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The time it takes to set up your profile page on a teacher recruitment site like "Teach for Life" can vary based on several factors, including the complexity of the site, the amount of information you need to provide, and your familiarity with the process. Generally, you can expect the setup process to take anywhere from 15 minutes to an hour. Here's a breakdown of the steps involved and estimated times: Steps to Set Up Your Profile Page Registration (5-10 minutes) Create an Account: Enter your basic information, such as name, email, and password. Email Verification: Verify your email address if required. Basic Information (10-20 minutes) Personal Details: Enter your personal information, such as contact details, date of birth, and nationality. Professional Summary: Write a brief professional summary or objective. Educational Background (10-15 minutes) Degrees and Certifications: List your educational qualifications, including degrees, certifications, and any relevant courses. Institutions and Dates: Provide the names of institutions and dates attended. Work Experience (15-20 minutes) Teaching Positions: Enter your previous teaching positions, including job titles, schools, locations, and employment dates. Responsibilities and Achievements: Describe your key responsibilities and notable achievements in each role. Skills and Qualifications (5-10 minutes) Languages: List the languages you speak and your proficiency levels. Teaching Skills: Highlight specific teaching skills and methodologies you are proficient in. Certifications: Add any additional certifications, such as TEFL, IB, or Cambridge qualifications. Documents Upload (5-10 minutes) Resume/CV: Upload your resume or curriculum vitae. Cover Letter: Upload a cover letter tailored to international teaching positions. Certificates: Upload copies of your teaching certifications and other relevant documents. References (5-10 minutes) Contact Information: Provide contact details for professional references. Reference Letters: Upload any reference letters you have. Profile Photo (2-5 minutes) Upload Photo: Upload a professional-looking profile photo. 9. Additional Sections (Optional, 5-15 minutes) Teaching Philosophy: Write a brief statement about your teaching philosophy. Extracurricular Involvement: Detail any extracurricular activities you have been involved in. Professional Development: List any relevant workshops, conferences, or training you have attended. Tips to Expedite the Process Prepare in Advance: Gather all necessary documents and information before starting the profile setup. Write Drafts: Pre-write sections like your professional summary, teaching philosophy, and descriptions of work experience to streamline the input process. Check Requirements: Review the site’s requirements and recommendations for each section to ensure you provide all needed details. Conclusion Setting up your profile page on a teacher recruitment site like "Teach for Life" should take approximately 15 minutes to an hour, depending on how prepared you are and how much information you need to enter. By preparing your information and documents in advance, you can make the process quicker and smoother. The more detail you provide the higher the chance your application is likely to be stronger.

Yes! We can not assist in helping you secure a job until all your information is completed 100%, so we rather you take your time and get it right, then to do a rush job and go back to fix your information. Once completed, only then can we carry out the vetting to assist you in your job search. Start your application today.

Once you have submitted your application, you will be sent an email with a specific link to amend/update your profile. Please retain this email for your future record. If you have have deleted this email please contact a member of the team on +971 72 212 613 and they will send out your link to amend your profile.

We will be sad to see you go, but should you wish to remove your profile from the Teach For Life database simple email dpo@TeachForLife.com and provide your full name and email ID and your profile will be removed.

Yes, we take data protection very seriously at Teach For Life and adhere to Local data protection and European GDPR standards. Your data is never disclosed to a third-party unless for the purpose of the application which adheres to the Candidate Terms & Conditions. Our data is save on Jotform servers. Jotform provides various features for data collection and management. When considering the safety of data on Jotform, several factors come into play, including data encryption, compliance with regulations, and user best practices. Here’s a detailed look at the safety measures and considerations for using Jotform: Security Features of Jotform Data Encryption: Encryption in Transit: Jotform uses SSL (Secure Socket Layer) to encrypt data transmitted between the user’s browser and Jotform servers. This helps protect data from being intercepted during transmission. Encryption at Rest: Jotform also offers options for encrypting data at rest, ensuring that stored data is protected from unauthorized access. Compliance: GDPR: Jotform complies with the General Data Protection Regulation (GDPR) for users in the European Union, ensuring stringent data protection and privacy standards. HIPAA: For users in the healthcare industry, Jotform offers HIPAA-compliant forms, providing additional safeguards to protect sensitive health information. These standards meet the the data protection laws in the United Arab Emirates too Data Access and Permissions: User Permissions: Jotform allows account owners to set permissions for sub-users, controlling who can view or edit forms and data. Two-Factor Authentication (2FA): Jotform supports two-factor authentication to add an extra layer of security to user accounts. Data Storage and Backup: Cloud Storage: Data collected via Jotform is stored on secure servers with regular backups to prevent data loss. Data Export: Users can export form data to local storage for additional backups and offline access. Audit Logs: Activity Logs: Jotform provides audit logs that track user activity, helping administrators monitor access and changes to forms and data. Conclusion Data on Jotform can be considered safe due to the platform's robust security features, including data encryption, compliance with international regulations, and user access controls.

