Frequently Asked Questions

Talented teachers, specialists, and administrators with expertise in neurodiversity are rare. We take the time to understand your school: its culture, mission, and the specific nuances of each position. We thoroughly screen all candidates to ensure they align not just with the role requirements, but with your school's values and community.

Our search process demands time, expertise, and discretion. As such, all of our searches are retained: thirty days for teachers and sixty days for administrators. Our goal is to deliver a select group of pre-screened, high-quality candidates who are genuinely the right fit. We prioritize quality over quantity in finding the right match.

All searches and fees are structured in two phases. We charge a sourcing fee when we deliver the initial pool of candidates and a hiring fee if, and only when, a candidate is hired.

All kinds! What sets us apart is not the range of schools we serve, but our specialized focus on educators.

We work with schools that have a specialized educational focus, such as those serving gifted students, students with dyslexia, students with autism, and schools that work with students with very complex profiles.

We work with mainstream schools that provide a traditional college preparatory experience. These schools typically engage us to find learning specialists, reading teachers, counselors, executive functioning coaches, and psychologists, though it's not uncommon for them to also hire general education teachers or subject specific teachers with a background in neurodiversity to provide additional strength and depth to their programs.

We partner with mission-driven schools of all types: religious and secular, single-sex and coeducational, progressive and traditional, large and small, boarding and day, International Baccalaureate and therapeutic, comprehensive and highly selective, LD-focused and mainstream.

We know that your school's mission isn't negotiable, and neither are our standards. We find educators who possess both the specialized expertise your students need and a genuine commitment to your school's core values and educational philosophy.

Absolutely! We know that schools have seen a significant increase in students needing support with anxiety, depression, and other mental health challenges. We can assist in placing counselors and therapists with a range of treatment backgrounds and approaches. We can also assist with placing school and clinical psychologists.

For schools that serve students with autism spectrum disorder, non-verbal learning differences, communication disorders, or students with significant emotional or behavioral issues, we can also assist in the placement of teachers with a background in social pragmatics instruction, speech and language pathologists, behavior analysts, and diagnosticians.

Gifted students face a unique set of challenges, from asynchronous development to perfectionism to chronic underachievement, yet their needs are frequently minimized or misunderstood in discussions of neurodiversity. Our team has extensive experience in gifted education, having connections with the Renzulli Center at UConn, Johns Hopkins CTY, William & Mary’s Center for Gifted Education. This background enables us to identify and recruit teachers who possess the specialized expertise to recognize gifted learners' complexities and the skill to help them reach their extraordinary potential.

That's exactly where we add value. We can consult with you about role design, realistic candidate profiles, competitive compensation, and how to structure positions for success. Many schools know they need "someone good with learning differences" but haven't clarified what that really means. We help you think about the learning profile of your students, your programmatic demands, and the areas you see as needing greater support to develop the ideal candidate profile.

Yes, administrative searches are precisely where our expertise delivers the most value. Effective leadership in neurodiverse education requires a rare combination: deep pedagogical knowledge, genuine understanding of how different learners think and learn, and the systems expertise to translate that understanding into practice. This means navigating legal compliance, designing professional development that actually changes teaching practice, communicating effectively with families, and building programs that are both educationally sound and operationally sustainable.

We've cultivated strong relationships with two essential talent pools: seasoned administrators with proven leadership in neurodiverse settings, and exceptional classroom teachers ready to step into administration.

What speeds things up:

• Clear, specific position requirements

• Competitive compensation

• Efficient internal decision-making processes

• Availability of strong candidates in our network

• Hiring during peak recruitment season (January-May for following fall)

• School's ability to interview promptly

What slows things down:

• Overly narrow or unrealistic candidate requirements

• Below-market compensation

• Hiring committees with scheduling challenges

• Hiring during the summer or mid-year

• Highly specialized roles (e.g., "must have Orton-Gillingham certification AND experience with twice-exceptional high schoolers AND fluency in Mandarin")

• Geographic areas with small talent pools

• Multiple internal stakeholders who need to weigh in

• Delays in feedback or decision-making

Mid-year or emergency hires: If you have an immediate need (teacher left suddenly, unexpected enrollment increase, maternity leave coverage), we can prioritize your search, but expectations must be adjusted:

• Smaller candidate pool which limits quality

• May need to consider less-experienced candidates or those making career transitions

• Compensation may need to be higher to incentivize mid-year moves

• We might propose interim solutions (long-term substitute while we search for permanent hire)

Our recommendation: Even urgent needs benefit from at least 3-4 weeks of thoughtful searching rather than panic hiring.