A branded careers site for schools in your area, application forms and applicant handling for every school, and national reach through jobsgopublic.com. Delivered by your team, or by ours.
We understand the pressure councils face to deliver efficient, high-value traded services. Our e-Recruitment bundles help local authorities reduce the admin of SLA delivery, while adding value that empowers schools to manage their hiring independently.
Each participating school is set up with its own School Employer Account. From there, unlimited vacancies can be posted to jobsgopublic.com, reaching the public sector candidate market we already have.
Who operates that account is up to you. Your central team can run all of them on your schools’ behalf, a school can run its own, or you can mix the two models across your schools. There is more on that below.
Completed applications land back in the relevant school’s account either way. In practice it works as a light touch applicant tracking system, without asking a school business manager to learn a full one.
We can add your authority-approved application forms for Leadership, Teaching and Support roles, so your schools can all use candidate-friendly and compliant forms.
Catholic schools and multi-academy trusts can use forms approved by the Catholic Education Service. We worked directly with the CES to bring their established model forms into a digital format, so voluntary aided schools are covered without a separate process.
Read more about our work with the Catholic Education Service here
Most school advertising arrangements buy candidate reach for one vacancy, and then it is gone. A regional schools portal is different, because it accumulates. Every vacancy your schools post, adds rich content to a site that search engines gradually come to treat as a "go-to-place" to look for teaching and support roles in your area.
Before long, the school portals we run rank highly for education search terms in their own geographies, in some cases above TES, Eteach, and above jobsgopublic.com itself.
See our Cheshire Schools Site or our Havering Schools Portal
Every portal comes with a vacancy bulletin. Candidates can subscribe from the site in one field, with no account needed. A quick sign up and candidates are emailed periodically with new opportunities across the regional schools.
The list builds itself out of people who have already gone looking for school jobs in your area. Over time it becomes an asset you and your schools own, and a vacancy can go in front of genuinely interested local people before anyone pays to advertise it anywhere.
Safer recruitment runs from the job advert through to the single central record, and no recruitment system covers all of it, but we have made sure ours does a lot of heavy lifting.
• A safeguarding commitment statement carried through job adverts, job descriptions and candidate packs
• Safeguarding responsibilities set out explicitly within the role profile
• The required level of DBS check stated clearly on the advert
• Standardised application forms rather than CVs, so every candidate is asked the same things
• Full chronological employment history as a mandatory field
• Gaps in employment captured and surfaced, so a panel can explore them at interview
• Signed self-disclosure on criminal records and suitability, where legally applicable
• Discrepancies made visible to the panel rather than buried in an attachment
• References requested from at least two referees including the most recent employer, with responses held against the candidate record
• Conditional offers, so nothing is unconditional before vetting is complete
• A confidential health declaration at the appropriate stage
• Dates and outcomes of completed checks recorded against the candidate, ready to feed your single central record
Responsibility for safer recruitment remains with the school. What we do is make the parts that can live in a system consistent, recorded and hard to skip.
If your team already posts vacancies in an applicant tracking system, Autopost sends them to Jobs Go Public automatically, so nobody rekeys anything.
• Branding, quality and candidate data held centrally
• Campaign tracking showing where applications come from, so you can demonstrate value to schools and optimise media spend
• Full cost recovery, with the potential for surplus to reinvest
• Less administration in delivering the SLA
• Performance data and benchmarking to show schools what their package is doing
Every participating school is set up with its own posting account. What differs is who operates it.
Schools send you the vacancy and your team posts it on their behalf. We give your users access across all of your schools, and we can restrict individual users to specific schools where that suits how your team is organised. Branding, advert quality and candidate data stay under your control from day one. Most authorities start here.
Where a school or trust wants more autonomy, they post and manage applications from their own account. You decide how much of the application side they see, and you keep oversight of the portal and the branding either way.
You do not have to pick one. Most authorities run a mix, with larger schools and trusts self serving while smaller ones stay central, and a school can move between the two as its capacity changes.
We can also handle posting on behalf of your schools. That sits outside the standard licence, so ask us and we will price it around how many schools you have and how often they recruit.
Many councils sell recruitment support to schools as a traded service, usually through an annual service level agreement, with advertising placed on the council's own jobs site and on external boards chosen for reach.
Guardian Jobs was one of those boards for a number of authorities. Since the Guardian's announcement on 02/09/2026 (that they would be closing), those councils have two things to sort out: updating any SLA, price list or policy that names it, and finding reach for the roles their own site does not fill. Ideally without creating work for the team.
We have already been added to schools SLAs as a replacement for Guardian Jobs advertising, mid-year and without disruption. If that is where you are, we can talk it through.
Can we add Jobs Go Public to our traded services package?
Yes. Tell us about your schools and your budget cycle and we will suggest a set-up.
Can adverts post automatically from our ATS?
Yes. Autopost connects your system to Jobs Go Public, so new roles appear without manual posting.
Can schools use their own application forms?
Yes. Schools can use downloadable forms, bespoke online forms or templates your recruitment team has approved. Additionally, Catholic schools can use our forms approved by the Catholic Education Service.
Can we control which schools our staff can see?
Yes. Under central running your users get access across all of your schools by default, and we can restrict individual users to specific schools where that suits how your team is organised.
What happens if a school joins part way through the year?
They have account access for the remainder of that licence year, and then renew on the same date as everyone else.
We provide flexible packages with everything your schools need for smarter hiring.
Our ATS gives schools the tools they need to manage recruitment from start to finish, from posting jobs to shortlisting and interview scheduling.
Create online application forms that match your schools' needs and offer a smooth, stress-free experience for every candidate.
With built-in accessibility tools and anonymous shortlisting, every applicant gets a fair shot, helping schools meet inclusion goals with confidence.
Schools can access talentpools of highly relevant job seekers complete with vacancy bulletins.
