TheWorknPlay Match-Up Services TheWorknPlay : TheWorknPlay

TheWorknPlay Match-Up Services

TheWorknPlay

TheWorknPlay Match-Up Services is a comprehensive recruitment partner dedicated to helping leading schools and educational institutions attract and hire top talent. We guide you through every step—from building your school’s brand and profile to crafting compelling job postings and managing the entire hiring process.

Our pay-per-hire fee model means you only pay when a candidate is successfully placed, ensuring you find the right fit without upfront costs. We customize the recruitment process to meet your school’s unique needs, delivering fast, efficient, and effective hiring solutions that help you build the ideal team.

Partner with us to simplify recruitment, increase your school’s visibility, and connect with exceptional teachers who will contribute to your institution’s growth.

Posts (2)

All Evaluation and Hiring Insights (2) Recruitment Services (3) School Branding (4)

Global Trend Shaping International Teacher Recruitment

by TheWorknPlay

Evaluation and Hiring Insights (2/2)

Global Trend Shaping International Teacher Recruitment

Shift Toward Candidate-centered Recruitment The international education sector is experiencing rapid and profound changes in how schools attract and retain talent. Schools now face intense global competition for the best teachers, a challenge that is reshaping recruitment strategies, organizational culture, and the expectations of candidates. At the center of this transformation is the move toward candidate-centered recruitment. Understanding the perspective of teachers from abroad, is no longer optional. It is essential for attracting, engaging, and retaining the top talent that schools need to succeed. Mismatch between Teacher Expectations and School Perceptions Teacher Expectations School Perceptions Culture & Fit Candidates want to understand the school’s culture, values, and teaching expectations, and see authentic insights from current staff about daily life. Schools assume candidates already know the culture and rarely showcase staff experiences or leverage teacher testimonials for branding. Digital Presence & Visibility Candidates want clear, accessible online information to research the school before applying. Schools often have a limited online presence, making it hard for candidates to find or evaluate them. Role Clarity & Opportunities Candidates want detailed information about responsibilities, professional development, and benefits. Schools outline basic job responsibilities but provide little detail on career development or benefits. Engagement & Support Candidates want timely responses, proactive guidance, and support throughout recruitment. Schools rarely engage proactively with candidates and do not leverage current international teachers as school representatives. Core Principles and Strategies for Modern International Teacher Recruitment 1. Recruitment is Relational, Not Transactional Candidates want to feel respected and valued. Their experience drives loyalty, referrals, and long-term engagement. Creating a positive, transparent, and respectful hiring experience sets your school apart and drives engagement. Actionable Tips: • Respond promptly to inquiries and applications • Share your school’s mission, goals, values, and daily teaching experiences • Be honest about challenges, covering them up may attract candidates temporarily but increases turnover and low retention • Treat every interaction as an opportunity to showcase your school's culture and values 2. Promote Current Teachers Into Your Strongest Advocates Your current staff are your best reoresentatives, helping attract top talent and strengthen your school brand. Actionable Tips: • Encourage teachers to share testimonials, provide feedback, and participate in recruitment branding • Offer mentorship, professional development, creative support, and connections to expat communities • Leverage referrals—up to 50% of new hires often come through engaged employees 3. Recruitment is a Long-term Investment Consistent, authentic engagement today builds a sustainable talent pipeline. Focus on creating experiences that foster loyalty, attract top teachers, and strengthen your school’s reputation. Actionable Tips: • Re-evaluate and update your school's employee value proposition (EVP) to reflect your school’s culture, values, and offerings • Consistently showcase your school’s culture, initiatives, and success stories across digital channels and social media • Track recruitment metrics to refine your approach Conclusion Recruitment in the international education market demands empathy, authenticity, and a candidate-centered mindset. Schools that embrace transparency, invest in their staff, and actively engage with prospective candidates will attract top talent, foster loyalty, and strengthen their long-term reputation.

How Competitive Is Your Schools Hiring Strategy?

by TheWorknPlay

Evaluation and Hiring Insights (1/2)

How Competitive Is Your Schools Hiring Strategy?

