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> Use this file to discover available pages before exploring further.
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# How Education / School District Teams Use 100Hires

# How Education / School District Teams Use 100Hires

## Who this is for

Schools and districts hiring teachers, aides, administrators, coaches, substitute staff, and operations roles.

## What makes this hiring workflow different

- Certification and background-check steps vary by role
- Hiring committees need consistent feedback
- Seasonal hiring cycles create compressed review windows

Note: 100Hires helps manage the hiring workflow. Certification and background-check requirements should be verified through district policy and local rules.

## Recommended 100Hires setup

### Application forms

Collect certification, subject area, grade band, availability, and required documents.

![Application forms](https://100hires.com/wp-content/uploads/2026/04/03-application-form.png)

### Knockout or form-response automations

Route or disqualify candidates based on explicit eligibility answers.

![Knockout or form-response automations](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-trigger-actions-on-form_15ywdyb.png)

### Evaluation Forms

Give principals and committee members the same rubric.

![Evaluation Forms](https://100hires.com/wp-content/uploads/2026/07/evaluation-forms-settings-list-clean.png)

### Calendar and self-scheduling

Coordinate screens and interviews with connected calendars.

![Self-scheduling links list with Add self-scheduling link button and an existing link row](https://100hires.com/wp-content/uploads/2026/07/self-scheduling-links-list-clean.png)

## Suggested workflow

Applied -> Certification screen -> Principal review -> Committee interview -> Background step -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.