An enduring question for international educators has always been: Should I stay, or should I go? And if I choose to go, what am I looking for, and how will I get there?
These questions tend to surface as the school year winds down; though for many of us, the reflections begin even earlier. For many, the end-of-year break is a pivotal moment, a time for deep reflection and critical decision-making. While we don’t all follow the same timelines or processes, we share the awareness that these decisions are inevitable, and preparation is essential.
The Recruitment Landscape Has Shifted
Over the past few years, the recruitment timeline for many schools has significantly accelerated. The luxury of waiting until January to decide is largely a thing of the past. Today, important decisions often happen as early as October or November.
According to TIE’s recent “Getting Jobs” survey, 13% of educators reported they do not plan to attend a job fair at all.
In that same survey, 87% of respondents said the recruitment process has fundamentally changed.
In light of these shifts—faster timelines, a wider range of options, and evolving practices—it’s wise to begin thinking ahead. Perhaps the question isn’t just Will you stay or go? but rather How will you navigate this new landscape intentionally and strategically? Start reflecting now. Your next steps deserve thoughtful planning, not reactive decision-making. After all, your career isn’t just about the next job; it’s about the life you want to build, and the learning community where you’ll thrive. Whether you plan to stay or are considering moving on, you now have more tools than ever to guide your journey: LinkedIn, professional networks, recruitment platforms, and services designed to support your search.
TIE’s Recommended Timeline and Reflection Prompts
June–July: Reflect and Plan
Self-awareness, visioning, initial planning
What brought me the most joy and fulfillment in my work this past year? In what ways did I grow professionally, and what areas do I want to develop next?
What are my non-negotiables for a school culture or leadership team?
If nothing changed in my current role, how would I feel one year from now?
What do I want my job seeking experience to look like? Will I job search independently or use recruiting services? How can I best represent myself in this process?
August–October: Make Decisions, Select Strategies, Start Looking
Clarifying direction and activating strategy
Am I open to staying at my current school if certain conditions change, or am I ready to move on?
What kind of school, role, or geographic location aligns best with my goals and values?
What strategies or platforms will I use for job searching (e.g., networking, recruiting agencies, LinkedIn)?
How will I make sure my digital presence reflects the professional image I want to project? What strategies do I need to employ to best represent my work, professionalism and commitment to growth?
November–December: Job Search
Engaging and assessing opportunities
What evidence of my impact can I share to tell my professional story effectively? How can I stand out among many candidates?
Am I evaluating schools based on their alignment with my values, not just their reputation?
What red flags or green flags am I noticing during interviews and research?
Am I feeling pressure to say yes too quickly? It’s natural to want the security of a job offer, but am I giving myself the space to evaluate whether it’s truly the right fit for me?
November–March: Secure Next Job
Decision-making and transition planning
Have I asked enough of the right questions to make an informed decision?
What support systems do I need to manage this transition (personal, logistical, emotional)?
How will I leave my current school community with integrity?
What will I need to thrive in my new role and how can I set myself up for early success?
How TIE Supports This Process-(1).jpg)
TIE’s Evidence-Based Portfolio
The TIE Evidence-Based Portfolio for teachers sets itself apart in the international recruitment space by reimagining what meaningful, modern teacher recruitment should look like. Unlike traditional models that rely heavily on static resumes and checkboxes, TIE’s approach empowers educators to document their excellence aligned to professional Standards of Practice, creating a dynamic portfolio that truly reflects their growth, impact, and readiness for the next step. With a one-click conversion from portfolio to resume, educators can seamlessly present their evidence in other systems while maintaining professional coherence. Moreover, TIE’s platform is built for virtual recruitment and includes tools for managing recommendations, allowing educators to customize how they are represented to potential schools. This thoughtful, transparent, and standards-aligned approach not only elevates educators' voices but also supports schools in making better, more informed hiring decisions. It’s a game-changer for aligning talent with mission-driven international schools.
Join one of our live webinar sessions to learn more about our Evidence-Based Portfolio as you begin the initial stage of reflection and planning for decision-making next year.
Use this form to register and you will be sent a calendar invite for your selected time.
Stacy Stephens is the Director of TIE.