International Teacher Recruitment Strategy Hiring international teachers isn’t just about filling a vacancy. It’s about building a sustainable, attractive recruitment process that consistently brings in the right talent and is in line with your school’s culture and values. Many school leaders say: “We just need good teachers — please hire them for us.” But recruitment doesn’t work that way. A strong hiring process isn’t guesswork; it’s strategy. You first need to assess what your school prioritizes: • Do you need someone immediately? (Speed becomes your #1 focus.) • Are you preparing for next term? (Candidate attraction and brand positioning matter most.) • Are you building a pipeline for future growth? (Strategic planning and long-term retention take the lead.) The truth is: schools that consistently win top teachers don’t wait until they’re desperate. They put systems in place that balance speed, candidate experience, and long-term retention. Below is a self-assessment checklist you can use to evaluate your school’s hiring competitiveness. 1. Brand Attraction Teachers today are looking for more than a contract; they want to join a school that values them. Your brand is what convinces candidates before they even hit “Apply.” • Do you highlight your school’s unique culture, values, and reputation? • Are job ads written to speak directly to international teachers’ motivations (e.g., career growth, cultural experience, stability)? • Do postings clearly outline salary, benefits, visa/relocation support, and professional development opportunities? • Are you reaching both active and passive candidates through multiple platforms (international job boards, teacher fairs, networks, alumni, social media) • Are salary and benefit packages benchmarked regularly to stay competitive with peer schools? 2. Candidate Experience Every interaction shapes the candidate experience. Clear, timely communication is the key to keeping top talent engaged. • Is the application process mobile-friendly, simple, and limited to essential information at the start? • Do candidates receive acknowledgment and feedback within 48 hours of applying? • Are interview timelines communicated and kept (results shared within 1 week)? • Do you offer flexible interview scheduling across time zones? • Do candidates receive meaningful, constructive feedback after interviews, whether it's successful or not? • Is communication personalized and respectful at every stage? 3. Hiring Process Efficiency Hiring moves faster when schools know exactly what they are looking for. Clear expectations and aligned hiring teams create efficiency, often reducing hiring time by half. • Is the time from application to first interview consistent? • Do hiring managers align beforehand on what an “ideal candidate” looks like (skills, cultural fit, values)? • Are candidate teaching skills assessed fairly and consistently (e.g., teaching demos, trial lessons, scenario-based questions)? • Do you track and analyze hiring data (time-to-hire, quality-of-hire, offer-acceptance rate) to improve decisions? 4. Offers & Onboarding Teachers abroad are more likely to accept positions when relocation and onboarding services are communicated. Clear, structured onboarding gives schools a competitive advantage in attracting top talent. • Is your offer-to-acceptance ratio above 80%? • Are offers personalized to each candidate’s priorities (e.g., housing, family support, CPD)? • Do new hires receive a structured 30–60 day onboarding plan (teaching expectations, school culture, orientation)? • Is a mentor or “buddy system” in place to support international hires in adapting both professionally and personally? 5. Retention & Relationship Building Retention is the true measure of recruitment success. When schools actively support and engage their teachers, they not only strengthen loyalty but also unlock one of the most powerful hiring channels in international education: referrals. Satisfied teachers share their experiences, and word-of-mouth becomes a magnet for new talent. • Are check-ins with new hires conducted at 30, 90, and 180 days to ensure satisfaction? • Do you provide ongoing professional development aligned with teachers’ career goals? • Is teacher feedback on the recruitment and onboarding process actively collected and applied? • Are teacher retention rates tracked annually, with exit interviews used to refine hiring and support strategies? 6. Strategic Talent Acquisition The strongest schools don’t just hire for today —they build pipelines for tomorrow. Multi-year strategies and well-designed support programs create stability in your teacher recruitment strategy. • Is there a multi-year hiring strategy aligned with school growth and academic goals? • Are you marketing your school’s brand and values consistently through teacher networks, social media, and alumni success stories? • Do you have contingency plans for hard-to-fill roles or urgent vacancies (e.g., STEM, SEN, IB specialists)? • Do you measure ROI of recruitment (cost-per-hire, teacher longevity, performance outcomes) to guide future strategy?