Choosing the best place to teach abroad depends on various factors, including personal preferences, professional goals, lifestyle, and financial considerations. Here are some of the top destinations for teaching abroad, each offering unique benefits and opportunities: Asia China Pros: High demand for English teachers, competitive salaries, extensive cultural experiences, opportunities to save money. Considerations: Bureaucratic visa process, varying living conditions, air quality in major cities. Popular Cities: Beijing, Shanghai, Guangzhou, Shenzhen. Japan Pros: High salaries, excellent living standards, rich cultural heritage, good public transportation. Considerations: High cost of living, competitive job market. Popular Programs: JET Programme, private language schools (eikaiwas). South Korea Pros: Attractive salary and benefits (e.g., housing, airfare reimbursement), low cost of living, vibrant culture. Considerations: Rigorous work culture, varying job satisfaction. Popular Programs: EPIK, GEPIK, private academies (hagwons). Thailand Pros: Warm climate, affordable cost of living, friendly locals, rich cultural experiences. Considerations: Lower salaries compared to other Asian countries, varying job security. Popular Cities: Bangkok, Chiang Mai, Phuket. Middle East United Arab Emirates (UAE) Pros: Tax-free salaries, excellent benefits (housing, health insurance), modern lifestyle, high-quality schools. Considerations: High cost of living, cultural adjustments. Popular Cities: Dubai, Abu Dhabi, Sharjah. Qatar Pros: Tax-free income, generous benefits, rapidly developing country. Considerations: Cultural differences, climate. Popular Cities: Doha. Europe Spain Pros: Mild climate, rich cultural history, opportunities to learn Spanish, good work-life balance. Considerations: Lower salaries compared to other Western European countries, high competition. Popular Programs: Auxiliares de Conversación. Germany Pros: High salaries, strong education system, central location in Europe, good quality of life. Considerations: High cost of living, language barrier outside major cities. Popular Cities: Berlin, Munich, Frankfurt. Latin America Mexico Pros: Warm climate, affordable cost of living, vibrant culture, opportunities to learn Spanish. Considerations: Lower salaries, varying job security. Popular Cities: Mexico City, Guadalajara, Monterrey. Brazil Pros: Diverse culture, warm climate, growing demand for English teachers. Considerations: Lower salaries, safety concerns in certain areas. Popular Cities: São Paulo, Rio de Janeiro. Africa Morocco Pros: Rich cultural experiences, relatively affordable cost of living, opportunities to learn Arabic or French. Considerations: Lower salaries, varying job conditions. Popular Cities: Casablanca, Rabat, Marrakesh. South Africa Pros: High demand for teachers, diverse culture, English-speaking environment. Considerations: Safety concerns in some areas, varying economic conditions. Popular Cities: Cape Town, Johannesburg. Key Considerations for Choosing a Destination Salary and Benefits: Evaluate the overall compensation package, including salary, benefits, housing, and potential for savings. Cost of Living: Consider how far your salary will go in terms of living expenses. Lifestyle and Culture: Think about the cultural experiences and lifestyle each destination offers. Work Environment: Research the teaching environment, including student behavior, school support, and workload. Language Barrier: Consider your comfort level with any language barriers and opportunities to learn the local language. Legal and Visa Requirements: Understand the visa process and legal requirements for working in each country. Conclusion The best place to teach abroad depends on your personal preferences and professional goals. Whether you prioritize high salaries, cultural experiences, or a particular lifestyle, there are many great options to explore. Research thoroughly and consider visiting potential destinations if possible to make an informed decision.

Teaching abroad can be a highly rewarding experience, offering a unique blend of professional, personal, and cultural benefits. Here are some compelling reasons to consider teaching abroad: Professional Development Diverse Teaching Experience: Teaching in different cultural contexts can enhance your teaching skills and adaptability. You'll learn new teaching methods and strategies tailored to different student needs. Career Advancement: International teaching experience can boost your resume, making you a more competitive candidate for future positions. Many employers value the adaptability and global perspective gained from teaching abroad. Professional Networks: Working abroad helps you build a global network of colleagues and professional contacts, which can open up further career opportunities. Cultural Immersion Cultural Exchange: Living and working in a foreign country allows you to immerse yourself in a new culture, learning the language, customs, and traditions firsthand. Broadened Perspectives: Exposure to different ways of thinking and living can broaden your worldview, making you more open-minded and culturally sensitive. Personal Growth Self-Reliance and Independence: Navigating life in a new country fosters independence, problem-solving skills, and resilience. Personal Fulfillment: Teaching abroad can be deeply fulfilling as you make a significant impact on students' lives while experiencing personal growth and adventure. Financial Benefits Competitive Salaries: Many international schools offer attractive salary packages, often tax-free, which can include benefits such as housing, health insurance, and airfare. Savings Opportunities: Depending on the country and cost of living, you may have opportunities to save money or pay off debts. Travel Opportunities Exploration: Living abroad provides a base for exploring new regions and countries, making it easier and more affordable to travel. Adventure: Teaching abroad offers a sense of adventure, allowing you to experience new places, cuisines, and activities. Impact on Students Global Perspective: You can bring a global perspective to your students, enriching their learning experience and broadening their horizons. Role Model: As a foreign teacher, you often serve as a role model and ambassador of your culture, fostering mutual understanding and respect. Work-Life Balance Lifestyle: Many international teaching positions offer a good work-life balance, with generous vacation time and opportunities for leisure activities. Quality of Life: Depending on the country, you may enjoy a high quality of life with access to modern amenities and a comfortable living environment. Conclusion Teaching abroad is a unique and enriching experience that offers numerous professional, personal, and cultural benefits. It allows you to grow as an educator and an individual while making a meaningful impact on students' lives and experiencing the adventure of living in a different part of the world. Whether you're seeking career advancement, cultural immersion, personal growth, or the excitement of travel, teaching abroad can be a highly rewarding path.

