Education roles we recruit for
Forty-six role titles across five groups, from certified teachers and reading interventionists to enrollment specialists and grant-funded program support.
See the roles ›
For schools and education organizations
The position is a line on your org chart.The vacancy is felt everywhere.
When an education role stays open, students, staff, families and programs absorb the gap. We help you define the need, choose the workforce model that actually fits it, and search for people who can do the work.
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Skhillz Academy is the education-facing front door. Workforce services are operated by 808 Talent Source, and your inquiry becomes their record.
What to expect
A search begins with the work, not the resume.
Most searches go wrong before anybody is sourced, because the role was never pinned down. Somebody writes a title, the title goes out, and three weeks later a candidate arrives who matches the title and not the job.
So before sourcing starts, the workforce team confirms the things that decide whether a placement can work at all. Then it sources, reviews, presents, clears and supports people according to the model you agreed.
Confirmed first
Seven things, before anybody is contacted.
- What the person will actually do, in a week rather than in a job title
- Who directs and supervises the work day to day
- Which credentials and clearances the role genuinely requires
- The schedule, the location and the working conditions
- The budget and the procurement route that will pay for it
- Whether this is a direct hire, employee staffing, or a properly scoped project
- What success looks like, and what would make it continue
Availability is confirmed for your real role in your real market. It is never implied by a list on a website, and a role family appearing on this site is not a person sitting ready.
The kinds of role
Five groups, and what each one covers.
Instructional, student support, program and enrichment, leadership and specialists, and administrative. The full list is on its own page, with the same caveat attached to it.
Workforce models
Five ways this is done, and they are not interchangeable.
Direct-hire search
We recruit and refer. Your organization selects the person, employs them, and holds the employment relationship.
Discuss a search ›Flexible staffing
Temporary, seasonal, contract, part-time or fractional capacity, structured according to the actual relationship and applicable law rather than whatever is convenient.
Discuss staffing ›Managed teams
A coordinated group supporting an agreed function, with responsibilities, supervision, communication and measures written down before anybody starts.
Plan a managed solution ›Recurring talent pipelines
Ongoing sourcing for the roles you fill again every year, so each vacancy does not restart the conversation from nothing.
Build a pipeline ›Workforce readiness
Onboarding and professional learning may support placed professionals. Training does not guarantee placement, and placement does not include training unless the agreement says so.
About development ›
Where we are strict
Getting the model wrong costs more than the search.
Supervision, budget, procurement route and legal model are settled before anybody is contacted. That is what keeps a placement from becoming a misclassification, and unwinding one costs a school far more than a search ever does.
If this is not quite it
Needing people and needing your people developed are different problems.
They arrive sounding similar and they are bought differently, from different entities, under different agreements.
Getting help with a resume and interviews
Digital skills, AI and workforce readiness when the online application itself is where it stops.
Tell us about the gap before it becomes the plan.
Start with the role, the setting, the timeline and what is actually hard about it. The workforce team will help identify the responsible service model before a search begins.