Primary remote resourcer

Remote Resourcer – Primary Education

180 recruitment, candidate side | Education, SEND and school support staff

Job title Remote Resourcer, Education (known internally as Remote Worker)

Division Education

Team Primary Education

Reports to Remote Team Manager

Works alongside Education consultants across SEND, Primary, Secondary and School Facilities

Location Fully remote, working from a private home office outside the UK

Hours 08:00 – 16:30

Model 180 recruitment, candidate side only.

Purpose of the role

The Remote Resourcer owns the candidate journey from first contact to the point a candidate is fully compliant, interviewed, briefed and ready to work. The consultant then takes that candidate to market and manages the client relationship. Every candidate this role produces will be placed into a school setting, so the quality of the screening and the accuracy of the compliance file directly affect the safety of children and the reputation of the business. This is a role where getting the detail right matters more than moving quickly.

Key responsibilities

Candidate attraction and sourcing

▪ Source teaching, teaching assistant, SEND and support staff candidates through job boards, the CRM database, social media, referrals and advertising.

▪ Write and post role adverts that reflect live demand from the consultants you support.

▪ Run daily proactive outreach by phone, email and message to build a pipeline ahead of demand rather than in reaction to it.

▪ Re engage lapsed and dormant candidates already held in the CRM.

▪ Keep a live map of candidate availability by location, phase, subject and specialism.

Screening and interviewing

▪ Carry out a structured telephone initial call then a video registration call following a set interview structure.

▪ Establish and record full employment history, including the reason for any gap of more than one month.

▪ Assess suitability for the setting: experience, phase, behaviour management, SEND experience, safeguarding awareness and motivation.

▪ Confirm availability, travel radius, pay expectations and any restrictions.

▪ Decline unsuitable candidates promptly and professionally, and record the reason.

Compliance and vetting

▪ Verify identity and address using original or certified documentation to the standard set out in the compliance procedure.

▪ Confirm the right to work in the UK and record document type, expiry and share code where applicable.

▪ Process an enhanced DBS check with a children’s barred list check, or verify a suitable existing certificate registered with the DBS Update Service, and carry out a status check.

▪ Complete prohibition from teaching, prohibition from management (section 128) and any sanction or restriction checks required for the role.

▪ Obtain and verify a minimum of two references covering the most recent employment involving children, taken up in writing from a senior person at the organisation and verified by telephone or verified email domain.

▪ Obtain overseas police clearance or a certificate of good conduct for any period lived abroad, in line with the compliance procedure.

▪ Complete an online presence check on shortlisted candidates and record the outcome.

▪ Verify qualifications, QTS status where relevant, and any specialist training certificates.

▪ Obtain a health and medical fitness declaration and escalate anything requiring occupational health input.

▪ Ensure safeguarding, Prevent and any mandatory training is completed and in date before release.

▪ Chase outstanding documents daily and keep the candidate informed of exactly what is still needed.

▪ Maintain compliance records to audit standard so that a file can be produced on request for a client, an inspection or an external audit at any time.

▪ Escalate every discrepancy, gap, unexplained absence or concern to the Remote Team Manager. Never resolve a compliance query by assumption.

Getting candidates work ready

▪ Brief