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Education recruitment agencies in Dorset help schools and trusts cover permanent and supply needs fast, with vetted teachers, teaching assistants and leaders ready to step in. This page points employers to the right partners, and helps candidates and job seekers find roles too.
Our national network of specialist education recruiters work with over 10% of UK schools and understand the complex requirements of the classroom, with many coming from a teaching background. From teachers to teaching assistants and intervention specialists, to all non-classroom-based roles, our team of experts can find you the staff that meet your requirements fast.
Suite 1 North, First Floor, Telephone House, 18 Christchurch Road, Bournemouth, Dorset, BH1 3NE
+ 62 other offices
Recruiting Together helps match job seekers and companies from a wide range of sectors including Accounting, Engineering, Healthcare, Sales and IT among others. They help fill part-time and full-time positions such as SAP Recruiter, Service Delivery Manager and Front End Developer. The agency is based in Bournemouth and serves clients across the UK.
Studio 308, 1 Ensbury Park Road, Bournemouth, Dorset, BH9 2SQ
Adecco provides support to candidates and employers on a temporary, permanent or contract basis; they recruit for a multitude of roles across England, Scotland, Wales and Northern Ireland.
Ground Floor, Telephone House, 18 Christchurch Road, Bournemouth, Dorset, BH1 3NE
+ 57 other offices
Education recruiters in Dorset work to clear rate cards so headteachers and business managers can set budgets without surprises. Supply teacher day rates often sit between £120 and £180, cover supervisors between £90 and £120, and teaching assistants between £70 and £100. Permanent fees usually fall between 12% and 20% of starting salary, with lower bands for ECT hires and higher bands for specialist SEN or leadership roles. Temp-to-perm conversions can include a transfer fee or a free handover after a set number of weeks, so confirm the buyout terms at the start. Ask agencies to outline recruitment fees, any temp margins, pension handling for long-term assignments, and notice periods for early finishes.
Agencies will check QTS or QTLS for teachers, ECT status for new entrants, and HLTA or Level 3 for classroom support. EYFS settings expect relevant childcare qualifications and, where required, up-to-date Paediatric First Aid. FE lecturers may need subject-specific certifications and recent industry currency for vocational courses. SEN staff benefit from Team Teach or equivalent positive handling training. Overseas teachers often need an ENIC statement and a right-to-work check before the interview stages progress.
Safeguarding sits at the heart of education hiring in England. Recruiters complete enhanced DBS checks with barred lists, verify identity and address, and record references that cover at least the most recent two years. They should log KCSIE confirmation and overseas police checks, where relevant, and maintain a single, central, compliant record file for every worker. Schools can ask to see the vetting pack before a booking starts. For supplies lasting beyond 12 weeks, agencies should discuss AWR, holiday accrual, and, where applicable, pay parity.
Education recruitment agencies in Dorset support vacancies across classrooms, pastoral teams, and leadership. Common roles include class teachers, subject specialists in maths, science, and English, cover supervisors, exam invigilators, SEN teachers, behaviour mentors, and teaching assistants. Early-career routes include ECT induction posts, graduate TA schemes, and trainee tutor roles within intervention programmes. Leadership opportunities span phase leaders, heads of department, SENCO, deputy head, and headship. FE and skills pathways cover lecturers, assessors, learning support, and work-based tutors.
The labour market in Dorset is nuanced by the distance between rural schools and larger towns. Vacancies in Dorchester, Weymouth, Poole, Christchurch, and Bournemouth attract strong interest, yet smaller village schools can face longer lead times. Reliable transport is a common hurdle, with commuter routes along the A35 and A31 shaping candidate catchments. Agencies with live talent pools in Blandford Forum, Ferndown, and across the Purbeck area can shorten response times for short-notice cover. Housing costs near the coast can affect retention, so discuss pay rates and travel stipends early.
Recruiters support Dorset Council schools and academies, as well as multi-academy trusts operating across Bournemouth, Christchurch, and Poole. Further education is anchored by providers such as Bournemouth and Poole College and Weymouth College, with adult learning and apprenticeships adding steady demand for assessors and tutors. Alternative provision and specialist SEN settings require experienced support workers and qualified SEN teachers. Term-time catering and site roles often run through staffing agencies that understand school calendars and safeguarding checks.
Schools near Poole Port, Dorset Innovation Park at Winfrith, and Aviation Business Park by Bournemouth Airport can tap into a wider pool of commuting talent due to shift-friendly transport links. Urban schools around Boscombe, Winton, and Poole Old Town see higher applicant volumes for classroom support, while rural secondaries may look further along the South Western Railway lines to attract subject teachers. Recruiting for coastal schools during summer can be easier for September starts, yet inland roles may require earlier adverts to secure scarce subjects.
Demand peaks in late August and early September for long-term roles, with January starters forming a strong second wave. Short-term supply rises in the winter months, then again around mock exam and SATs periods. Agencies will flag exam invigilator availability in spring, and tutoring demand increases ahead of GCSEs. Register with an agency by early summer if you want September placements, or brief agencies by mid-November if you plan a January hire.
Hard-to-fill roles in Dorset often include physics, computer science, and design technology. Experienced SEN teachers and specialist LSAs can be hard to find in certain areas, especially where transport links are limited. Executive search support helps with deputy head and headteacher posts, and recruiters with national networks can widen the pool without losing local knowledge. Where relocation is on the table, recruiters can pre-screen for ties to the South Coast or for candidates with personal transport to improve retention.
Local employers can brief recruitment consultants on timetables, curriculum needs, and safeguarding risks, then agree on clear service levels for shortlisting and interview slots. Agencies will advise on whether temporary, permanent, or contract work makes the most sense, then share shortlists with references ready. Candidates and job seekers should register with an agency, bring the required work authorisation documents, and be ready for a video interview. Good recruiters keep communication tight on pay rates, timetables, and feedback, which helps schools move quickly and helps candidates settle faster.
What are typical supply teacher day rates in Dorset?
Many schools pay between £120 and £180 per day, with subject demand and location affecting the final figure.
How fast can an agency fill an urgent cover request?
Same-day cover is common in Bournemouth, Christchurch, and Poole, with rural posts often filled within 24 hours.
Do agencies charge temp-to-perm fees?
Yes, many do, though some offer a free transfer after a set number of weeks, so check the terms in writing.
What compliance documents will a school see before a booking?
Expect ID, DBS, barred list, references, right to work, qualifications, and KCSIE confirmation.
Can a teaching assistant move into a cover supervisor role?
Yes, with proven classroom control and solid references, agencies often trial short assignments before longer placements.
What are common permanent recruitment fee bands?
Most education recruiters sit between 12% and 20% of the starting salary, with leadership and SEN at the upper end.
How do job seekers register with an agency?
Bring right to work, proof of address, qualifications, safeguarding training evidence, and current referees, then complete an interview.