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.

Knockout or form-response automations

Route or disqualify candidates based on explicit eligibility answers.

Evaluation Forms

Give principals and committee members the same rubric.

Calendar and self-scheduling

Coordinate screens and interviews with connected calendars.

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.

Updated on: 16/06/2026