Being qualified to teach in your home country is a significant step, but it does not automatically mean you are qualified to teach in international schools. International schools often have specific requirements and preferences that go beyond having a teaching qualification from your home country. Here are some factors to consider: Common Requirements for Teaching in International Schools Teaching Certification: Most international schools require a valid teaching certification or license from your home country. Some schools may also accept international teaching certifications such as the PGCE (Postgraduate Certificate in Education) or equivalent. Degree Requirements: A bachelor's degree in education or in the subject you wish to teach is typically required. Some schools prefer or require a master's degree, especially for higher-level positions or specialized subjects. Experience: International schools often prefer candidates with several years of teaching experience. This experience should ideally be in the age group or subject area you intend to teach. Experience in an international setting is a plus but not always mandatory. Curriculum Knowledge: Familiarity with the specific curriculum the school follows (e.g., International Baccalaureate (IB), Cambridge International Examinations (CIE), American, British) is highly advantageous. Some schools might require specific training or certification in these curricula. Language Proficiency: Proficiency in the language of instruction is essential. For most international schools, this is English, but in bilingual or local international schools, proficiency in the host country’s language can be beneficial or required. Cultural Competence: An understanding of and sensitivity to diverse cultures is crucial. Schools look for teachers who can adapt to different cultural contexts and effectively engage with students from various backgrounds. Professional Development: Demonstrated commitment to ongoing professional development can be a key factor. Participation in workshops, courses, and conferences related to international education can enhance your qualifications References and Background Checks: Strong references from previous employers and a clean background check are standard requirements. Additional Considerations Relocation and Adaptability: International teaching positions often require relocation. Schools look for candidates who are adaptable and resilient in the face of new environments and challenges. Health and Well-Being: Some schools may have health requirements or require medical examinations to ensure that teachers can handle the physical and mental demands of living and working abroad. Steps to Enhance Your Qualifications 1. Get Certified in International Curricula: Consider obtaining certification or training in internationally recognized curricula (e.g., IB, Cambridge). Many organizations offer online courses and workshops Gain International Experience: Look for opportunities to gain experience teaching abroad, even if it’s through short-term positions or volunteer work Join Professional Organizations: Membership in international education organizations can provide networking opportunities and resources to enhance your teaching practice. Continue Professional Development: Engage in professional development opportunities related to international education and cross-cultural teaching practices. Conclusion While being qualified in your home country is a strong foundation, meeting the specific requirements of international schools often involves additional certifications, experience, and skills. Researching the specific requirements of the schools and countries you are interested in will help you better prepare and enhance your qualifications for teaching in an international setting.

Yes, each job will have its own set of requirements to be considered. Some employers and ministries are strict with the requirements, while other may be flexible. You are advised to read the job description in detail and should you still have further questions please contact is on +971 72 212 613 to advise you.

A bachelor's degree and a TEFL (Teaching English as a Foreign Language) certification are valuable qualifications, but they might not be sufficient to make you a fully licensed teacher for most international schools, particularly those that offer comprehensive academic programs beyond English language instruction. Here are some considerations: TEFL Certification Scope: A TEFL certification primarily qualifies you to teach English as a foreign language. It is highly relevant for positions focused on teaching English to non-native speakers, such as in language schools or as an English language teacher in international schools. Limitations: TEFL certification alone does not typically qualify you to teach other subjects or grade levels that require more comprehensive teacher training and certification. Bachelor's Degree Subject Knowledge: Having a bachelor's degree provides you with subject matter knowledge, which is crucial for teaching specific subjects at various educational levels. Not a Teaching License: A bachelor's degree alone does not constitute a teaching license. Most international schools require a teaching certification or license in addition to a bachelor's degree. Full Teaching Certification To be considered a fully licensed teacher for most international schools, you typically need the following in addition to your bachelor's degree and TEFL: Teaching Certification or License: Home Country Certification: A recognized teaching certification or license from your home country (e.g., a state teaching license in the U.S., Qualified Teacher Status (QTS) in the UK, etc.). International Certification: Some international schools accept certifications like the Postgraduate Certificate in Education (PGCE), International Baccalaureate (IB) certification, or similar credentials. Experience: Relevant Teaching Experience: Many international schools prefer or require teachers to have several years of relevant teaching experience in the subject or grade level they are applying to teach. Curriculum Knowledge: Specific Curriculum Training: Familiarity with the curriculum offered by the school (e.g., IB, Cambridge, American, British) is highly advantageous. Specific training or certification in these curricula may be required. Additional Requirements Language Proficiency: Proficiency in the language of instruction, typically English, but possibly other languages depending on the school's location and program. Cultural Competence: Ability to adapt to different cultural settings and work with diverse student populations. Professional Development: Ongoing professional development to stay current with educational practices and standards. Steps to Enhance Your Qualifications Obtain a Full Teaching License: Pursue a recognized teaching certification or license from your home country or an international certification program. If you are already teaching abroad you can register for the Teach For Life Teacher Training Course which will lead to a full teaching license Gain Relevant Experience: Accumulate teaching experience in the subjects or grade levels you wish to teach. Specialize in International Curricula: Consider training or certification in international curricula (e.g., IB, Cambridge). Continue Professional Development: Engage in professional development opportunities to enhance your teaching skills and knowledge. Click here to review the Teach For Life CPD courses you can attend Conclusion While a bachelor's degree and TEFL certification are valuable, they may not be sufficient on their own for a fully licensed teaching position in many international schools, particularly for subjects other than English. Obtaining a recognized teaching certification and gaining relevant experience are key steps to becoming fully qualified for a broader range of teaching positions in international schools.

As the world evolves and travel becomes more accessible, systems for teachers are also improving. It has become much easier to obtain a valid work permit to secure an international role. The good news is that many of our clients take responsibility of doing this for you and so all you are required to do is submit the right paperwork to obtain the right work permit for that country. While we strongly advise for you to do your own research, feel free to call a member of the team on +971 72 212 613 to discss further.

Unfortunately, this is not something we allow. Due to data protection regulations, we are unable to share contact details of staff members. Some schools do allow this to happen, post interview and offer only but not before. Speak to a Recruiter on +971 72 212 613 should you require more information before starting your application.

A member of the Teach For Life team will always send you a formal interview confirmation, which will provide all the detail you need about the Employer. Please ensure you are ready and waiting for your interview 15 minutes before the start time and have tested any online platform for technical issues.