Building a Better Recruitment Process for International Teachers

by TheWorknPlay

Recruitment Services (3/3)

Building a Better Recruitment Process for International Teachers

Our End-to-End Recruitment Solutions At TheWorknPlay Match-Up, we provide expert, end-to-end recruitment support designed to help schools hire the right talent efficiently and effectively. Our dedicated team oversees the entire recruitment lifecycle—from curating your school profile and job postings to screening and shortlisting talent—so your school can focus on interviewing and selecting from a pool of vetted candidates. All services are free of charge during the recruitment process, with a flat fee applied only upon a successful hire. This ensures a cost-effective, transparent, and sustainable recruitment framework that supports your school’s long-term hiring success. TheWorknPlay Match-Up Recruitment Management Process At TheWorknPlay Match-Up, we handle every stage of the hiring process, delivering a smooth experience for both schools and candidates, and ensuring successful placements. 1. Recruitment Services Agreement & Contracting We lay the groundwork for a successful recruitment partnership. Define recruitment scope and procedures tailored to your school Understand your school’s values, culture, and hiring requirements Help you select the plan that best fits your hiring needs Formalize the partnership with a clear, signed agreement 2. School Branding We build a compelling school brand to attract top talent. Design a dedicated school profile page showcasing your school's values and culture Create and optimize SEO-friendly job postings to attract the most qualified candidates Launch targeted campaigns via newsletters and global platforms to boost your school’s brand and job visibility, including Google for Jobs, Indeed, Instagram, Facebook, LinkedIn (Premium Plan) 3. Candidate Sourcing We find the right candidates for your school. Screen candidates using interview questions tailored to your school’s specific hiring needs Establish strong relationships with candidates Verify qualifications and references to ensure candidates meet your criteria 4. Candidate Shortlisting & Recommendations We maintain an ongoing, curated pool of top candidates, ensuring your school finds the ideal fit. Provide tailored, vetted candidate resumes Full interview support, scheduling, candidate preparation, and feedback (Premium Plan) Discuss candidate fit and personalized recommendations by a dedicated manager (Premium Plan) 5. Contract & Hiring Support We help finalize contracts and offers to secure the best candidates. Clarify contract terms and facilitate negotiations to reach fair agreements Support visa documentation and applications for out-of-country candidates (Premium Plan) 6. Payment & Post-placement Support We help you get the most value from your recruitment. Pay only after a successful hire Gain insights from past placements to improve future recruitment Maintain a talent pool to support future hiring needs Hire Your Next Great Teacher with Confidence We make hiring effortless by connecting your school with top-quality candidates and streamlining the entire recruitment process. For any inquiries, please contact us at: admin@theworknplay.com

Differences between Standard and Premium Plans

by TheWorknPlay

Recruitment Services (2/3)

Differences between Standard and Premium Plans

Find the Right Candidates Faster Finding the right candidates for your school doesn’t have to be complicated. Our Standard and Premium Recruiting Plans are designed to make hiring faster, smarter, and more effective — no matter your school’s size or needs. Standard Plan – $1,800 USD (includes a $500 signing bonus paid directly to the candidate) The Standard Plan provides a curated shortlist of candidates tailored to your school’s requirements. We handle pre-screening, reference checks, and resume customization, ensuring every applicant meets your standards. This plan is ideal for entry-level and experienced teaching roles and does not include leadership or administrative positions, making it a strong fit for most school staffing needs. Premium Plan – Negotiable The Premium Plan includes all the features of the Standard Plan, plus personalized, high-touch support. Partner with a dedicated Recruiting Manager who provides expert guidance,helps you fill senior-level, administrative, and hard-to-fill roles, and manages the entire interview process—from scheduling to candidate preparation and feedback. Amplify your school’s brand and job visibility with targeted campaigns across newsletters and top global platforms, including Google for Jobs, Indeed, Instagram, Facebook, and LinkedIn. The plan also offers visa support for out-of-country candidates, making it easy to bring top talent from abroad. We help schools connect with candidates who meet specialized qualifications or unique needs, such as compatibility with your school’s religious or cultural mission, local language fluency, or subject expertise beyond English. Compare TheWorknPlay Match-Up Standard vs. Premium Plans Features Standard Premium Tailored Candidate List (Entry-Level, Experienced) O O Candidate Screening & References O O Fit Assessment & Resume Tailoring O O Year-round Promotions and Marketing Campaigns X O Highly Specialized and Senior-Level Candidates X O Personal Recruiting Manager & Recommendations X O Interview Coordination & Guidance X O Visa Support X O

by TheWorknPlay

Recruitment Services (1/3)

