Following the Child by aligning people and pedagogy.
We recruit Guides and Heads of School for Montessori environments. Every search is led by a Montessori Educator who has worked in one.
Candidates are assessed based on their experience and practice, not simply against a keyword list.
Montessori Search Partners is a division of Childrens House, built on 20 years of relationships with Montessori schools.
The distinction that matters
Can manage the recruitment process effectively, while specialist Montessori recruiters bring the additional expertise needed to assess a candidate’s understanding and application of the prepared environment.
Bring a deep understanding of Montessori practice, while recruitment also requires the time, structure and expertise to manage a search effectively from start to finish.
We bring both together. We understand Montessori practice and the recruitment process, assess candidates against the realities of the role, and distinguish carefully between credentials such as AMI, AMS, IMC and MACTE. Most importantly, we give schools an honest assessment of the search, including when a role may be particularly challenging to fill.
How a search runs
We believe a good search starts with a clear understanding of the role, the market and what is realistically achievable. We work with you through three simple steps, in order, so everyone is aligned before the search begins.
Search Snapshot
We start with a short consultation and a form for you to complete, giving us a clear understanding of the role, your needs and what you are looking for. This gives you a clear picture of the likely candidate pool, a realistic timeline, and any aspects of the role or offer that may make the search more challenging.
Search Brief
Once we are aligned, we prepare a Search Brief that you can easily share with your Board or leadership team. It sets out the scope of the search, compensation, assessment criteria, timeline and any considerations we think are important to keep in mind.
Search Pack
As candidates emerge, we present a carefully considered shortlist. Each candidate’s credentials are verified. We also share our assessment of their fit for the role, including anything we feel you should know or consider.
Forty, five, one
Our searches are intentionally selective. For a single candidate we ultimately present, we may connect with around forty potential candidates, screen approximately five or six in depth, and usually identify one who we believe is genuinely worth introducing to the school. Occasionally, there may be two.
This is why we do not measure success by the number of applications received. A hundred applications from a job board can still leave a school without the right person. Our goal is to identify the candidate who is genuinely suited to the role and the environment.
And if, at the outset, we do not believe we can conduct a successful search within your timeframe, we will be honest about that. We would rather have that conversation early than take on a search we believe we cannot deliver.
“Searches that require Board approval can sometimes take an additional two to three weeks. Strong candidates may also be considering other opportunities, so keeping the process moving can make a real difference.”
We ask what a specific material is for
A credential tells us a candidate has completed Montessori training. It does not always tell us how deeply they understand the practice or how they apply it in the classroom.
We explore their understanding of the Montessori philosophy, the equipment and materials appropriate to their level, and how they use them to support children’s development. Through conversation and practical questions, we get a clearer sense of their experience and approach.
Screening is conducted together by two qualified Montessori trainers and takes approximately one hour.
How we assessThe shortage is not the thing making your search difficult
“There are not enough Montessori teachers” is the wrong diagnosis, and it leads schools to the wrong solutions.
The real constraint is intersectional. A school needing an AMI-credentialled Upper Elementary Guide, with lead classroom experience, willing to relocate, at a particular salary, starting in August, is drawing from a pool dramatically smaller than the number of people meeting any one of those conditions.
National counts of Montessori graduates cannot tell you how difficult your search will be. The intersection is what matters, and it is different for every role.
We also found something that changes how compensation should be thought about. One experienced Guide told us they had left a higher-paying public Montessori role to find a better fit regardless of the salary:
“I can continue, making lots of money, in a public Montessori situation, but it’s very stressful and not very enjoyable when you can’t fully implement all of the Montessori philosophy.”
A school can lose a candidate while paying more. A school can also win one while paying less.
What You Can Expect From Us
We believe the most useful advice is honest and practical. We will give you a clear view of the candidate market, the factors that may affect the search, and what can be done to improve your chances of finding the right person.
If we do not have enough information or experience in a particular market to give you a reliable answer, we will tell you that too. Our aim is to make sure you have a realistic picture from the outset.
Start with a Search Snapshot
We begin with a meeting to understand the role, your school and what you are looking for. If our questionnaire has not already been completed, we will send it through afterwards to gather any additional information we need.
Once we have a clear understanding of the position, we begin sourcing and screening candidates. We then present the candidates we believe are a strong fit for your role and environment.
Ninety-day guarantee. We invoice when your new Guide starts, not before. If a candidate resigns within ninety days of starting, we will present further candidates at no additional charge.