Experience teaching the International Baccalaureate (IB) is often preferred, but not always required, when applying to teach at an IB school. Here are some factors to consider: When IB Experience is Preferred or Required: Higher-Level Positions: For roles such as IB Coordinators, Heads of Departments, or positions teaching higher-level courses, prior IB teaching experience is often essential. Subject Specialisation: If you are applying to teach a specific IB subject, experience with the IB curriculum in that subject can be highly advantageous. Competitive Schools: Prestigious or highly competitive IB schools may prefer candidates with extensive IB experience. When IB Experience is Not Always Required: Entry-Level Positions: For entry-level teaching positions, schools might be more flexible, especially if you have strong teaching credentials and experience in similar educational systems. Professional Development Opportunities: Many IB schools offer training and professional development for new teachers to get acquainted with the IB curriculum and teaching methods. Strong General Teaching Experience: If you have a robust background in education, particularly in international settings or with other rigorous curricula, schools may be willing to provide the necessary IB training. Steps to Enhance Your Candidacy: Attend IB Workshops and Training: Enroll in IB professional development workshops or online courses to familiarize yourself with the IB framework. Highlight Transferable Skills: Emphasize your experience with inquiry-based learning, interdisciplinary teaching, and assessment strategies, which align well with the IB philosophy. Show Willingness to Learn: Demonstrate a proactive attitude towards learning the IB curriculum and integrating its principles into your teaching. In summary, while having experience teaching the IB can be a significant advantage, it is not an absolute requirement for all positions. Emphasizing your relevant skills and showing a commitment to professional development can help you secure a position at an IB school.

Most international schools start their recruitment process well in advance of the new academic year. Here’s a general timeline to help you understand when to start looking for international teaching positions: Recruitment Timeline for International Schools Early Recruiting (October to December) Job Fairs: Begin as early as October. These fairs are crucial for networking and securing positions for the next school year. Online Applications: Schools often start posting job openings on their websites and Teach For Life. Peak Recruiting Season (January to March) Job Fairs: This is the busiest period for international school recruitment. Many of the major job fairs take place during these months, and schools aim to fill most of their positions by the end of March. Interviews and Offers: Schools will conduct interviews, either in person at job fairs, via video calls, or through direct visits to their campuses. Offers are frequently extended during this period. Late Recruiting (April to June) Remaining Vacancies: Schools focus on filling any remaining vacancies. This period is often used to hire for positions that may have opened up unexpectedly or were not filled earlier. Short-Term and Substitute Positions: Some schools may also recruit for short-term or substitute teaching roles at this time - register her to be a supply teacher with Teach For Life Last-Minute Recruiting (July to August) Unexpected Vacancies: Schools address last-minute vacancies that may arise due to unforeseen circumstances such as teachers backing out or changes in enrollment. Local Hiring: Schools might also focus on hiring locally available candidates who can start immediately. Tips for a Successful Job Search Start Early: Begin your job search in the fall to maximize your chances of securing a position. Early applications show your enthusiasm and can help you get ahead of the competition. Attend Job Fairs: Register for international job fairs, as they provide direct access to hiring schools and offer opportunities for face-to-face interviews. Update Your Profile: Keep your CV, cover letter, and professional profiles up-to-date and tailored to international teaching roles. Network: Use professional networks, both online (LinkedIn, teaching forums) and offline (job fairs, educational conferences), to learn about openings and get recommendations. Research Schools: Thoroughly research the schools you are applying to, ensuring they align with your professional goals and personal preferences. By understanding the recruitment timeline and preparing accordingly, you can increase your chances of securing a rewarding teaching position at an international school.

Interviews arranged by international schools follow a systematic process to ensure they select the best candidates for their teaching positions. Here’s a simplified outline of how these interviews are typically arranged: Scheduling Interviews Coordination: Schools coordinate with shortlisted candidates via Teach For Life to schedule interviews, often considering different time zones. Interview Formats: Depending on the candidate's location, interviews may be conducted in various formats: Video Interviews: Common for international positions, conducted via platforms like Zoom, Skype, or Microsoft Teams. Phone Interviews: Sometimes used for initial screening. In-Person Interviews: Conducted if the candidate is local or during international job fairs and recruitment events. Conducting Interviews Initial Interview: Often conducted by the HR team or a recruitment consultant, focusing on general fit and motivation. Subject-Specific Interview: Conducted by department heads or academic leaders to assess subject expertise and teaching methods. Panel Interview: Involves multiple school representatives, including principals, department heads, and senior teachers, to evaluate various aspects of the candidate’s suitability. Demo Lesson: Candidates may be asked to conduct a sample lesson to demonstrate their teaching skills and classroom management.

While it is highly beneficial and often preferred, it is not always a strict requirement for a teacher to know the specific curriculum of an international school to be hired. Here are some points to consider regarding this: Preferred Qualification: Many international schools prefer candidates who are already familiar with their curriculum, such as the International Baccalaureate (IB), Cambridge International Examinations (CIE), or American/British curriculums. This familiarity can make the transition smoother and demonstrate that the candidate is prepared to meet the school’s academic standards and teaching methodologies. Training and Orientation: Some international schools provide training and orientation for new teachers to familiarize them with their specific curriculum. This allows schools to hire talented educators who may not yet have experience with the curriculum but possess the skills and qualities necessary to be effective teachers. Transferable Skills: Schools may also consider candidates who have a strong background in teaching and possess transferable skills. These skills can include classroom management, differentiated instruction, and assessment strategies that can be adapted to various curricula. Experience and Adaptability: Teachers who have experience in international education or in teaching diverse student populations may be considered adaptable enough to learn and implement a new curriculum effectively. Certifications and Professional Development: Some schools may support teachers in obtaining relevant certifications or professional development to become proficient in the specific curriculum. This can be an attractive option for both the school and the teacher. Curriculum Knowledge as a Competitive Advantage: While it may not be an absolute requirement, having prior knowledge of the curriculum can give candidates a competitive edge in the hiring process. It demonstrates a commitment to the specific educational approach and a readiness to contribute effectively from the start. In conclusion, while knowing the specific curriculum of an international school may not always be a strict requirement for being hired, it is certainly advantageous. Schools may offer training and support to help new teachers become familiar with their curriculum, but having prior knowledge can significantly enhance a candidate’s prospects.

To update your references or request for updated references simply complete the Reference Consent Form and your referees will be contacted

If your police check if older than 6 months, submit the old one on on your application. However, you should immediately apply for a new police check which is the one that will be accepted and considered by an employer.

