Find candidates for even your hardest-to-fill roles.

Many candidates who could fill your openings aren’t actively looking and aren’t reading job boards. Our recruiters find and engage them, check their licenses, and stay with your team through the hire process.

Send us one hard role

What districts and schools tell us

The problem

“The universities are just not producing special education candidates.”

District HR director, Arizona

The district received its first 13 candidates two days after approving the search.

“We posted French in June. By August we had one applicant.”

District HR director, Pennsylvania

Assembly found 96 nearby French teachers, and four were interested within four days.

After a search with Assembly

“These are the best math candidates I’ve ever had.”

Glenn Burns, Principal, Salem High School, Massachusetts

After 13 applicants the math team passed on, Assembly brought Glenn 53 candidates, and he ended the search with the people he needed.

“You pulled people we wouldn’t have found ourselves.”

Talent manager, New York charter network

Eighteen candidates in two weeks for construction and facilities roles.

Send us the role
you have reposted
the most.

A recruiter reads the role the day it arrives and agrees on the criteria with you. Within a week, the first candidates are in your inbox, each with their background and a license check. Your team sets the criteria and signs off on how we reach out, and your recruiter runs the search from there.

We recruit special education, math, and world-language teachers; paraprofessionals and student-support staff; and transportation, custodial, finance, facilities, and construction roles.

Or email us the role instead →

How our recruiters search.

More than a million Americans hold a valid teaching license and are not teaching. Nearly two-thirds of teachers hired each year are not new graduates. They are returning teachers or people who earned a license and never took a classroom job. Our recruiters find the ones near your school and contact them directly.

Sources: California Commission on Teacher Credentialing, 2024–25 credential and staffing counts; Richard Ingersoll’s analysis of the National Teacher and Principal Survey.

Hundreds of millions of profiles

A recruiter uses our software to find people whose backgrounds fit your criteria, checks each teaching license against the state’s record, and reads every match before it reaches your team.

Calls to the people who fit

Your recruiter writes to and calls the people who fit, then works the networks around your district: education programs and their professors, recent retirees, and people your staff would vouch for.

Ads in your community

We put the role in front of people who do not read district job boards, including career changers, college instructors, and teachers who left and might come back.

A search built around your exact hiring priorities.

Your hiring team sets the criteria before the search starts. Your recruiter scores each person against them and sends you a list with each person’s background and license check. Before your recruiter contacts anyone, your team signs off on the criteria and on how we reach out.

Your recruiter writes every message, contacts people on your district’s behalf, and answers their replies. Interested candidates are introduced to your hiring manager by email with a scorecard. You approve any ad that uses your district’s name. Candidates can apply through your own posting, and your recruiter keeps them informed through the hire.

Assembly Discover view showing scored special education candidates with verified licensure — One search, from the job description to a shortlist. The demo uses sample data.

Your recruiter stays with the process.

Your recruiter screens candidates, keeps them informed, and works with your hiring team through final interviews. Your team sets the criteria, chooses the assessments, and makes every hiring decision.

With our first districts, we are rolling out software for candidate updates, assessment, and matching. It works alongside the applicant tracking system you already use, so nothing has to be replaced.

Screen

Your recruiter screens résumés against the criteria your hiring manager sets. Your team leads the live interviews and can ask candidates to complete a recorded screening interview on their own time.

Communicate

Your recruiter sends candidates timely updates, and candidates can check where they stand at any time.

Assess

Your team chooses the assessments. Assembly organizes evidence from interviews, submitted work, and teaching simulations so your team can compare candidates against the same criteria.

Match

Assembly helps candidates and schools confirm mutual interest before final interviews. Your team decides who advances.

Why we're building Assembly.

The people schools hire shape what students experience every day. Assembly helps K–12 teams reach qualified people who have not applied and gives every candidate a clear, responsive hiring process.

Qualified candidates do not always apply.

Schools can reach more people by finding them directly and giving them a reason to consider the role.

Candidates should always know where they stand.

Clear communication and quicker responses make strong candidates more likely to stay in the process.

School leaders make the hiring decisions.

AI can handle administrative work and organize evidence. Hiring teams decide who advances and who is hired.

Who we are

Assembly is built inside Workshop Ventures, a venture studio. Our team has worked in district central offices, taught in public school classrooms, and built companies from their earliest days.