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Education recruitment agencies in Norfolk make hiring smoother for schools across Norwich, King’s Lynn and the coast. This page helps employers brief the right partners and helps job seekers find routes into classrooms, supply pools and support roles with confidence.
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.
Seebohm House, 2-4 Queen Street, Norwich, Norfolk, NR2 4SQ
+ 62 other offices
TeachWell fills a variety of job opportunities in the Education sector. The agency offers its service to schools and educational establishments in the East Anglia region. Teachwell fills in part-time and full-time positions such as Teaching Assistant and Primary Teacher.
124 Thorpe Road Norwich, Norwich, Norfolk, NR1 1RS
Norfolk schools tend to sit below London weighting, so pay bands are steady and predictable. Classroom teachers often sit in the £30,000 to £46,000 range, senior posts move higher with TLRs, and daily supply for qualified teachers often falls between £140 and £200. Teaching assistants and HLTAs see hourly rates that commonly track £12 to £15, with term time contracts shaping take home pay. Employment firms and staffing agencies will talk through agency costs, recruitment fees, and any temp to perm terms in plain figures, for example a flat percentage on a permanent salary or a margin on daily charge rates. Recruiters and recruitment consultants can also map grant periods and budget points, which helps local employers plan hires across temporary, permanent, and contract work.
Schools look for QTS for classroom teachers, with ECT induction routes well used across the county. For support roles, Level 2 or Level 3 teaching assistant certificates are common, HLTA status carries weight, and early years teams value Level 3 childcare with paediatric first aid. Subject specialists in maths, science, and computing often need degree level study, and pastoral roles may call for safeguarding training and experience with behaviour support. Executive search teams handling senior leadership will expect NPQH or NPQSL for headship or deputy roles, with a record of inspection readiness and timetabling fluency.
Large rural catchments shape the labour market in Norfolk, so travel can narrow the candidate pool for some schools. Recruiters know that bus routes and lift sharing matter for classroom support, and that teachers often weigh commute time on the A11 or A47 when deciding on interviews. STEM and SEND hires can be hard to fill, and schools in coastal towns may face seasonal housing pressure that feeds into retention. Education recruitment agencies and temp agencies help by lining up cover supervisors and flexible TAs for mornings, part days, and split timetables, which protects continuity for pupils.
Norwich pulls many candidates thanks to rail links to London Liverpool Street, and to Cambridge via the A11, while market towns such as Thetford, Diss, and Downham Market lean on commuter patterns and academy trusts. Great Yarmouth and King’s Lynn see spikes in demand across support roles when pupil numbers rise, and villages in North Norfolk often favour local hires with their own transport. Agencies know the business parks on the edge of the city, the coastal road links, and the school clusters near the Broads, which means interviews can be set with realistic travel plans for candidates.
Recruiters place classroom teachers, ECTs, and long term supply, then add teaching assistants, HLTAs, and cover supervisors for daily or block bookings. SEND roles include one to one support, specialist teachers, and pastoral leads. Early years settings need room leaders and nursery practitioners, and trusts call for attendance officers, exam officers, and data managers. Executive search teams handle heads of department, SENCO, deputy head, and headteacher posts, often with discreet outreach to passive candidates in the wider workforce.
Safeguarding sits at the centre of every placement. Agencies carry out enhanced DBS checks with Barred List, right to work, and a full reference trail, with KCSiE Part 3 guiding safer recruitment steps. Many schools ask for recent safeguarding certificates, Prevent awareness, and positive handling where relevant. For early years, settings look for food hygiene and first aid, and for site roles you may see asbestos awareness or IOSH. Recruiters will confirm classroom experience and qualifications before interviews, and will keep vetting packs current for fast repeat bookings.
Resignation dates drive the calendar, so May and October decisions shape September and January starts. Daily supply lifts after half terms, and long term cover grows during exam build up. Summer schools and intervention programmes create short contracts, and winter illness pushes same day bookings that temp agencies handle before the first bell. Employment firms can pre clear candidates in late spring, which helps schools find employees quickly once budgets roll over. Jobseekers who register with an agency ahead of term can pick up steady part time work while testing different key stages.
ECTs often move from supply blocks into permanent posts by Easter of year one, while strong cover supervisors step into salaried TA or HLTA roles after proven classroom control. TAs with SEND experience can move into specialist behaviour or SEMH settings, and curriculum enthusiasts progress to technician or instructor posts. Teachers with strong results may gain TLRs, then step into assistant head or pastoral leadership. Executive search teams advise on CVs and selection tasks, which helps candidates present evidence that matches trust frameworks.
SEND provision continues to expand, with resource bases and specialist settings adding roles for therapists, specialist TAs, and experienced SENCOs. Early years demand tracks demographic shifts, and wraparound care creates breakfast and after school work that suits part time candidates. Digital learning support grows in schools that invest in devices, so ICT technicians and data managers remain busy. Recruitment agencies in this space keep pipelines warm for these areas, which helps businesses and schools hire staff without long delays.
Do agencies work with both maintained schools and academies in Norfolk?
Yes, recruiters work with local authority schools, multi academy trusts, and independents, and will align pay rates to your scale and policy.
What are typical recruitment fees for a permanent teacher hire in the county?
Many employment firms quote a percentage of the starting salary, figures of 12 percent to 20 percent are common, with rebates tied to the start date.
Can we book half day supply at short notice?
Yes, most staffing agencies run early morning lines, and can place cover supervisors or qualified teachers for half days or split timetables.
How do candidates get started with agencies?
Jobseekers register with an agency by sharing ID, DBS, references, and certificates, then set travel ranges, year groups, and availability.
Do agencies cover temporary, permanent, and contract work?
Yes, from day to day supply and maternity cover, through fixed term contracts, to permanent leadership hires.
Can agencies advise on pay rates and agency costs before we commit?
Yes, recruitment consultants will outline daily charge rates, salaries, recruitment fees, and any transfer terms before interviews are booked.
Education recruitment agencies understand the Norfolk job market, they speak the language of schools, and they help local employers find employees who fit your timetable and ethos. If you are comparing recruitment agencies for the first time, talk through your subject gaps, travel limits, and retention goals, then register with an agency that knows your catchment and commuter links. Candidates will find a clear route into classrooms that matches skills to school need, and businesses across the sector gain a steady partner for planned and unplanned cover.