UK Education Recruiter

Talent Shore; Johannesburg; On-site; ZAR 300,000 - 540,000; Full time

Benefits offered by this job

Commission on bookings

Job summary

Talent Shore in Johannesburg, South Africa, is seeking an Educator Success Partner. You will own the candidate side of placements, building a robust educator pool, screening and profiling candidates, and ensuring readiness for Gold vacancies.

You will manage relationships with educators, uphold compliance, and ensure timely submission of timesheets. The role focuses on delivering filled placements with accurate data and proactive problem-solving to prevent unfilled roles.

Responsibilities

• Build and maintain a pipeline of qualified, compliant educators ahead of demand.
• Screen, profile and match educators to the right schools, ensuring readiness.
• Own educator relationships as the primary contact and maintain strong candidate engagement.
• Ensure all candidate records are accurate and up-to-date for placements.

Job description

Johannesburg, South Africa | Posted on 23/07/2026

• Industry Employment - Recruiting - Staffing
• City Johannesburg
• Province Gauteng
• Country South Africa
• Postal Code 2000

Job Description

Educator Success Partner

Purpose

Own the candidate side of every placement. Ensure that when a Gold vacancy lands, the right educator is ready to fill it.

What You Own

The Pipeline - Build and maintain a pool of qualified, compliant, available educators ahead of demand. Schools are never unfilled because a candidate wasn't there.

Candidate Quality - Every educator in the pool is properly screened, accurately profiled and matched to the right schools, not just available vacancies.

Candidate Readiness - Educators are engaged, available and prepared. You know who you have, what they can do, and where they'll work.

Data Accuracy - Every candidate record is complete and current. If a candidate can't be found or placed because their data is wrong, that's on you.

Candidate Relationships - You are the educator's primary contact. They stay loyal to Educate because of the relationship they have with you.

Compliance - No educator enters a placement without being fully compliant. You don't chase documents, that sits with the compliance team, but you own the outcome. If compliance isn't completed in time for a placement, you escalation immediately. Compliant before placement, every time.

Timesheets - Every educator's timesheet is submitted accurately by close of business Friday. You chase it, or you submit it yourself. Queries are yours to resolve. Approval sits with the Education Partnerships Executive, but your responsibility ends at accurate, on-time submission.

Placement - When a Gold vacancy comes in, you fill it. That is the job.

How It Works

You receive vacancies at Gold status from the Education Partnerships Executive. You do not work a vacancy until it is Gold. If a vacancy is passed to you incomplete, it goes back, it is not your problem until it is Gold. Once it's Gold, it's yours. No excuses. If something outside your ownership is blocking a placement, a vacancy not yet at Gold, compliance not completed, approval not given, you escalate immediately. You don't absorb it and you don't accept it as a reason a role goes unfilled.

The Number That Matters

100% fill rate on existing clients.

What Good Looks Like

• The pipeline is always full before demand arrives
• Every Gold vacancy is filled quickly with the right person
• No one enters a placement non-compliant
• Timesheets are never late or missing
• Educators stay with Educate because you look after them
• Your data is always accurate
• You never wait to be told there's a problem, you see it first and bring a solution

Your Package

Commission 2% of GP on all bookings made, paid termly at the end of each term.

Payment Schedule Term 1/2/3 (i.e. Sept-Dec, paid January; Jan-Mar, paid April; Apr-Aug, paid September). Year bonus paid November for prior year.

Company target achieved £2,000 end of year bonus

Commission and the fill rate bonus are paid the month after each term ends. Both are within your direct control, the client portfolio generates the commission, your fill rate unlocks the bonus. Growth is rewarded through client portfolio increase or base salary uplift, not a more complex commission structure. Consistently strong performance is how you progress.