PHASE ONE

OPENING: Getting the search live fast, wide, and precisely targeted.

We brief deeply before we advertise broadly. Before a single posting goes live, we sit with you. We learn your school's mission, culture, and the specific leadership profile you need. 



We go everywhere the right candidates are. The role is advertised on the GLOBAL website and promoted across our global network. Targeted bulk email campaigns go directly to our database of qualified school leaders. We will do specialized campaigns and target marketing.

Every application is received and acknowledged professionally. Applications come through a structured upload system requiring a CV and covering letter. Every candidate receives a prompt, professional response. Your school's reputation is protected from first contact.

You are never left wondering. From day one, client communication is active and regular. You know what's happening, when it's happening, and what's coming next.

PHASE TWO

MATCHING: Finding the right people and verifying everything about them.

We build a long list then cut it hard. Every application is reviewed against the candidate brief. 



We screen and interview with rigour. Every shortlisted candidate goes through a structured screening interview. We assess competency, cultural fit, leadership philosophy, and genuine alignment with your school's mission. 

We profile not just interview. Every shortlisted candidate completes a psychometric assessment a validated profiling tool that gives us objective data on leadership style, decision-making, emotional intelligence, and behavioural tendencies under pressure. This is data your board will have in front of them when it counts.

We set a brief assessment task. Each shortlisted candidate completes a practical task relevant to the role. This reveals how they think, how they communicate, and how they approach the real challenges your school faces. It is one of the most revealing parts of our process.

We rank. We match. We go deeper. The strongest candidates are ranked based on the full picture screening interview, psychometric profile, assessment task, and alignment to brief. The top three move forward.

PHASE THREE

RECOMMENDATION Everything your board needs to make the right decision with confidence.

You receive a complete, professional recommendation report. Not a shortlist email. A full client packet for each of the two or three final candidates containing their candidate profile, psychometric assessment results, assessment task output, interview summary, reference outcomes, compliance documentation, and our written recommendation. Everything in one place, clearly presented, ready for board review.

We rank the candidates and tell you why. Our covering summary letter ranks the finalists explicitly. We don't hand you three names and leave you to decide alone. We give you our professional assessment of fit, risk, and readiness grounded in everything the process has produced.

We prepare your board for the final interview. We provide suggested board-level interview questions tailored to the role and to each candidate. Your governors walk into the final interview informed, prepared, and asking the questions that matter.



We tell you exactly what to do next. Following appointment, GLOBAL provides clear next-step guidance covering safer recruitment HR procedures, induction programme planning, probation structure, and the option for an ongoing annual Head of School performance review. You are not left to figure out the post-appointment process alone.

WHY THIS PROCESS WORKS

Every step exists for a reason. None of them are optional.

1. Psychometric profiling removes gut-feel from a high-stakes decision. Interview performance is a poor predictor of leadership effectiveness. Validated psychometric assessment gives your board objective data on the person behind the presentation — how they actually lead, how they respond under pressure, and where their risks lie.
2. Safer recruitment compliance is not a box-tick — it is your legal and moral obligation. Police checks, reference verification, signed declarations, and safeguarding documentation are built into our process as standard. Not as add-ons. Not as optional extras. Every candidate recommended by GLOBAL has been compliance-verified before your board sees their name.
3. The assessment task reveals what interviews never will. How a candidate thinks, communicates, and approaches real school challenges only becomes visible when you ask them to actually do something. Our brief assessment task is one of the most reliable indicators of fit and capability in our entire process.
4. Ranking our recommendations is a service, not an overreach. Your board makes the final decision. But you deserve our professional judgement on which candidate fits best and why — based on thirty days of evidence. We give you that clearly and without reservation.
   

For the school:

A verified, assessed, well-matched leader who understands what they're stepping into — because the brief was built around your school specifically. A community ready to rally. A board that made its most important decision with full information.

For the board:

The knowledge that the process was rigorous, compliant, and professionally managed from first posting to final appointment. No compliance gaps. No loose ends. No regret.