Recruitment Partnership Agreement

Recruitment Agreement for Teacher Placement Services (SAMPLE) This Agreement (“Agreement”) is entered into by and between: TheWorknPlay, a U.S.-based online recruitment platform, with principal offices at 30 N Gould St Ste R, Sheridan, WY, USA 82801 (“Recruiting Firm,” “we,” or “us”), and [Client School Name], an educational institution located at [Address] (“Client” or “School”). Effective Date: [Date] By using our services or confirming any candidate referrals, the Client agrees to be bound by the terms of this Agreement 1. Definitions 1.1 Candidate: Any individual introduced or referred by TheWorknPlay to Client for employment purposes, including permanent, temporary, or contract teaching positions. 1.2 Introduce / Referral: Any communication of a Candidate’s identity, credentials, resume, or contact information to Client by TheWorknPlay. 1.3 Placement Fee: The fee due to TheWorknPlay for a successful hire, as defined in Section 3. 1.4 Term: The period during which this Agreement is in effect, including any extensions or renewals. 1.5 Confidential Information: All nonpublic proprietary information shared by either party related to candidates, compensation, or operations. 2. Services TheWorknPlay provides recruitment, search, and placement services for international schools seeking teachers from abroad, including: Candidate sourcing, screening, and pre-qualification; Facilitating interviews and candidate communications; Providing advice and guidance regarding recruitment best practices. Client agrees to cooperate by: Responding to candidate referrals within 7 business days; Keeping TheWorknPlay informed of all candidate progress; Providing accurate job descriptions, compensation packages, and required visa or work permit information. 3. Fees and Expenses 3.1 Placement Fees Client agrees to pay a Placement Fee for any Candidate hired directly within 1 month of the most recent activity by TheWorknPlay with respect to that Candidate. The fee applies if the Candidate is hired by Client in any capacity (employee, consultant, or independent contractor). Fee Schedule: • Standard (Teacher hire): $1,800 USD • Premium (Specialized, Senior leadership hire): Negotiable Fees will be structured as a flat fee, including base salary amd signing bonus. 3.2 Payment Terms All invoices are payable within 30 days of the invoice date. Overdue payments accrue interest at 1.5% per month (or the maximum rate allowed by law). 4. Guarantees and Refunds • If a candidate’s employment terminates within 90 days (excluding layoffs or voluntary resignations unrelated to employment conditions), TheWorknPlay will issue a 70% refund based on the duration of employment, provided notification is given within 7 business days. • Guarantee provisions do not apply if Candidate’s termination is due to redundancy, force majeure, or visa denial. 5. Candidate and Client Obligations 5.1 Due Diligence: Client is responsible for verifying candidate qualifications, references, background checks, work eligibility, and suitability. 5.2 Confidentiality: Candidate referrals are confidential. Unauthorized disclosure may result in Client liability for full Placement Fees. 5.3 Non-Solicitation: During the Term and for 12 months thereafter, Client agrees not to directly solicit TheWorknPlay’s employees for recruitment purposes. 6. Data Privacy and Compliance • TheWorknPlay will handle all personal data in accordance with applicable U.S. data privacy laws, including but not limited to GDPR if applicable to Candidate data. • Client shall comply with all U.S. immigration laws, labor regulations, and applicable local employment laws when hiring Candidates. 7. Independent Contractor Status TheWorknPlay provides services as an independent contractor. Nothing in this Agreement creates an employer-employee, joint venture, or agency relationship with Client. 8. Limitation of Liability and Disclaimer • While TheWorknPlay makes reasonable efforts to source suitable candidates, we do not guarantee the performance or suitability of any candidate. • To the maximum extent permitted by law, TheWorknPlay’s liability is limited to the Placement Fee paid. • Client assumes all responsibility for employment decisions and compliance with applicable laws. 9. Governing Law and Dispute Resolution • This Agreement is governed by the laws of the State of Wyoming, U.S.A. • Any disputes shall be subject to the exclusive jurisdiction of the state and federal courts located in the U.S.A., Wyoming. • Prevailing party in any litigation is entitled to reasonable attorney fees and costs. 10. Termination and Survival • Either party may terminate with [30] days written notice. • Termination does not affect Client’s obligation to pay Placement Fees for candidates referred prior to termination. • Provisions regarding confidentiality, data privacy, fee obligations, and limitations of liability survive termination. 11. Miscellaneous • Non-Discrimination: TheWorknPlay and Client shall comply with federal and state non-discrimination laws (e.g., Title VII, ADA). • Force Majeure: Neither party is liable for delays caused by events beyond reasonable control, including natural disasters, war, or government restrictions. • Assignment: Neither party may assign this Agreement without written consent.

