS, KCSIE, references, talent pools, panel interviews and a Tuesday-afternoon micro-teach actually mean.
Open the operational dashboard, jobs, pipeline, interviews and settings.
Review the candidate profile, applications and candidate-side evidence flow.
View a live role page and the application entry point for applicants.
Open a secure single-purpose reference request and submission flow.
Most applicant tracking systems were built for tech start-ups. Schools hire differently.
A sift is not a sales pipeline. A safeguarding check is not a tick-box. A Head of Department on a free period is not a recruiter.
A sales pipeline is sift, shortlist, micro-teach, panel.
Stages use the words schools already use, with micro-teach scheduling treated as a first-class process.
A right-to-work check is DBS, KCSIE, references, SCR.
Offer readiness, referee evidence and audit trails move with the candidate record.
A hiring manager is a busy Head of Department.
Panelists get fast question-level scoring, while recruiters see the aggregate decision record.
Four moments in a school's hiring year.
The marketing design used static product mockups. Here, each visual is a refined animated SVG showing the real process flow from vacancy to decision.
Create a role without making one long form.
A staged flow turns vacancy setup into clear, reusable steps: role details, public page, workflow, panel, evidence and selection criteria.
Move candidates through school-native stages.
Application, shortlist, micro-teach, final panel and offer are visible together, with scores and talent pool flags on the cards.
Run interviews from a question bank.
Each question has a purpose, is assigned to a panelist, and receives comment-and-score feedback from the other panelists.
Keep the audit trail clean.
Documents, references, interview responses, AI review fields and decision notes are stored against the application.
Built for the bursar, used by the Head.
The system is deliberately operational: dense where it needs to be, quiet where it needs to be, and always grounded in school recruitment workflows.
QTS-aware profiles
PGCE, QTS, NPQ, right to work and teaching history are structured evidence, not loose notes.
Micro-teach scheduling
Book the room, cohort and brief while keeping the interview panel and candidate aligned.
Safer recruitment
KCSIE-aligned declarations, references, document review and audit trails are native.
Panel scorecards
Interview questions, panel comments and aggregate scoring produce a clear decision record.
Talent pools
Keep strong unsuccessful candidates warm and carry their school history forward.
Candidate messaging
Keep applicants, referees and staff moving through a branded school recruitment journey.
Made for the Single Central Register.
Safer recruitment is not a checklist bolted on after hiring. It is the process: references, right-to-work, declarations, documents, panel evidence and offer decisions.
Application declarations and evidence checks sit in the workflow.
Document review and status tracking stay with the application.
Referee links are secure, single-purpose and auditable.
Question scores and comments support the final rationale.
Past applications and future-fit records inform decisions.
Transcript, response and AI-review fields are model-ready.
Start with your real vacancies. No generic ATS ceremony.
The homepage now opens every role-specific portal while preserving a serious institutional marketing voice for schools.
Recruiter workspace
Open the operational dashboard, jobs, pipeline, interviews and settings.
Candidate portal
Review the candidate profile, applications and candidate-side evidence flow.
Public job pages
View a live role page and the application entry point for applicants.
Referee portal
Open a secure single-purpose reference request and submission flow.