Kiddy School is always looking for great talented teachers who LOVE kids and love what they teach! Who can engage students and make a dynamic and interesting class, either online or in-person.

The hiring process consists of 7 steps and we are going to describe each of them in detail below.

1. Posting of Job Vacancy

The first step in hiring a teacher is to post a job vacancy. The vacancy announcement will typically include information about the school or institution, the job requirements, and the application deadline. Usually, we post vacancies on Indeed using past templates.

2. Screening of Applications
The next step is to screen the applications received. The hiring committee will typically review each application to ensure that the candidate meets the minimum qualifications for the position which are:
  • minimum of 2 years of teaching experience
  • minimum of Bachelor's degree or current student
  • fluent English
  • Computer Science degree or current students in IT-related field (for coding instructors only).
Check candidates' answers to the questions of the assessment (Indeed has phone screening option where we receive audio with their responses on 3 questions). If you liked the resume of the candidate, but they didn't send us a phone assessment - text them in Messenger:

"Thank you for applying to the ... position at Kiddy School.
In order to proceed with your application could you complete this assessment, please - (insert the assessment link)?
(Your Name)
Hiring Manager"
If you liked the phone interview and are ready to invite the applicant to the interview, send the message:

"Dear ...,
We would like to invite you for a 30min interview. Could you please send me your availability for the next week in Eastern Time (New York) please?

(your name)
Hiring Manager"

Once they respond - choose the time that works for you and send the candidate confirmation via Messenger and create Google Calendar. Use Google Meet for the meeting (you can generate it right in the calendar invite).
3. Interview
After screening the applications, the hiring committee will invite the most qualified candidates for an interview. The interview can be conducted in-person or virtually and will typically involve questions about the candidate's teaching experience, teaching philosophy, and classroom management skills.


  • Tell me about your teaching experience and whether you have online experience (for remote positions).
  • What courses you can teach?
  • Why are you looking for a job?
  • Is there a specific age group you feel most comfortable working with?
  • What was the most challenging thing when you were teaching?
  • What is the greatest success you've had with teaching?
  • What do you like most about teaching?
  • What resources and programs do you know?
  • The longest period of teaching same student.
  • What is your current situation - are you working somewhere? Are you looking for a part-time or full-time job?
  • How do you make classes interesting for kids?
  • What position would you like to see yourself in 3 years?
  • Is there anything else you can teach?
  • Do you have experience teaching kids with special needs?
  • What is your availability per week approx, how many hours?
  • What video conference platforms are you familiar with?
  • What is your salary expectation per hour (for private and semi-private classes, for 1 hour, and 30 min classes)?

*You can find questions for other positions on Procedures - General Trello Board - Hiring Process.

2.Provide general information about KS and information about the position - for the online teaching role, the schedule is flexible, and we can't provide a specific scope of work. The teachers provide their availability for us, and we will try our best to find students for them. Tell them the steps of hiring and that the next step is demo class and reference requests.
For in-person teaching position - it will be explained in the job description.

3.If the teacher is not in the USA or Canada we need to check their internet speed. Ask the applicant to share screen and check the internet by visiting (ask the applicant to click on GO)
The acceptable parameters are:
Download: at least 70 Mbps
Upload: at least 15 Mbps

4.If everything is fine and you like the teacher, ask them:
"Do you have any questions for me now or you are ready to schedule demo class?"

*Pay attention to the following aspect during the interview:
  • How honest does the candidate seem to you
  • Whether the information they provide aligns with the information in their resume
  • The energy - do you think they could teach dynamically and will be able to engage students
  • Look for signs of enthusiasm, passion, and motivation in the candidate. A positive attitude and a willingness to learn and adapt are important qualities to consider
  • Assess whether the candidate's values and work style align with those of the company. This can be evaluated through questions about their work habits, preferred work environment, and experience working in a team
  • Pay attention to the candidate's overall professionalism, including their attire, body language, and demeanor. Look for signs of confidence, respect, and self-awareness.
Add the notes during the interview in the Google sheet - Staff
4. Demo class (for teacher position only)
As a next step - we invite the teacher to conduct demo class for about 15 min.
We schedule it the same way we scheduled the interview. You can just modify the existing calendar event by changing the name of the event, time and adding Zoom link (remove Google Meet link). For the demo class you can use one of Zoom links for trial classes.
Inform Yulia that you scheduled demo class so she prepares the students.
The demo class is usually arranged with demo students: either Ameli (11y.o.) or Marcel (6y.o.). All coding classes should be arranged with Ameli and other classes - with Marcel. Scratch classes can be arranged with Marcel though.
Both demo students are available between 4.30 and 8pm EST most of the week days and weekends between 10am and 1pm EST (check Google calendar for exact time).
On the demo class we ask the teacher to introduce some topic. They are free to use their own materials. It can be a presentation or anything else.

5. References
If the demo class is successful, ask the Applicant to send you at least 2 referral contacts of their previous/current employers: their name, position and email addresses.

Send email to those contacts:

Email Subject: Reference inquiry on Amy Gorissen
Dear Mr.Chisholm,

I'm reaching you with an inquiry about your feedback for Amy Gorissen, who is applying for a remote, part-time position at our organization.
We would appreciate it if you provide honest responses to the following questions:

1. How long have you been working with Amy?
2. Could you rate your experience working with Amy from 1 to 10, where ten means you had a fantastic experience?
3. Would you recommend her to another employer - 1 to 10, where ten is an absolute Yes?
4. What areas does she need to improve on, in your opinion?

Thank you
(Your signature)

6. Job offer
If the candidate successfully completes all the steps in the hiring process and you receive at least one good reference from previous employers, the school will extend a job offer.

Dear ...,

We are excited to move to the next step in the application process and make you a contracting job offer!
Before we send you the agreement, could you please confirm the following:
You rate $.../hour and $... /30min for private or semi-private classes. Every third student is paid $5 per hour.

Also, send us your personal email address and phone number for further communication (you can skip it if you know their email already).
Once you confirm the rate, I will send you the agreement you will be able to sign electronically.

Thank you and Welcome!

(Your signature)

7. Onboarding
Once the candidate accepts the job offer, the school will typically provide them with an orientation or onboarding program to help them familiarize themselves with the school's policies, procedures, and curriculum. The administrator will help you with that part.