by TheWorknPlay

School Branding (4/4)

Designing a Standout School Profile Page That Attracts Top Teachers

Custom School Profile Tailored to Your School’s Culture and Goals We design a dedicated school profile page that accurately reflects your school’s work environment and vision. Attracting top global talent requires more than just job postings — it demands a clear, authentic expression of your school’s culture, values, and commitment to diversity, inclusion, and growth. Your school profile becomes the heart of this effort. Image Captivate Candidates with an Authentic School Brand We design a dedicated recruitment website that perfectly fits your school’s hiring environment and strategic objectives. We partner closely with you to craft compelling school branding that reflects your school's mission and culture. This isn’t just about filling roles — it’s about building trust with candidates through transparency and connection. Showcase your leadership to foster genuine understanding and empathy. Address what teachers want to hear most — a clear view of your school’s work culture and what it’s like to be part of your community. Leverage real stories and testimonials from current teachers to bridge any gap between teacher expectations and the reality, reducing dissatisfaction and turnover. Differentiate Your School and Offer Transparency Today’s candidates don’t just read job descriptions—they research your school. International teachers, in particular, turn to review boards and online forums to uncover what it's really like to work at a school. Transparency is not a weakness—it is a powerful way to build trust. By sharing honest and relatable content, your school can address the questions candidates care about and create a strong impression that leads to long-term engagement. Feature voices from your international teachers, through interviews, video Q&As, and written testimonials Empower current teachers to participate in the hiring process Highlight professional development opportunities Set clear expectations about working conditions and benefits Image Image Build a Vibrant, Inclusive School Community Investing time, energy, and resources into authentic school branding builds a stronger school community and attracts talent who truly fit your culture. By aligning your messaging with the lived experiences of your teaching staff, your school becomes a place where exceptional teachers want to grow, thrive, and stay long-term. Invest in internal diversity, equity, and inclusion (DEI) programs to foster a more inclusive school culture Develop professional growth and leadership pathways to retain and elevate top talent Showcase expat communities that reflect real-life teaching and living experiences at your school Promote experienced teachers as school representatives to support and consult new hires Encourage authentic feedback and testimonials from current and former staff to build trust with prospective candidates

Crafting Job Postings That Engage the Right Candidates

by TheWorknPlay

School Branding (3/4)

Crafting Job Postings That Engage the Right Candidates

Job Postings That Attract the Right Talent and Boost Applications Your job postings are often the first point of contact potential candidates have with your school. To attract the right talent, your listings should not only clearly communicate the role but also inspire applicants to envision themselves as part of your school community. Craft compelling, differentiated job ads that showcase what makes your school unique and why candidates should choose you over others. Image Increase Applications with Clear, Compelling Job Postings Great job postings answer applicants’ key questions and inspire them to take action. We create postings tailored to the needs of teachers abroad, clearly presenting your school and the role to attract high-quality candidates who truly fit your culture and needs. Define the role with a clear and focused concept Speak directly to the needs and concerns of international teachers Highlight what makes your school unique and special Minimize Hiring Risks with Clear, Transparent Communication Transparency is key to building trust and mitigating risks throughout your hiring process. Providing detailed and precise job descriptions ensures you attract well-qualified candidates quickly while reducing costly delays. Clearly define job duties and expectations Detail working conditions, environment, and benefits Guide candidates throughout the hiring and interview process Maintain respectful communication with all applicants Image Image Target the Right Talent with Personalized Job Postings Generic job postings often fail to engage candidates and lead to lower-quality applications. By creating tailored, role-specific job postings, you speak directly to the skills and qualifications your school needs—dramatically increasing your chances of securing the perfect candidate. Advertise each role individually, aligned with school's priorities Add pre-screening questions to streamline candidate evaluation and prioritize top talent Maintain continuous recruitment efforts to build a robust year-round talent pipeline Leverage school social media and digital channels to spotlight urgent or high-priority openings

