Recruiting a leadership role or searching for your next position as a Head, Deputy or Assistant Head can be a sensitive time for both schools and individuals. Rest assured that at Axcis, we have the flexibility to work with you in the most appropriate manner possible to help you find your way forward. 
Axcis Education places SEN Leadership professionals in jobs throughout the UK. Although our primary focus is SEND, we find that when it comes to leadership positions, those from a mainstream background often have a fantastic skill set to bring to the table too. It all depends on the individual situation. 
If you are a school leader considering your next move but you’re not ready to start writing a CV or filling in application packs just yet, one of our consultants would be more than happy to have a confidential discussion with you to help you decide how you’d like to proceed. Similarly, if you’re from a school looking to hire a new leader and would like to discuss this in a confidential setting, we would be more than happy to sit down over a cup of tea and talk through your needs and how Axcis can help. Depending on your situation, we can offer a Retained or Contingency search option and always try to be as flexible as possible. We find that the most important thing is to listen and really understand what you are looking for prior to starting any hunt for a job or new school leader. After all, it’s extremely important that we get it right! 
Headteacher / Principal
Headship has changed significantly since NPQH was last redesigned in 2001 and the role is now more complex, challenging and diverse. Headteachers today have new responsibilities and there are radical changes to the way schools interact with each other and with other services. It is now time to revise the qualification to reflect the changing nature of the role of Headteachers and school leadership in general. NPQH has been redesigned following extensive consultation. 
It now provides a flexible, personalised development pathway to prepare aspiring Headteachers for 21st century leadership and management challenges. It will give them the confidence and competence to apply for their first headship immediately on graduation. More than half of the country’s Headteachers will be reaching retirement within the next five to ten years. We need to work together to sustain the flow of high quality school leaders to ensure the best outcomes for children, young people and their families. The redesigned model NPQH will ensure that the provision for aspiring Headteachers helps to attract sufficient high quality Headteachers for the future.
Who should apply?
The redesigned NPQH is for those who aspire to headship. It is not for those just seeking
really good professional development. Applicants should be highly motivated towards headship and ready and competent to take up a headship post on graduation. To signal this change, participants on the redesigned NPQH will be known as trainee Headteachers.
How long will NPQH take to complete?
Trainee Headteachers will spend between 4 - 12 months on NPQH depending on their personal professional development needs. “Good leaders build confidence in others and they believe in the potential of their staff. The best leaders don’t just distribute leadership and empower others, they develop and coach them.”
Deputy Head/ Assistant Headteacher
Roles for deputy or assistant heads often overlap with those of the Headteacher. In some cases, deputies will fulfil all the responsibilities of the Headteacher and will deputise fully when the Headteacher is away from the school. Within most schools, assistant and deputy Headteachers are given particular areas of responsibility such as  curriculum lead, discipline, staff development, attainment or attendance. The main role of the assistant or deputy headteacher is considered to be one of ensuring stability and order in the school. Deputy Headteachers and Assistant Headteachers can also look at qualifying for NPQH or alternative qualifications such as Leading from the Middle, in preparation for taking on a more senior role.
See what leadership roles we currently have available here. 
What are the recruitment options and how do they work? 
Retained Search
In this instance Axcis, after full discussion with the client, would use a variety of proven sources and recruitment techniques to attract candidates, sift CVs and carry out initial telephone interviews, manage all logistics and vetting processes. Retained search can: 
  • identify and draw into the pool candidates who are not currently looking for a new position and thus would not be ‘scanning’ job advertisements.  One of the advantages of this search over other methods of recruitment is that candidates who are not actively seeking a move are ‘attracted’ into the process. 
  • work out less expensive than placing adverts two or three times in national press, a situation into which clients are increasingly becoming trapped.
  • significantly reduce time spent by the client on reading CVs and application forms and shortlisting, as Axcis will speak directly to each applicant who passes the first sift process and will only forward genuine candidates.
  • significantly reduce the amount of time spent by the client organising interviews and managing candidate expectations as Axcis handles the whole process.
  • ensures thorough safer recruiting practices are in place as Axcis carries out VBI, CV and reference checking, qualification, ID and all other checks as detailed in our Safer Recruiting process.
Throughout the process the client deals with one or two dedicated and experienced consultants with senior level experience in education, level 3 safeguarding certified.
Contingency Search
In this instance Axcis, after full discussion with the client, would advertise the post through our normal resources and database search, attracting candidates who are actively searching for posts. Contingency recruitment:
is used on an every day basis to attract candidates and is an effective method in many cases though not always at senior level
carries no “up front” costs and is based on a fee payable on placement of a suitable candidate
means CVs will be sourced and candidates spoken to before they are passed on to the client, however no VBI or vetting will take place at this stage
clients may use contingency search as an add-on to their own advertising, which can mean costs can be doubled.
Throughout the process the client deals with a dedicated and experienced consultant.