Yes, we have carefully teamed up with a number of companies around the world to take the pain of this process out of your hands. Either before or after (we recommend) of securing a teaching job,, simply complete the Attestation Enquiry Form and you will be contacted by a member of the team who will advise you on what to do.

In brief, yes. Age restrictions for teaching in international schools can vary depending on several factors, including the country, type of school, and specific visa requirements. Here are some key considerations regarding age restrictions: Legal Working Age Minimum Age: Most countries require teachers to be at least 18 years old. However, given the need for higher education and teaching qualifications, most international school teachers are typically in their mid-20s or older. Qualifications: Teachers usually need to have completed their undergraduate degree and possess relevant teaching credentials, which generally means they are at least in their early to mid-20s by the time they are eligible for such positions. Retirement Age and Maximum Age Limits Mandatory Retirement: Some countries have mandatory retirement ages, often between 60 and 65 years old. This can affect the ability to obtain a work visa or employment contract. Employer Policies: Individual international schools or educational organizations may have their own policies regarding retirement age and might prefer younger teachers for certain roles. Work Visas and Permits Visa Restrictions: Work visas may have age restrictions imposed by the country’s immigration laws. Some countries have upper age limits for issuing work visas, particularly for non-citizens.For Example: South Korea: Often prefers teachers under 60 for certain types of work visas. Japan: Generally does not impose strict upper age limits but visa requirements may vary. Gulf Countries (e.g., UAE, Saudi Arabia): Often have age limits around 60 years for issuing work visas. China: Typically imposes age restrictions around 60 to 65 for work visas. Health and Fitness Medical Exams: Many countries require a medical examination as part of the visa application process. While this isn't an age restriction per se, older applicants may face more scrutiny regarding their health. Experience and Qualifications Young Teachers: Younger teachers need to demonstrate adequate experience and qualifications, often requiring substantial teaching practice. Older Teachers: While experience is highly valued, older teachers may need to be aware of potential visa restrictions and health requirements. Country-Specific Policies Asia: Some countries in Asia may prefer younger teachers for language schools but value experience for international schools. Middle East: Gulf countries often have stricter age limits for work visas. Europe: EU countries might have more flexibility for EU citizens but could impose different rules for non-EU citizens. Practical Steps to Navigate Age Restrictions Research Visa Requirements: Check the specific visa and work permit regulations for the country you are interested in. Government websites and consulates provide reliable information. Contact Schools Directly: Ask potential employers about their policies regarding age and work visas. Schools with experience in hiring international teachers can offer guidance. Professional Networks: Engage with professional teaching networks or forums for international teachers to gain insights and advice from others who have faced similar challenges. Conclusion While age restrictions for teaching in international schools are not universally applied, various factors such as country-specific visa regulations, employer policies, and health requirements can impose age-related limitations. Thorough research and direct communication with potential employers are crucial to understanding and navigating these restrictions.

We strong advise you to gain your teaching license to help you secure the best possible role you can, however if you have just a degree with at least 1 years teaching experience as a full time practitioner then you can register here

There are over 12,000 international schools around the world and growing each year. Some schools are in their infancy while others are very established. As a general guide we advise you to see whether the employer has any formal accreditation, such as: The Council of International Schools (CIS) New England Association of Schools and Colleges (NEASC) Western Association of Schools and Colleges (WASC) The Council of British International Schools (COBIS) The International Baccalaureate (IB) AdvancED Some schools starting out have a fantastic reputation, but have not gone through a formal accreditation, so we recommend for you to do your research or contact a member of the team on +971 72 212 613 to help you further.

Yes, many international schools provide professional development opportunities for their staff. These opportunities are designed to help educators stay current with educational trends, improve their teaching skills, and enhance their professional growth. Here are some common professional development opportunities offered by international schools: Workshops and Seminars Conferences Online Courses and Webinars In-house Training Mentorship Programs Professional Learning Communities (PLCs) Advanced Degrees and Certifications Sabbaticals and Study Leaves Collaborative Planning Time Providing these professional development opportunities not only helps teachers improve their skills but also enhances the overall quality of education offered by the school.

Yes, there is significant scope for career growth in international schools. Key opportunities include: Diverse Career Paths International schools offer roles beyond teaching, such as administrative positions (principals, department heads), specialist positions (counselors, librarians), and extracurricular roles (sports, arts leadership). Professional Development These schools emphasize professional growth through further education support, workshops, seminars, and international conferences. Networking and Collaboration Teachers can build a global network, collaborate internationally, and participate in cross-cultural exchanges. Cultural and Personal Growth Working abroad enhances cultural competence and language skills. Competitive Compensation International schools often offer higher salaries, housing allowances, relocation packages, and health insurance. Leadership Opportunities Paths to leadership roles include curriculum development and mentoring new teachers. Security and Mobility Experienced international educators are in high demand, with opportunities to work in different countries within school networks. Innovation and Technology Access to cutting-edge educational technologies and participation in research projects enhance teaching practices. Overall, a career in international schools offers numerous opportunities for professional and personal growth, leadership development, and job mobility.