Personalized Screening and Recommendations to Find Your Ideal Match

by TheWorknPlay

School Branding (2/4)

Personalized Screening and Recommendations to Find Your Ideal Match

In international education, qualifications open the door — but cultural intelligence determines success. Assessing a candidate’s credentials is only the first step. What truly sets exceptional teachers apart is their ability to connect across cultures, adapt to unfamiliar environments, and foster meaningful engagement in globally diverse classrooms. Without global-mindedness and intercultural competence, even the most skilled teachers may struggle to build trust, inspire students, or remain committed long-term. The result? Lower engagement, higher turnover, and missed opportunities to deliver the kind of international education that parents and students expect. When schools prioritize cultural fit alongside professional excellence, they don’t just hire better— they build stronger, more resilient learning communities. Image Verification of Talent Requirements in International Education While many teachers possess excellent skills and qualifications, one of the defining features of international education is the ability to introduce and share one's own culture and lifestyle with students, contributing to their global awareness. We approach this aspect with careful consideration and response: Understanding and embracing other countries and cultures Comprehension of international education philosophies Preparation and attitude towards international education Pre-Employment Talent Verification Requirements and Procedures The most important aspect during the recruitment process is to provide applicants with accurate information, thereby minimizing hiring risks. Therefore, clear communication and role division between our organization and the school are essential: Defining precise talent requirements and job roles, followed by corresponding candidate verification Crafting interview questions and evaluations aligned with these criteria Simplifying and expediting the hiring process through mutual role division Image Image Recommendations for Candidates Suitable for Our School Even with a limited number of candidates, we dedicate ourselves to recommending individuals who are well-suited for the job roles and responsibilities. Simply having applicants can waste time and resources; therefore, we continuously evaluate and improve the recruitment process to discover the optimal candidates, even in the face of setbacks. Providing customized resumes Supplying responses to questions and evaluations requested by the school Conducting background checks based on data protection principles Customized Resume Provision Instead of varied resume formats for each candidate, we offer standardized resumes tailored to the school's job requirements: Resume formats aligned with global talent recruitment standards, including visa and passport information Detailed and accurate candidate information Presentation of hidden qualifications and preferences of candidates Image Image Talent Subscription Service As global companies like Google have an average employee tenure of only 1–2 years, it is essential to always be prepared for hiring risks. Additionally, one characteristic of the international education market is that job seekers often prioritize opportunities for experience and cultural exposure over salary or working conditions. Continuous candidate recommendations, even without specific hiring seasons or plans Building a long-term talent pool of candidates

by TheWorknPlay

School Branding (1/4)

Elevate Your School's Brand and Retain Talent

Maximize Your School’s Branding and Attract World-Class Teachers In today’s highly competitive international teacher market, simply posting a job is no longer enough. To attract exceptional candidates, your school’s job listings must be visible, compelling, and transparent. By optimizing postings for search engines, leveraging social media, and ensuring strict data privacy compliance, you reach the right talent faster while positioning your school as a responsible and desirable employer. Investing in thoughtfully crafted job postings, strategic SEO, and privacy best practices not only elevates your school’s brand but also helps retain outstanding educators—building a stronger, more vibrant learning community for years to come. IMAGE Optimize Your Listings for Maximum Visibility To reach the best candidates, your job postings need to be easily discoverable. We implement proven search engine optimization (SEO) strategies to help your school rank higher in search results, ensuring you attract the most qualified candidates. Keyword Analysis: Use relevant keywords candidates are searching for. Content Optimization: Write clear, concise, and engaging descriptions. Link Building: Increase your postings’ authority by linking to reputable sources. Meta, Header & Image Tags: Ensure technical SEO best practices are in place. Social Media Integration: Connect job posts with your school’s social platforms to expand your reach and engagement. Ensure Data Privacy and Legal Compliance Recruitment involves handling sensitive candidate information. Your school must prioritize privacy and legal compliance throughout the hiring process by: Strictly adhering to data privacy laws applicable in your region. Protecting applicant information and only sharing it with authorized parties. Obtaining candidate consent before conducting background or employment verifications. Reducing legal risks by following fair and transparent hiring procedures. By safeguarding candidate data and respecting privacy, you build trust and demonstrate your commitment to ethical hiring practices. IMAGE