The People Make the Place: Hiring the Right Team in a Time Crunch

Last week, we talked about setting goals and mapping out your school year with purpose. But

even the best plans will fall flat if you don’t have the right people in the building to bring them to life.

Right now, many of you are still scrambling to fill vacancies. You’re not alone—this is the reality for countless school leaders in July. You’re balancing urgency with intention, trying to make smart hires without losing momentum. So what do you do when the clock is ticking?

Here’s what I’m seeing work for leaders who are hiring fast—without compromising their

values.

1. Mine the Talent Already Around You - People Make The Place

Don’t underestimate the people who already know your kids and your school. Think about:

• Long-term subs, paras, or resident teachers who’ve built strong relationships

• Afterschool staff, coaches, or community partners who align with your values and may

  qualify

• Former staff who left during COVID and might be open to returning under new

  leadership

2. Take 20 Minutes to Define Your Must-Haves

Before reviewing one more résumé or scheduling another interview, take a short pause. Spend 20 minutes jotting down your must-haves and non-negotiables:

• What skills or mindsets are most urgent for this role?

• What kind of teammate will strengthen your culture?

• What are you willing to train—and what’s essential on Day One?

Clarity now prevents regret later—and helps you move faster with confidence.

3. Be Ready to Answer: Why Here?

In a time of educator shortages, teachers have choices. So ask yourself:

• Why would someone want to work at your school?

• What makes your community special?

• What do your strongest teachers love about working there?

Whether it’s a deep commitment to equity, joyful classrooms, strong collaboration, or fierce

support for new teachers—own it, name it, and lead with it. Candidates can feel the difference

between a job and a mission.

4. Tap New Pipelines

This time of year, new educators are still entering the field through alternate certification

programs like NYC Teaching Fellows, Teach For America, and other local partnerships. Many

bring life experience, second careers, or a strong justice lens—and are eager for mentorship and clear expectations. Don’t overlook recent grads either. With the right support, new teachers can be powerful culture builders.

5. Don’t Let Perfect Be the Enemy of Great

You don’t need someone with 10 years of experience—you need someone who’s values-aligned, committed, and coachable. Especially for early-career candidates, strong mentorship and clarity about your school’s vision can go a long way.

6. Make the Process Fast, Personal, and Vision-Driven

No one wants a six-step hiring gauntlet in late July.

If you see potential:



• Invite them in for a quick conversation and a school tour

• Let them meet one team member who loves working there

• Share your values up front: restorative practices, culturally responsive teaching,

  LGBTQ+ inclusion, or whatever defines your community

Late hires often assume they’re Plan B. Show them they’re not—and they’re more likely to

commit and thrive.

7. Onboarding Doesn’t Have to Be Fancy—Just Intentional

You don’t need a multi-day PD rollout. You need connection and clarity.

Try:

• A welcome email with their schedule, classroom, and login info

• A “buddy teacher” who checks in the first week

• One invite to a planning meeting before Day One so they feel in the loop

  
  

8. Keep a “Hot List”

Every strong candidate you meet—whether or not you hire them—goes on a short list.

Why? Because someone always resigns after the first day. Or in mid-September. Or at

Thanksgiving.

Your running list will save you hours (and stress) later.

For Leaders in NYC DOE Schools: Some System-Specific Advice

If you're hiring in NYC DOE schools, here are a few urgent tips just for you:

Open Market Is Closing—Move Now

Once Open Market closes (usually in early August), you’ll be limited to central placements or

external hires. That means:

• No more transfers

• Fewer certified candidates

• Slower onboarding if they’re not in the system

If there’s someone you’re even considering, make the call now.

Don’t Overlook Teaching Fellows

NYC Teaching Fellows are entering schools now. Many bring life experience, second careers,

and a social justice mindset. They may be new, but they’re often eager to learn and committed to growth. If you haven’t seen resumes, reach out to your HR partner or talent coach.

Know the UFT Rules and Use Them Strategically

• A regular sub can stay through December without triggering tenure

• Paras moving into teacher roles must resign their old position first

• Retirees can still be hired under 211/212 waivers for hard-to-fill roles—but district

  approval is needed

Understanding these nuances can open doors you didn’t realize were options.

Even in a hiring crunch, you still have power. The people you bring in now will shape your

school’s culture, climate, and capacity all year long. Don’t settle. Move fast, but move smart.

If you need help thinking through staffing structure, onboarding plans, or how to attract

educators who believe in your mission—reach out. I’d love to be a thought partner as you build your team.

Book A Consult Call with Nina: https://bit.ly/3HJWxnJ

Visit: MauceriEducation.org

Written by Nina Mauceri, PhD, with AI assistance.

School Leaders, People Make The Place, Teacher Hiring, Nina Mauceri, PhD