The salary and benefits package you can expect from an international school can vary widely depending on several factors, including the country, the school's reputation, your qualifications, and your teaching experience. Here's a general overview of what you might expect: Salary Range: Salaries for international school teachers typically range from 110,000 AED to 220,000 AED ($30,000 to $60,000 USD) per year, but this can go higher in more prestigious schools or for senior positions. Variability by Country: Salaries can be significantly higher in countries with a high cost of living (e.g., Switzerland, Singapore, Hong Kong) and may be lower in countries with a lower cost of living (e.g., Thailand, Vietnam, Egypt). Benefits Housing: Many international schools provide free or subsidized housing, either on-campus or in nearby areas. Flights: Annual round-trip airfare to your home country is often included. Health Insurance: Comprehensive health insurance coverage for you and, in some cases, your family. Relocation Allowance: Assistance with moving costs, which may include shipping of personal items. Pension: Contributions to a retirement savings plan. Professional Development: Opportunities for ongoing professional development, including funding for workshops, conferences, and further education. Tuition for Children: Free or discounted tuition for teachers' children to attend the school. Bonuses: End-of-contract bonuses or performance-related bonuses are sometimes offered. Paid Leave: Generous vacation time, often aligning with school holidays, plus sick leave and personal leave. Additional Considerations Cost of Living: Consider the cost of living in the host country when evaluating a salary offer. A lower salary in a country with a lower cost of living might provide a comparable or even better standard of living than a higher salary in an expensive country. Taxation: Research the local tax laws. Some countries have favorable tax conditions for expatriates, while others do not. Contract Length: Typical contracts are for two years, which may include incentives for contract renewal. Workload and Expectations**: Understand the workload, class sizes, and extracurricular commitments expected of you. Example Packages by Region Middle East: Competitive salaries often tax-free, free housing, flights, health insurance, and professional development. East Asia: High salaries in countries like Japan, South Korea, and Hong Kong, with housing allowances and comprehensive benefits. Southeast Asia: Moderate to high salaries with good benefits including housing, flights, and health insurance. Europe: Salaries can vary widely; Western Europe tends to offer higher salaries, while Eastern Europe might offer lower salaries but with a lower cost of living. Latin America: Typically lower salaries compared to other regions, but benefits often include housing and flights. In summary, international school teaching packages can be very attractive, offering not just competitive salaries but also a range of benefits that can significantly enhance your overall compensation and quality of life.

No. As per the Candidate Terms & Conditions, a candidate should not contact a client without written consent given by Teach For Life. All enquiries should be sent through your Recruiter as Employers have Terms & Conditions they have signed with Teach For Life. If you breach this, there is a high chance the Employer will ask you to come back to Teach For Life and it can give the Employer a bad impression of you not following the protocol. Teach For Life permits a Candidate contacting a Client directly to safeguard both the Candidate and the Client. Contacting an Employer that Teach For Life has introduced to you, without the consent from Teach For Life, may result in your profile being blacklisted from our database. As a general rule of thumb, if in doubt, always as your Recruiter. Call us on +971 72 212 613 to assist you.

International schools often provide a range of benefits to attract and retain qualified teachers. While the specifics can vary by school, location, and individual contracts, here are some typical benefits you might expect: Travel and Relocation Benefits Flights: Coverage for initial flights to the host country and return flights at the end of the contract. Some schools also provide annual return flights to the home country. Relocation Allowance: Financial assistance for moving expenses, which can cover shipping personal belongings or other relocation-related costs. Housing Provided Housing: Many schools offer furnished housing for teachers, which can be on-campus or in nearby areas. Housing Allowance: Instead of direct housing, some schools provide a monthly allowance to cover rental costs. Utilities: Coverage or subsidies for utilities such as electricity, water, and internet. Health and Wellbeing Health Insurance: Comprehensive health insurance coverage for the teacher, and often for their dependents, including medical, dental, and sometimes vision care. Wellness Programs: Access to wellness programs, gym facilities, or health-related workshops. Professional Development Training and Workshops: Opportunities for professional growth through workshops, seminars, and conferences. Further Education: Some schools offer subsidies or full coverage for further education, such as advanced degrees or specialized certifications. Leave and Holidays Paid Leave: Paid annual leave, typically during school holidays, which can include summer, winter, and spring breaks. Sick Leave: Paid sick leave for illness or medical needs. Maternity/Paternity Leave: Paid or partially paid leave for new parents. Children’s Education Tuition Waivers: Free or discounted tuition for the teacher’s children to attend the school. Educational Support: Additional support for children’s educational needs, such as tutoring or special programs. Financial Benefits Competitive Salary: Salaries often comparable to or higher than those in the teacher's home country. Bonuses: Performance-based bonuses or end-of-contract bonuses. Retirement Plans: Contributions to retirement savings plans, which can vary by country and school. Settling-In Support Orientation Programs: Programs to help new teachers acclimate to the school and local culture. Assistance with Visas and Work Permits: Support in obtaining necessary work visas and permits. Other Perks Transportation: Subsidized or free transportation to and from the school. Meals: Free or subsidized meals at the school cafeteria. Community Events: Access to school community events, social gatherings, and cultural experiences. Conclusion While the exact benefits can vary, international schools often provide a comprehensive package designed to make the transition to a new country and job as smooth as possible. When considering a position, it is essential to carefully review the benefits package offered and, if necessary, negotiate to ensure it meets your needs and expectations.

The provision of free and guaranteed education for teachers' children at international schools can vary widely depending on the school's policies and the terms of your employment contract. Here are some key points to consider: Common Practices Tuition Waivers or Discounts: Many international schools offer tuition waivers or significant discounts for the children of their teaching staff. This can range from a full waiver to a percentage discount on tuition fees. Number of Children Covered: Policies can differ in terms of how many children are covered. Some schools may cover tuition for all of a teacher’s children, while others may limit the benefit to one or two children. Additional Fees: Even if tuition is covered, there may be additional fees not included in the waiver, such as for uniforms, extracurricular activities, books, and transportation. Grade Levels Covered: Some schools might have specific policies regarding which grade levels are covered under the tuition waiver. It is important to confirm whether the benefit covers all grade levels from primary to secondary education. Factors to Consider Employment Contract: The specific details regarding education benefits for teachers' children will usually be outlined in the employment contract. It is crucial to review this section carefully before accepting a position. Negotiation: In some cases, you may be able to negotiate the terms of your contract to include better educational benefits for your children, especially if the school is particularly interested in hiring you. School Policies: Policies can vary not only by school but also by location and the type of international school (e.g., for-profit vs. non-profit). It’s important to inquire directly with the school about their specific policies. Quality of Education: Even if the school provides free or discounted education, consider the quality and fit of the school’s educational program for your children. This includes the curriculum offered, extracurricular opportunities, and the overall school environment. Practical Steps Ask During the Hiring Process: When applying and interviewing for international teaching positions, explicitly ask about the educational benefits for your children. Review the Offer Letter: Ensure that the offer letter or employment contract explicitly states the details of any educational benefits provided for your children. Inquire About Additional Costs: Clarify if there are any additional costs that are not covered by the tuition waiver and plan accordingly. Consider Alternative Options: If the educational benefit is not sufficient, explore other schooling options in the area. Some countries have multiple international schools, and some might offer different benefits or better fit your children’s educational needs. Conclusion While many international schools do provide free or discounted education for the children of their teaching staff, this is not a universal benefit and can vary significantly. It is essential to inquire directly with each school, review the terms in your employment contract, and consider all aspects of the educational environment to ensure it meets your family’s needs.

