Sheridan's Hiring Process
Sheridan’s faculty recruitment mission is to establish a qualified and diverse pool of candidates for each open position, effectively, objectively and equitably assess those candidates, and select the candidate who will best enhance and complement the Sheridan community.
Following the NAIS Principles of Good Practice for hiring, the school and those involved in the process will:
- establish a broad candidate pool by placing advertisements, attending teacher recruitment fairs, working with placement agencies and informing current community members of openings;
- implement specific outreach to traditionally underrepresented groups, specifically candidates from diverse racial and ethnic backgrounds and those not currently employed by independent schools;
- involve teaching and non-teaching staff members in the process;
- balance the priorities of the school with those of the co-teacher/department;
- determine and publish desirable qualifications and attributes for open positions;
- utilize systems designed to accurately assess candidate strengths and weaknesses related to those qualifications and attributes including communication with prior employers;
- communicate with candidates in a respectful, timely, lawful and ethical manner, including notification when the position has been filled;
- invite candidates to visit the campus at the school’s expense and clearly articulate the purpose and expectations of the visit to the candidate;
- make comprehensive offers of employment to selected candidates and allow at least two days for candidates to consider an offer; and
- receive feedback from candidates and continually evaluate the recruitment process.
Timing and Initial Screening
Sheridan generally begins our faculty recruitment process in February by listing all openings for the following school year on our website and those of several other education and non-profit organizations. When inquiries about a position are received, we conduct an initial resume screening and invite qualified candidates to complete a written application. Those applications are then reviewed by a committee of faculty, staff and administrators to establish a pool of candidates to interview. This part of the process is usually completed within two weeks of receiving a candidate’s application.
Three interview steps follow with the strongest candidates advancing at each step. First, candidates interview with the Director of Academic Life, usually through a video call. Then, semi-finalists are invited to campus for a tour, classroom visits and interviews with an administrator and potential colleagues. Last, finalists are invited to return to campus to teach a sample lesson and interview with our Head of School. (The two campus visits are usually combined for out-of-town candidates.)
Sheridan is committed to responding to all inquiries and providing candidates with timely updates on their status throughout the process. We also aim to foster a two-way interview process that affords candidates opportunities to learn and ask questions about Sheridan and the specific position for which they are applying.
We are able to offer limited feedback to candidates who have not been selected to move forward at any point in our process. That feedback is intended to assist candidates in seeking other positions and not toward immediate reconsideration at Sheridan since our decisions at each step are generally final.
Candidates who are interested in Sheridan’s program are invited to send a resume to email@example.com.
Sheridan School does not discriminate in employment on the basis of race, color, gender, national origin, religion, age, marital status, sexual orientation, gender identity or expression, family responsibilities, political affiliation, genetic information, veteran status, disability or any other category protected by law.