Schools

Perrett Laver is a leading global executive searfch firm with one of the largest education practices in the world. We work broadly across the global schools sector, partnering with leading independent schools, academies serving many different communities, prestige international schools, growing global schools groups and major educational bodies and charities.We believe passionately in the transformative power of education and we are deeply committed to connecting exceptional leaders with the best schools and education organisations worldwide.

Our experience of appointments within the sector covers a broad range of organisations.

We work globally on a range of senior appointments within the sector.

UK Independent

UK State Schools

3%Fundraising & Marketing

8%Eucation & Research

23%Bursar, Chief Operating

Officer, Director of Finance and Director of HR

Internatiional Schools

Educational bodies and Charities

52%Principal & Head

10%Board

10%Deputy Principal & Head

Proportion of appointments

by sector

Proportion of appointments

by type

2

Schools

Table of Contents

SECTION PAGE

1. Challenges 04

2. The Value of Search 06

3. Our Approach 07

4. Identify, Engage, Secure 08

5. Our Experience 12

6. Our Commitment to Diversity 13

7. Our Invitation 14

ChallengesPerrett LaverSchools 1

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The global schools sectoris experiencing a period ofunprecedented change. Schoolsand other educational organisationsworldwide find themselves facingan increasingly complex rangeof opportunities and challenges.Whilst there are clear variationsin different parts of the sector, theboundaries between public andprivate, national and internationalare equally becoming ever moreporous, and for all organisations –regardless of their type, market orlocation – quality of leadership willbe a crucial determinant of success.

1 Challenges

UK Independent Sector

In the UK, independent schoolsof all types are operating in avery different and increasinglychallenging external environment.The affordability of an independenteducation is set to be one of thegreatest strategic challenges facingthe sector in this next period, andas economic pressures on parentscontinue to grow, the size andshape of the market is changing.The downturn has precipitateda shift in parental expectationsand the rise of the parent as‘educational consumer’ has createda new dynamic for such schools.

Such challenges, and many othersbeside, will inevitably have a bearingon the type of leaders required.More broadly, as young peopleincreasingly demand an educationwhich fully equips them to thrive in aglobal and increasingly competitive21st Century world, the leadershipmodel for independent schools isevolving. The next generation oftruly exceptional leaders will definea school in terms of the pursuit ofexcellence and a deep commitmentto developing a generation ofpupils who are equipped tolive lives of consequence.

UK State Sector

In recent years, the nationaleducation environment hasexperienced a period of rapidand unprecedented change. Theimpact such shifts have on thesize and shape of state educationprovision has been particularlydramatic, and the rise of academies,free schools, university technicalcolleges and many other newinstitutions has changed thelandscape beyond all recognition.

From the diversification of themarket to increasing fundingpressures, from the drive forhigher standards to the myriad ofcurriculum changes, from the marchof technology in the classroomto the growing opportunities forcollaboration with the privatesector and with business, it is clearthat rapid change will remain aconstant for some time to come.

Today’s Heads and seniorleaders therefore operate inan environment which is bothuncertain and exciting. Perrett Laverunderstands and addresses theleadership challenges concomitantwith a rapidly evolving sector.

International Schools

British education is in high demandand as an increasing numberof UK schools set up branchesoverseas, the internationalschools market is changing.

As the latest Independent SchoolsCouncil (ISC) annual census showsa fall in non-British students at UKschools and a rise in enrolmentsat overseas centres, Britishindependent schools could soonbe teaching more foreign studentsoverseas than domestically.

Such shifts have spurred growthin relatively new markets whilstsignificantly altering the competitivelandscape in other more matureterritories. The opportunitiesare clearly considerable butsuccessful leadership in contextsof high growth and increasingcompetition will require clarity ofvision and considerable strategicabilities. Issues of quality, brandand reputation will become evermore important and the capacityof school leaders to develop andenrich in these areas will be a crucialfactor in organisational success.

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Our role is to connect our clientsacross the globe with the highestcapacity and most dynamic leaders.We understand the power of‘next generation leadership’ andwe are experienced in attractingindividuals who can lead schoolsand other educational organisationsin a way that ensures they havea truly transformative impact onoutcomes for the children andyoung people they serve.