Not all benefits provided to teachers at international schools are automatically extended to their family members. The extent of coverage for family members can vary widely depending on the school's policies, the country, and the specific employment contract. Here is a detailed look at how these benefits might apply to family members: Travel and Relocation Benefits Flights: Initial and Return Flights: Some schools provide flights for immediate family members (spouse and dependent children) at the beginning and end of the contract. Others may cover only the teacher’s flights or provide partial reimbursement for family members. Annual Flights: If annual return flights are provided, these may sometimes extend to family members, but this is not always guaranteed. Relocation Allowance: Family Coverage: Relocation allowances may cover family members, but the amount might not increase proportionally with the number of dependents. It’s important to check if the allowance is intended to cover a family or just the individual teacher. Housing Provided Housing: Family Accommodation: Schools that provide housing typically offer accommodation suitable for a family if the teacher is moving with dependents. The size and type of housing may vary based on family size. Housing Allowance: Family Considerations: Housing allowances might be calculated to consider family needs, but it’s essential to confirm this with the school. Health and Wellbeing Health Insurance: Family Coverage: Many schools extend health insurance coverage to immediate family members, but the specifics (such as the extent of coverage and what is included) can vary. Wellness Programs: Access for Family: Some wellness programs or facilities might be available to family members, but this is less common and depends on the school's policies. Professional Development Training and Workshops: Typically, these benefits are exclusive to the teacher and do not extend to family members. Further Education: Benefits related to further education or advanced degrees are generally provided to the teacher only. Leave and Holidays Paid Leave and Sick Leave: These benefits apply to the teacher directly. Family members are not directly affected by these policies but benefit from the teacher's availability. Maternity/Paternity Leave: This is directly related to the teacher, but it obviously benefits the family. Children’s Education Tuition Waivers: School Enrollment: Many international schools offer free or discounted tuition for teachers' children to attend the school. This is one of the most significant benefits for teachers with families. Educational Support: Additional Services: Any additional educational support for children typically applies to the teacher’s children if they are enrolled in the school. Financial Benefits Competitive Salary and Bonuses: These benefits are specific to the teacher, though they impact the family's overall financial situation. Retirement Plans: Retirement benefits typically apply to the teacher, with the family benefiting indirectly. Settling-In Support Orientation Programs: Family Inclusion: Some schools include orientation programs for family members to help them adjust to the new environment. Assistance with Visas and Work Permits: Family Support: Schools often assist with visas and work permits for the teacher’s immediate family members. Other Perks Transportation: If provided, transportation benefits might extend to family members, but this depends on the school. Meals: Free or subsidized meals are generally provided for the teacher, though family members might also benefit if meals are included in community events. Community Events: Family members are often welcome to participate in community events, which helps them integrate into the school community. Conclusion While many benefits provided by international schools can extend to family members, this is not automatic and depends on the specific policies of the school and the terms of the employment contract. It is crucial to clarify these details with the school administration and review your contract to understand the extent of coverage for your family members. If certain benefits are important to you, consider negotiating these aspects during the hiring process.

In general the answer is no. International schools vary widely in terms of whether they have unions to protect teachers. Here are some key points to consider regarding union presence and teacher protection in international schools: Union Presence Varies by Country: The presence of teacher unions in international schools often depends on the country in which the school is located. Some countries have strong labor laws and established unions, while others may have minimal union presence or legal restrictions on union activities. Local vs. International Unions: In countries with strong labor unions, teachers at international schools might be able to join local teachers' unions. However, these unions might not always fully represent the specific needs of international school teachers. School-Specific Policies: Some international schools may have their own internal associations or committees that function similarly to unions, representing teacher interests and providing a platform for addressing grievances. Teacher Protection Contracts and Employment Law: Teacher protection in international schools often relies on the terms of the employment contract and the labor laws of the host country. These laws can provide various levels of protection regarding salary, working conditions, and dispute resolution. Accrediting Bodies: Some international schools are accredited by organizations that set standards for teacher treatment and working conditions. These accrediting bodies can offer some degree of protection by ensuring schools adhere to certain practices. Professional Associations: International teachers might join professional associations related to their specific curriculum (e.g., the International Baccalaureate Organization or Cambridge International) which can offer resources, support, and advocacy. Mediation and Arbitration: Many international schools have policies for conflict resolution that include mediation and arbitration processes to address disputes between teachers and the administration. Legal Recourse: Teachers in international schools may have access to legal recourse through local courts or labor boards, depending on the country’s legal framework. This can provide an avenue for addressing unfair treatment or contract violations. Considerations for Teachers Research: Prospective teachers should research the presence and strength of teacher unions or associations in the host country and the specific school. Contracts: Carefully reviewing the contract terms, including clauses related to dispute resolution, working conditions, and termination, is essential. Networking: Connecting with current or former teachers from the school can provide insights into the school’s practices regarding teacher protection and support. Professional Support: Joining international or subject-specific teaching associations can provide additional layers of support and resources. In conclusion, while the presence of unions in international schools varies, there are multiple avenues through which teachers can seek protection and support, including contracts, accrediting bodies, professional associations, and legal recourse.

