A Montessori school depends on guides trained in the method, who prepare the room, observe the child and step back. Few such people exist locally, and a guide who leaves takes a year of classroom rhythm along.
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Share your requirementsA Montessori school runs mixed-age classrooms where children choose their work from shelves of material set out by the guide. The guide, sometimes called directress or teacher, is trained in the method, watches each child closely and keeps records of what each has been introduced to. An assistant keeps the room orderly and helps children. Some schools are small, owner-led and charge fees above neighbouring preschools, so parents expect the method to be followed faithfully. Trained guides are hard to find, and some schools send their own people for a diploma and then watch them move on. The wider education hub covers what all schools share.
These are the places the people side of this kind of business tends to give way. The rest of this page works through them.
HR here has to work for each of these groups, not only the office. The set-up below is written with all of them in mind.
GullyHR runs talent acquisition for permanent roles in montessori schools. For each role we agree the job description with you, find and screen candidates against it, and support the offer through to joining. Tell us the role and the number of people, and we start there.
We recruit permanent employees. We do not supply contract or temporary staff.
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.
We agree what the role must deliver, the must-have and nice-to-have skills, and how each will be scored.
Screening call, assessment, interview rounds and decision points, sized to the role and the number of people you hire.
Structured questions for each role family and a rating guide, so two interviewers judge the same answer the same way.
A short briefing for your managers on what to ask, what to avoid and how to give a clear yes or no.
Who approves, how the offer is made, and how candidates are kept informed from first call to joining.
Few people hold a recognised diploma, so one resignation can leave an age group without a qualified adult for months.
Choosing when to introduce material, or when to leave a child alone, is not in a manual. Replacement guides take a year to find the rhythm.
A school pays for a diploma and the guide moves to a bigger school or opens a school of their own. Owners hesitate to invest again.
They are asked to follow the guide without knowing why, and some undermine the room by well-meant help.
Parents who read about the method ask about it. Staff need to explain what they do and why, without overpromising.
Observation notes and progress sheets are personal, and a handover on departure may be thin.
Start with the topics that matter most here: Learning and Development; Career and Succession Management; Retention and Attrition Management. Then work through the rest. Each topic is written for education, not in general.
Training planned from need rather than from the calendar.
Named backups for the roles that cannot be vacant.
Who leaves, when, why, and which of them mattered.
How many people, in which roles, by when, and what they will cost.
Structure, reporting lines and who is allowed to decide what.
Requisition to joining, the same way every time.
A first day that is the same for the fifth joiner as the first.
Records, attendance, leave and the day-to-day HR that must simply work.
Salary structure, payroll inputs and a month that closes on time.
Goals, reviews and ratings that hold up in a conversation.
Communication, recognition and the conditions people actually work in.
Two routes, one for complaints, one for conduct, kept separate.
Policies a manager can apply, and obligations with owners and dates.
Induction, records, incident reporting and follow-through.
Resignation to relieving letter, in a defined order.
Records that survive people, and approvals that do not queue.
A short monthly pack management actually reads.
An HR function that runs the same way every month.
The pieces a montessori schools business puts in place, in an order that makes each easier. Open any card for the detail.
From assistant to trainee to qualified guide to lead guide, with the training and observation needed at each step.
From assistant to trainee to qualified guide to lead guide, with the training and observation needed at each step. See competency and talent work.
If the school pays for a diploma, set out the commitment on both sides plainly, with the support the school gives in return.
If the school pays for a diploma, set out the commitment on both sides plainly, with the support the school gives in return. Confirm the written terms with a qualified professional.
A few sessions on why the room is arranged as it is, what to do and not do, and how to speak to children.
A few sessions on why the room is arranged as it is, what to do and not do, and how to speak to children. Review after a term.
A simple common format that a new guide can read, with a handover meeting when a guide leaves or changes level.
A simple common format that a new guide can read, with a handover meeting when a guide leaves or changes level.
Plain answers to common parent questions, shared with all staff so that messages are consistent.
Plain answers to common parent questions, shared with all staff so that messages are consistent.
Thirty minutes to share what was seen, what worked, and what to try.
Thirty minutes to share what was seen, what worked, and what to try. It builds a shared practice that survives staff change.
Before changing anything, find out what is true today. Work through the checks using a recent operating period. The time needed depends on the records you hold; note missing evidence and use the findings to choose a priority.
Share your requirementsConfirm with a qualified professional. What applies to you depends on your business, your state and your arrangements, and it changes. This page describes practice. It does not state a legal position.
The services below fit this kind of business best. Each starts by recording where you stand, and every later report compares against that. We do not promise outcomes.
A way to bring assistants towards guiding and keep method practice alive through short sessions.
A ladder from assistant to lead guide, with clear skills at each step.
Roles for guide, assistant and specialist teacher that match how a Montessori room runs.
Observation-based reviews that suit a method built on watching rather than testing.
Start with a free conversation, or see the paid HR Diagnostic.
Understand the business, its workforce, current processes and HR challenges.
Find the missing, weak, inconsistent or person-dependent processes.
Create the structure, processes, policies, SOPs, dashboards and systems needed.
Help HR and department managers actually adopt the new system.
Digitise repetitive and approval-based workflows where it is worth doing.
Track hiring, attendance, employee cost, performance, training and attrition.
Strengthen the people-management system continuously, not once.
From the GullyHR blog: one on HR in education, and one on each of the topics this page points to.
Faculty, administrative and support staff leave for different reasons. How to ask what shaped their decision and act on it within the academic calendar.
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A founder's guide to hiring freshers and running a first-year programme: campus or open drives, a screening round, a training plan by quarter, mentors and checkpoints.
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A two-hour exercise that names the roles you could not fill quickly, who could cover them, and what readiness would actually require.
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What really keeps mobile app and web developers in a small firm: stay conversations, growth paths, fair release rules and a risk sheet an owner can use this month.
6 min readRead articleMore on the GullyHR blog.
Offer a visible path, fair pay compared with nearby schools, calm classrooms, regular meetings with other guides and recognition from parents. Guides stay where their craft is respected.
Yes, if they are committed and the school sets clear terms. Agree the support, expected service period and what happens if they leave early, and have a qualified professional review the terms.
The reasons behind the room layout, how to step back from a child's work, how to speak quietly and respectfully, and what to report to the guide. Short sessions, repeated, work better than a long one.
Use observation of the room, the teacher's records, how children settle and how the teacher works with parents. Avoid test scores and rankings. Agree what good looks like with them before the visit.
Introduce a shared observation record, a weekly sharing session, and have an assistant or second guide spend time in the guide's room. Knowledge needs to sit in more than one head.
We would ask who your guides are and how long each is likely to stay, what assistants are told about the method and how a class is handed over. A guide ladder with a common observation record is a natural first job, and scope is written for your approval.
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