Many schools focus their entire hiring strategy on candidates who are actively applying, but that’s only part of the talent market. What about the experienced, high-performing teachers who aren’t looking, but might be open to something new?
If you’re not targeting them, you’re leaving serious talent on the table.
Platforms like LinkedIn have made it easier than ever for professionals to quietly signal they’re “open to work”—without alerting their current employer. That means there’s a hidden market of skilled, motivated educators who aren’t applying for jobs… but would consider the right one.
By shifting your mindset and strategy, you can tap into this underutilized group- and fill your vacancies with some of the best teachers in the profession.
Who Are Passive Candidates, and Why Should You Care?
Passive candidates are employed educators who aren’t actively job-hunting, but would move for the right opportunity. They’re not combing job boards, but they are paying attention.
Here’s why they’re worth your attention:
- They bring deep experience. These teachers often have years of classroom success.
- They’re top performers. Passive candidates tend to be stable, reliable, and respected in their schools.
- They value growth. They’ll consider moving if you offer better leadership pathways, support, or flexibility.
- They require a tailored pitch. You won’t win them over with a generic job posting- they need a reason to leave.
Passive candidates aren’t impossible to reach. You just need to take a more intentional, relationship-driven approach.
Shift from Posting to Pitching
Traditional job ads won’t reach passive talent. You need to shift from waiting for applications to actively building connections. Here’s how:
Personalize Your Outreach
A templated email won’t cut it. If you want to stand out, take the time to:
- Research each candidate’s background and teaching interests
- Reference specific accomplishments or experience
- Highlight what makes your school different (support, innovation, mentorship, etc.)
- Align your opportunity with their long-term goals
Make Your Culture Visible
Passive candidates need more than a job description; they need to see themselves in your school community.
- Share authentic teacher testimonials on your website and social media
- Post short videos or “day-in-the-life” stories
- Offer virtual tours or Q&As with your staff
- Feature success stories of teachers who made the switch
Leverage Referrals Like a Pro
Great teachers know other great teachers.
- Start with your current team; ask who might be quietly looking
- Build a referral incentive program that rewards successful hires
- Don’t be shy about asking alumni or former colleagues for introductions
Show Them the Road Ahead
One of the biggest motivators for passive teachers is the chance to grow.
- Be transparent about career pathways and leadership roles
- Outline your school’s PD offerings, coaching model, or curriculum innovation
- Give them a vision for what their future could look like in your school
Recruit Smarter with Technology
Today’s tools make it easier than ever to target and engage passive candidates without doubling your workload.
Use Specialized Teacher Platforms
Platforms like Teach Away give you access to a global pool of pre-screened, qualified educator; many of whom are open to new roles but not actively applying.
- Filter by subject area, years of experience, certifications, and location
- Discover teachers already living in your region who are looking for a change
- Post roles strategically to appear in front of both active and passive talent
Invest in the Right Tools
To compete for top talent, bring your recruitment tools up to speed:
- LinkedIn Recruiter: Find teachers who mark themselves as “open to work”
- Social media scheduling tools: Keep your school visible with consistent posts
- ATS with candidate engagement features: Keep passive leads warm with updates or newsletters
- Mobile-optimized applications: Make it easy for teachers to show interest, even on the go
Analyze and Iterate
Look at what’s working and what’s not.
- Which social posts drive profile clicks?
- What outreach subject lines get the most replies?
- When do teachers tend to respond, during breaks? Evenings?
Use this insight to refine your timing, tone, and outreach strategy.
This Is Your Opportunity to Get Ahead
Passive teacher candidates are one of the most valuable, and underused, talent sources available today. And the schools that figure out how to connect with them now will have a major edge in the recruitment cycles ahead.
By investing in outreach, showcasing what makes your school special, and using the right tools, you’ll build a deeper, stronger pipeline of future hires—one that doesn’t rely on job boards or timing alone.
Want help finding high-quality teachers, even the ones who aren’t looking yet? Connect with Teach Away to build a smarter recruitment strategy today.