We endeavour to share risk andreward and to add value whereverwe are in a position to do so.At every stage of the process –be it our research and the kind ofcandidates that we generate, our feestructure, or the advice we give onthe type of process which will attractthe very best individuals – we seekto be innovative and flexible in orderto best serve our clients’ needs.

The Value of SearchPerrett LaverSchools 2

Perrett Laver is well positioned to add significantvalue to addressing these challenges by virtueof a proven and well-practised methodology, abreadth and depth of relevant contacts, and a keenawareness both of the pitfalls of such processesand of how they are best avoided.

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Our Approach3

Perrett Laver’s robust methodology,comprising exceptional originalresearch, supported by a relevantand qualitative database of leaders,is unparalleled in the industry. Thisapproach means we provide trulyglobal search which is informed byPerrett Laver’s expert understandingof the altering nature of the globaleducational landscape. We areexperienced in identifying individualswho can move on a global basis andoften within the different parts of theincreasingly diverse schools sector,and we have been privileged to workwith some of the leading and mostinnovative schools across the world.

With offices spread across five timezones, Perrett Laver can bring to bearlocal knowledge and connectivitywithin relevant networks. Purposefulattentiveness, a key characteristicof our firm’s work, adds distinctivevalue at every stage of the process:briefing, candidate generation,candidate evaluation, client service,and candidate relationship building.

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Perrett Laver’s approach to identifying and appointing the best leaders for your organisation.

3 Identify, Engage, Secure

Perrett LaverSchools

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4 Identify, Engage, Secure Identify

As one of the marketleading executivesearch firmsserving the sector,Perrett Laver bringsextensive networks,insight and theability to call uponleading figures torecommend highly-rated individuals.

A research-based executive searchcampaign enables your advisors toadvocate both for the role and theinstitution on your behalf, to identifynot just obvious candidates, butalso creative and diverse options,and to ensure that all the mostappropriate individuals andenvironments are proactivelyinvestigated and targeted.

As one of the market leadingexecutive search firms servingthe sector, Perrett Laver bringsextensive networks, insight andthe ability to call upon leadingfigures to recommend highly-ratedindividuals. This qualitative andperson-specific informationserves as a starting point but issupplemented by our fresh, originaland comprehensive research.

It is common that appointmentpanels are interested in exploringdifferent models of candidates.By building up a large and variedcandidate field, Perrett Lavercan present an assortment ofexperienced individuals for thepanel to consider without havingto be constrained by restrictiveor arbitrary selection criteria.

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It is our view that more often than not it is anexciting, thoughtful and exhaustive researchstrategy which yields the most compelling fieldsof candidates able to meet the complex sectorchallenges. This, of course, is the very foundationof proper executive search: that we find people.

Our methodology is research-intensive and webelieve that by harnessing the power of third party advocacy, we can deliver a field which is larger,more diverse, and of a higher calibre.

The strongest candidates for a particular positionare rarely aware of the opportunity since they areunlikely to be seeking new employment.

Even when they become aware, theywill have a variety of professionaland personal questions andconcerns which are best addressedby multiple conversations witha trusted intermediary.

The resource and professionalexperience we bring ensures thatwithout exception the proactivehead-hunting exercise we leadresults in strong candidateswho would otherwise not haveengaged with the appointmentshowing a willingness to exploreit seriously and positively.

This engagement deepens asPerrett Laver, having undertakenin-depth briefings, provides potentialcandidates with an accurate,comprehensive, candid, responsiveand compelling presentation ofthe client organisation and theposition in question.

Our initial interviews of potential candidates not only give us the opportunity to measure and assess each candidate against the person specification but also gives them a chance to find out more about the roleinformally, become excited aboutthe opportunity and further theirknowledge of the client organisation.

Multiple conversations withthese individuals enable arelationship to develop in whichcandidates’ concerns andquestions can be addressed withattentiveness and precision.

