Pauline O’Brien, ISS Director of Global Recruitment Strategy & Leadership, is a recognised leader in international education recruitment. Known for pioneering competency-based hiring and STAR profiles, she connects outstanding school leaders with international schools globally. As Chair of the ECIS Women in Education Special Interest Group, Pauline advocates for gender equity, fostering opportunities for women in leadership. Her work with the International Task Force on Child Protection advances safer recruitment standards. A respected speaker and mentor, Pauline brings insight and professionalism to every endeavour, empowering and shaping the future of global education with purpose and innovation.
Leadership searches in international schools are some of the most critical processes a school community undertakes. They are a time of transition, reflection, and opportunity, with the potential to shape the future of a school. However, they are also inherently complex, requiring the alignment of candidates’ aspirations, the school board’s vision, and the expectations of the wider community.
At the heart of this process lies a need for balance: between thoroughness and timeliness, between clarity and confidentiality, and between the unique pressures on candidates and the shared responsibilities of school boards. A well-run search requires collaboration, trust, and expert facilitation to ensure the right leadership match is made for the benefit of the school community.
The Role of the Recruitment Partners: The Trusted Hand Guiding the Process
In a leadership search, a Recruitment Partner’s role goes far beyond facilitation. It is about offering steady, informed guidance at every stage—helping boards and candidates navigate the complexities with professionalism and care.
- Expertise in the Search Landscape:
Recruitment Partners bring a depth of experience in understanding leadership recruitment, both from the school’s and the candidate’s perspective. They know the questions to ask, the potential pitfalls to avoid, and the nuances that ensure the right match is made—not just for the immediate situation, but for the long-term success of the school. - Facilitating Communication:
Transparent, timely communication is the cornerstone of a successful search. Recruitment Partners ensure that boards and candidates remain aligned by acting as the bridge, managing expectations and maintaining momentum. Miscommunication or delays—whether from boards or candidates—can cause frustration, yet these can often be mitigated when Recruitment Partners are kept in the loop. - Support and Perspective:
Recruitment Partners act as a steadying presence for both sides. For candidates, they provide honest feedback and advice, helping them navigate timelines, interviews, and decisions. For boards, Recruitment Partners offer insight into the leadership market, guide them through challenges, and help frame their expectations in ways that focus the process on what matters most.
A skilled Recruitment Partner ensures the process is professional, respectful, and grounded in the needs of all parties—ultimately safeguarding the integrity of the search.
The Candidate Perspective: Managing Expectations and Communication
For candidates, a leadership search is a significant commitment. Unlike many other industries, international school leaders often step away from one role without certainty of their next. This creates pressure to apply for multiple positions and navigate varying timelines, each requiring focus and care.
While candidates are juggling these demands, the importance of clear communication cannot be overstated. When candidates fail to update boards or Recruitment Partners about competing opportunities—or withdraw from processes at the last minute—it can have a profound impact on school communities that have invested in the search.
For candidates to support the process, they should:
- Communicate Clearly and Promptly: Transparency about timelines and other opportunities allows Recruitment Partners and boards to make informed decisions, maintaining trust throughout the process.
- Engage with Authenticity: Leadership searches are not just about securing a position but also finding a school where personal and professional values align. Genuine engagement ensures a collaborative, positive experience for all involved.
The Board Perspective: Balancing Responsibilities and Community Input
Boards, often composed of dedicated volunteers, are tasked with making some of the most important decisions for their schools. This responsibility is immense, as the choice of a school leader directly impacts students, staff, and the wider community.
However, the demands of volunteer roles mean boards must balance their professional and personal commitments with the responsibilities of a search. Delays in decision-making, extended timelines, or unclear communication can leave candidates uncertain and disengaged.
Boards can strengthen their process by:
- Defining Community Roles: While engaging the community is vital, their involvement must be structured and focused. Stakeholders should provide perspective on a candidate’s alignment with school values, rather than subjective opinions that could derail a decision.
- Respecting Timelines: Adhering to agreed schedules not only demonstrates professionalism but ensures that strong candidates remain engaged.
When Processes Falter
Even with the best intentions, search processes can go wrong. When communication breaks down, timelines slip, or expectations are not aligned, it can create unnecessary stress and uncertainty. Candidates may withdraw, boards may feel rushed or pressured, and communities can lose confidence in the process.
This is where the expertise of the Recruitment Partners proves invaluable. Recruitment Partners are adept at identifying potential issues early, offering solutions, and maintaining a focus on the shared goal: finding the right leadership match for the school’s future.
Insights for Success: Key Takeaways
For a successful leadership search, all parties must work collaboratively and communicate openly.
For Boards:
- Leverage Recruitment Partners Expertise: Involve your Recruitment Partners fully, keeping them informed and using their guidance to streamline the process and overcome challenges.
- Prioritise Transparency and Timeliness: Clear, consistent updates build trust and ensure the process remains on track.
For Candidates:
- Be Transparent About Commitments: Sharing your status and availability allows boards and Recruitment Partners to plan effectively and make informed decisions.
- Approach the Process Thoughtfully: Leadership searches are about finding alignment—not just for the present, but for your long-term leadership journey.
Moving Forward Together
Leadership searches are defining moments for schools. They require time, care, and expertise to ensure that the process not only results in the best leadership match but also strengthens trust within the community.
At International School Services (ISS), we take pride in guiding boards and candidates through these pivotal moments. By fostering collaboration, clarity, and mutual respect, we aim to create processes that deliver lasting success for schools and their leaders.
If your school is embarking on a leadership search—or if you are a leader considering your next opportunity—we would love to support you. Together, we can navigate the journey with confidence, professionalism, and care.
What are your experiences with leadership searches? Let’s start a conversation and shape the future of international education, making a world of difference, together.