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1 in 8 US teaching positions sat unfilled or held by an underqualified teacher in 2025, over 411,000 roles. Miss the hiring window and the year starts short. Recooty's hiring agent runs posting, screening, and scheduling, so your committee just interviews and decides.
Generic ATSes weren't built for the pace and signal-density of modern software hiring. Here's what's slowing your team down right now.
Teacher shortages for education, science, and math shortages hit 40+ states. Every empty classroom puts pressure on students and remaining staff.
Most hiring happens in narrow pre-year windows. Slow screening hands qualified candidates to a competing district or school.
Teaching credentials, certifications, and background checks are non-negotiable. Manual tracking risks a missed step.
A resume won't show how a candidate communicates, engages a room, or handles pressure. Committees need earlier signal.
Recooty automates the repetitive steps in clinical and non-clinical hiring so your team can focuson fit and care quality.
Tell the hiring agent what you need in chat. It drafts the job description and, on your confirmation, posts everywhere at once.
✓ Conversational job description and knock-out question creation
✓ 250+ boards, including education channels
✓ Private links for internal and district-only postings
The agent qualifies candidates through short screening chats, then scores them against certifications, subject areas, and classroom experience. Your committee can inspect or override any score.
✓ Screening chats qualify candidates on their schedule
✓ Scored against certifications, subject areas, and classroom experience
✓ Inspect or override any score, anytime
Strong candidates reach your committee with screening answers, score reasoning, and verified credentials attached. The agent never hires anyone. Your team makes every call.
✓ Shortlists arrive with answers and score reasoning
✓ Verified teaching credentials attached
✓ Your committee makes every hiring decision
The agent books interviews around class schedules and committee availability, then handles feedback collection and offer routing after your team decides.
✓ Scheduling across principals, department heads, and HR
✓ Feedback and offer approvals routed to your team
✓ Every candidate hears back, automatically
Built around the workflows tech recruiters and engineering hiring managers actually run — not bolted onto a generic HRIS.
Rank educators by certifications, subject areas, and classroom experience, with reasoning you can inspect.
250+ boards in one click, plus private district-only links.
Verify teaching credentials and background records inside the pipeline using Checkr.
Integrates with Zoom, Teams, Meet, and calendars to eliminate scheduling friction.
Launch branded pages by school, district, or program in hours.
Configure stages for technical screens, take-homes, panel interviews, and offers.
Built around the workflows tech recruiters and engineering hiring managers actually run — not bolted onto a generic HRIS.
The best ATS for education pairs automated screening with human decision-making. Recooty's hiring agent posts to 250+ boards, screens applicants against teaching credentials and subject areas, and hands your committee a scored, explained shortlist.
No. The hiring agent handles posting, screening, scoring, scheduling, and follow-ups. Strong candidates go to your hiring committee for interviews and final decisions. Every hire is made by a human.
The agent scores each candidate against the role's real requirements: certifications, subject expertise, skills, and classroom experience. It shows the reasoning behind every score, and your committee can adjust or override any ranking.
Let a hiring agent run screening, scheduling, and follow-ups while your committee focuses on interviews. Companies using Recooty report 62% faster time-to-hire.
Yes. Verify teaching credentials, certifications, and background checks inside the hiring pipeline, with scorecards that document each step for every committee member.
One click sends your role to 250+ Globalpremium boards, including LinkedIn, Indeed, and Google for Jobs. A private link covers internal and district-only postings.
Yes. Shared scorecards, centralized candidate profiles, and automated updates keep principals, department heads, and HR aligned, with the agent handling reminders and follow-ups.
Yes. Adjuncts, administrators, research staff, and support roles each get their own pipeline, with screening and scheduling built for committee-based decisions.
Yes. The drag-and-drop builder launches branded careers pages by school, district, or program. No IT ticket needed.
Put a hiring agent on the busywork and get a shortlist your committee can act on in days.