Perrett LaverSchools

Engage

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Perrett Laver undertakes firstroundinterviews with longlistedcandidates. This allows our clientsto interact with a greater numberof candidates. We go beyond apurely quantitative assessment ofcandidates’ past experience andqualifications to establish a moretextured understanding of theirstrengths, weaknesses, valuesdriversand understanding of thespheres of influence within thesector. Our minds are focusedas much on seeking to identifyoutstanding potential as they areon ensuring an appropriate fit withthe nuances of the specification. Wealso explore salary expectations andlocation issues that may jeopardizean appointment at the final stage.

Once the shortlist has beenidentified, we then workextensively with our clients toarrange the logistics for all theinterviews, informal meetings andassessments, ensuring that theyare fair, robust and competitive.

The appointment of a new Head orsenior leader is a crucial juncture inthe life of any school and there areimportant reputational implications.In any senior appointment process,a school will interface directlywith a small number of candidatesbut will have indirect contact withmany more. It is our responsibilityto ensure that all candidates atevery stage of the process enjoy aprofessional experience and comeaway with a positive impressionof the client organisation.

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The standards of best practice in senior level appointment processes within the schools sector are changing. As your advisors, it is our role to provide clear, current guidance on ‘best in class’ processes. We understand what world class appointment processes look like, and our approach has been ‘stress tested’ on high profile appointments both within and beyond the schools sector.

4 Identify, Engage, Secure Secure

Our ExperiencePerrett LaverSchools 5

In the UK we have advised onthe Headship appointments at anumber of leading HMC schools.

We have also partnered withpre-eminent girls’ schoolson Head and other seniorleadership appointments.

Our experience also extends tothe appointments of Heads ofindependent preparatory andpre-preparatory schools.

Our maintained sector trackrecord is equally broad andincludes some of the country’stop performing academic schoolsand a wide variety of converterand sponsored academies.

In addition to our strong track recordof Head appointments, we alsooffer deep experience in the searchfor functional leaders includingBursars, Chief Operating Officersand Development Directors.

Our Schools Practice is globaland we partner with a range ofinternational schools and leadinginternational schools groups toappoint Chief Executives, ChiefAcademic Officers, Principalsand Heads of Senior School.

We also work with a number ofEducation Organisations to appointBoard, Chief Executive and SeniorAdministrative appointmentsglobally across the sector.

Perrett Laver has one of the largest educationpractices in the world. We have been privileged towork with a wide range of schools on appointmentsto a variety of senior leadership roles.

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Our Commitment to diversity

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We ensure diverse fields for everyappointment. We believe that a diverserange of perspectives amongst leadersand administrators is essential fororganisations to stay at the cuttingedge in a competitive global market.Our searches play a very important partin the enhancement of this diversity.In every search campaign we workwith clients to ensure balanced fieldsin terms of candidates’ gender, ethnicbackground, stage of career, andnationality. In doing so, we are deeplycommitted to equality of opportunityand are particularly well placed toidentify female candidates and thosefrom minority backgrounds and toadvance their cause, always ensuringthat the best candidates are put beforethe selection committee.

M73%

F27%

27% of ourappointmentsin Schoolsand EducationOrganisationsare women,exceedingsector averages.

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Our Invitation7Perrett LaverSchools

As one of the world’s leading executive searchfirms, Perrett Laver has a depth of relevantexperience, a powerful search methodology,rich sector knowledge, and a values-basedcommitment to schools and educationalorganisations which has enabled us to provideoutstanding professional service to our clients.We would be delighted to discuss ways inwhich we can support your organisation inits quest to identify, engage and secure theleaders of tomorrow.

www.perrettlaver.com

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Global Spread of Identified Candidates Density of Identified Candidates

Exceptional Global ReachWith Perrett Laver, global comes as standard. Our search philosophy ensures we provide your organisation with a ‘window on the world’ we will ensure that we map the relevant ‘universe’ on an exhaustive basis.

Transformational Success Rate

95% of our searches are successfully appointed and we guarantee to continue our search untilan aapointment is made.

Partnership

We value our partnerships with our clients.

In the last year 88% of our work has been for returning clients, globally across all of our sectors.

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95%

SUCCESS RATE

88%

PARTNERSHIP RATE

www.perrettlaver.com