Typical contract lengths for teaching positions in international schools can vary, but the most common durations include: One-Year Contracts: These are less common but may be offered in specific situations, such as for short-term replacements or temporary positions. Two-Year Contracts: This is the most common contract length for international school teaching positions. It provides stability for both the teacher and the school, allowing time for the teacher to adapt to the new environment and for the school to benefit from the teacher’s contributions. Three-Year Contracts: Some schools offer three-year contracts, particularly for more experienced teachers or those in leadership positions. This longer duration can be beneficial for both parties, providing extended stability and continuity. Renewable Contracts: Many international schools offer renewable contracts, where the initial contract (typically two or three years) can be extended based on mutual agreement. This renewal is often contingent on performance evaluations and the teacher’s desire to stay. Permanent or Indefinite Contracts: Rarely, some international schools may offer permanent or indefinite contracts, particularly for senior administrative roles or after several successful contract renewals. Probationary Periods: Some contracts may include a probationary period, usually lasting between 3 to 6 months, with some school extending this to a year, during which either party can terminate the contract with shorter notice. Key Considerations: Renewal Terms: Many schools outline the terms for contract renewal, including performance reviews, mutual consent, and any changes in contract conditions. Benefits and Support: Contract lengths may also be influenced by the benefits and support provided, such as relocation assistance, professional development opportunities, and housing allowances. Local Laws and Regulations: The contract length can also be influenced by the host country's labor laws and visa regulations. Why Two-Year Contracts are Common: Adaptation Period: A two-year period allows teachers to adapt to the new cultural and educational environment. Stability for Students: It provides stability for students, who benefit from consistency in their learning experience. Recruitment Cycle: Many schools plan their recruitment cycles around a two-year period, making it easier to manage staff turnover and ensure smooth transitions. In summary, while the typical contract length for teaching positions in international schools is usually two years, variations exist depending on the specific circumstances and needs of the school and the teacher.

Yes, international school contracts are often renewable at the end of the initial contract period, though this can vary based on several factors. Here are some key points to consider regarding the renewability of contracts at international schools: Standard Contract Lengths Typical Duration: Most initial contracts at international schools are for one to three years. Probation Period: Some contracts may include a probationary period, after which the contract terms can be reviewed. Renewal Process Performance Review: Renewal is often contingent on a satisfactory performance review conducted by the school administration. Mutual Agreement: Both the teacher and the school need to agree to the renewal. This involves discussions on terms, potential adjustments to salary, and any changes to the job description. Factors Influencing Renewal Job Performance: Strong performance and positive evaluations increase the likelihood of contract renewal. School Needs: The school's staffing needs and budget can impact the decision to renew contracts. Teacher's Desire: The teacher's interest in continuing with the school and possibly negotiating improved terms. Local Regulations: Visa and work permit regulations of the host country may affect the ability to renew contracts. Renewal Terms Same Terms: Some contracts are renewed on the same terms as the initial contract. Negotiated Changes: There might be negotiations for better terms, such as higher salary, improved benefits, or different responsibilities. Duration: Renewed contracts may have a similar duration (one to three years) or be for a different length of time, depending on the agreement between the teacher and the school. Early Termination and Non-Renewal Non-Renewal: If either party is not satisfied, the contract may not be renewed. Schools usually provide notice of non-renewal within a specified period before the end of the contract. Early Termination: Some contracts include clauses that allow for early termination under specific conditions, such as breaches of contract or significant changes in personal circumstances. Communication and Planning Timely Discussions: It’s important for teachers to engage in discussions about contract renewal well before the current contract ends, typically several months in advance. Clarification of Intentions: Both parties should clearly express their intentions regarding renewal to avoid misunderstandings and ensure a smooth transition. Conclusion International school contracts are often renewable, provided that both the teacher and the school are satisfied with the arrangement and that relevant performance and regulatory criteria are met. Teachers interested in renewing their contracts should prepare for performance reviews, communicate their intentions early, and be ready to negotiate terms if necessary.

Breaching an international school contract can have several consequences, both legal and professional. The specifics can vary depending on the terms of the contract, the laws of the host country, and the policies of the school. Here are some potential consequences: Financial Penalties Repayment of Benefits: You may be required to repay any upfront benefits, such as relocation allowances, housing stipends, or airfare. Fines: Some contracts include clauses specifying financial penalties for early termination. Legal Consequences Lawsuits: The school may take legal action against you for breach of contract, especially if significant financial loss is involved. Visa Issues: Breaching your contract may result in the termination of your work visa or residency permit, requiring you to leave the country immediately. Professional Consequences Reputation Damage: Breaching a contract can damage your professional reputation, making it more difficult to secure future teaching positions, especially within the international school network. Negative References: The school may provide negative references to future employers, affecting your job prospects. Contractual Obligations Notice Period: If you fail to provide the required notice period specified in the contract, this may be considered a breach. Obligations: Not fulfilling your teaching or administrative duties can be seen as a breach of contract. Personal and Ethical Considerations Relationships: Breaching a contract can strain relationships with colleagues and students, potentially impacting your career and personal life. Ethical Considerations: Upholding contractual commitments is generally considered a professional and ethical obligation. Mitigating the Impact Early Communication: If you foresee a need to leave your position early, communicate with your employer as soon as possible to discuss potential solutions, such as negotiating an early release from your contract. Legal Advice: Seek legal advice to understand your rights and obligations under the contract and the laws of the host country. Professional Approach: Approach te situation professionally, providing adequate notice and assisting in the transition to minimize disruption. Common Reasons for Breach and Their Handling Health Issues: If you need to breach your contract due to health reasons, provide medical documentation and discuss options with your employer. Family Emergencies: Similarly, family emergencies may require early termination. Clear communication and documentation can help manage the situation. Unsatisfactory Working Conditions: If the breach is due to unsatisfactory working conditions, try to resolve the issues internally before opting to leave. Conclusion Breaching an international school contract can have significant legal, financial, and professional consequences. It's essential to thoroughly understand your contract terms, communicate proactively with your employer, and seek legal advice if necessary. Maintaining professionalism and ethical conduct can help mitigate some of the negative impacts if you find yourself in a situation where breaching the contract is unavoidable.