After 20 years in educational recruitment, I’ve had a unique bird’s-eye view of the changing landscape of UK schools. I’ve spent hours speaking with teachers, support staff, headteachers and trust leaders, listening to their challenges, celebrating their successes and, more importantly, noticing how their needs have evolved. 

One message has come up time and time again: agencies are seen as a last resort, mainly because of cost. For years, schools felt they had to prioritise advertising over agency support simply because budgets were tight and traditional recruitment felt cheaper. It’s an understandable instinct, and one many leaders have felt pressured to follow. But the reality is that the cost of recruiting and employing teachers has shifted dramatically and so has the role an agency plays. Today, the conversation is very different.

 

The Rising Cost of Recruiting a Teacher

When schools think about hiring, the focus is often on salary but that’s only part of the picture. In April 2024, teacher pension contributions increased from 23.6% to 28.6%. This year, National Insurance contributions rose from 13.8% to 15%, and the threshold for NI was lowered from £9,100 to £5,000. For many trusts and local authorities, the 0.5% apprenticeship levy also applies.

And when you break those costs down, the impact becomes even clearer. At the current market rate for the 25/26 academic year, a school employing a teacher on the M6 scale is effectively paying around £331.48 per working day, with rates varying across regions depending on local pay scales. In inner London, where costs are higher, this rises to approximately £388.80 per day.

All of this means the on-costs linked to hiring a classroom teacher has risen by 7% practically overnight. And that’s before considering everything else schools must take on:

  • Advertising costs — often up to £3,000 on paid job adverts, with no guarantee of finding the right candidate
  • Time spent screening applications, arranging interviews and observations
  • Sickness absence — teachers average 8 days a year
  • Safeguarding and compliance checks
  • Insurance and training requirements

When you put all of this together, the question becomes less about whether agencies are expensive and more about what recruitment actually costs schools when done alone.

 

Recruitment Isn’t Just About Filling a Vacancy. It’s About Getting the Right Person

Regardless of sector, the success of any organisation depends heavily on the people who walk through the door. Schools are no different, in fact, the impact of the “right hire” is even greater.

  • A great teacher can transform a class.
  • A strong leader can stabilise a whole school.
  • A well-chosen support staff member can change the way pupils feel every day.

This is where an agency brings value far beyond cost.

 

A Window of Opportunity Schools Don’t See Alone

A good agency doesn’t just save time. It expands your reach and strengthens the quality of your recruitment:

  • We introduce schools to teachers they wouldn’t otherwise meet.
  • We attract candidates who aren’t actively applying to adverts.
  • We spot potential that a CV alone could never show.

Here are the ways an agency will work to secure the best possible candidate for your school:

  • Advertising roles across multiple platforms
  • Speaking to candidates daily
  • Screening, shortlisting and assessing suitability
  • Completing all safeguarding and compliance checks
  • Arranging interviews, trial days and follow-ups
  • Managing expectations on both sides to find the right fit

Some consultants have worked with their partner schools for years. They know the community, the culture, the leadership team, and the environment. They understand who will thrive and who won't.

In many cases, they can identify the right type of teacher for a school even before the school has fully articulated what they need.

That’s the level of understanding a long-term agency partnership can bring.

 

We only charge a fee once we place a candidate into your vacancy. 

We handle all the advertising, shortlisting, compliance and candidate conversations behind the scenes. You only pay a fee when we place a candidate in your role. If that placement isn’t the right match, we’ll continue the search and support you until you have the right person for the job. 

For many schools, especially in the current climate, that’s not just convenient, it’s genuine value for money.

 

In Conclusion

With rising costs, increasing pressures, and a challenging labour market, schools need more than a last-minute fallback. They need a recruitment partner who understands the sector, the local landscape, and the realities of running a school in 2026.

Agencies aren’t the last resort anymore. We’re the strategic choice.

And when you work with the right one, the value goes far beyond filling a vacancy; it strengthens your school community for the long-term.