Talent Education

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Have you nominated your unsung hero yet? 🏆Nominate a member of staff in your school with a short description of why they...
03/06/2026

Have you nominated your unsung hero yet? 🏆

Nominate a member of staff in your school with a short description of why they deserve the recognition and be in with the chance of treating them to 1 of 3 prizes.

The prizes are shared between the individual and the school, so the whole team gets to be part of it 🎉

🥇 1st Prize · £500
£300 voucher for the nominee · £200 in classroom or staffroom resources for the school

🥈 2nd Prize · £300
£200 voucher for the nominee · £100 in classroom or staffroom resources for the school

🥉 3rd Prize · £150
£100 voucher for the nominee · £50 in classroom or staffroom resources for the school

Nominations close 10th July: https://buff.ly/UnFQlBi

Good luck!

Over 32,000 people started teacher training this year, which can sound like a crowded field to walk into, but for the ri...
28/05/2026

Over 32,000 people started teacher training this year, which can sound like a crowded field to walk into, but for the right subjects it really isn't.

The DfE missed its secondary recruitment targets in 13 of 18 subjects last year, with physics hitting just 31% of target, computing 37% and modern foreign languages 43%, meaning schools are not waiting around for those candidates.

The financial side reflects that, with bursaries of £29,000 on offer for chemistry, computing, maths and physics trainees in 2026-27, and early career teachers in shortage subjects at eligible schools able to claim targeted retention payments of up to £6,000 tax-free per year.

Greater Manchester is one of the busier regions outside London for school recruitment and schools here are already lining up September 2026 appointments, so the teachers having conversations now tend to get more choice than the ones who wait until summer to start looking.

If you're newly qualified and weighing up your options, it's worth understanding what your position in this market actually is before you commit to the first offer that comes along.

Talent Education works with early career teachers across Greater Manchester, and we're happy to have a conversation about what's out there.

22/05/2026

Throwback to this time last year 🍦☀️

The sun's out, and we're back doing one of our favourite things, bringing our ice cream van to schools across Greater Manchester and handing out free ice creams.

Last week was our first visit of the year. By the end of the summer term, we'll have given out over 1,500 ice creams, all part of our ongoing mission to positively impact 5,000 children's lives across Greater Manchester by 2027.

Keep an eye out for us! 🍦

Competition time! 📣👇We're excited to announce our new competition celebrating the unsung heroes of education 🏆Here's wha...
19/05/2026

Competition time! 📣👇

We're excited to announce our new competition celebrating the unsung heroes of education 🏆

Here's what you need to do:

Nominate someone at your school who deserves recognition, whether that's a teacher, TA, member of SLT, admin or support staff, and tell us why.

If they win, they (and the whole school) will win a prize to celebrate together 🎉

🥇 1st Prize · £500
£300 voucher for the nominee · £200 in classroom or staffroom resources for the school

🥈 2nd Prize · £300
£200 voucher for the nominee · £100 in classroom or staffroom resources for the school

🥉 3rd Prize · £150
£100 voucher for the nominee · £50 in classroom or staffroom resources for the school

To nominate, tell us why they deserve this recognition: https://buff.ly/QVxnjQN

*Competition will run until 10th July 2026.

Good luck!

19/05/2026

Going into May half term, a lot of schools across Greater Manchester will already be working around September staffing gaps without having opened the vacancies yet.

It might be existing staff picking up additional teaching, a TA being moved across to fill thinner support, or a senior leader covering a class that wasn't meant to be theirs.

This usually works as a short-term fix, which is part of why it tends to stay in place.

The risk is that by September, those informal arrangements can quietly turn into permanent ones.

The extra teaching can end up built into someone's timetable, the TA might stay where the cover is needed, and the senior leader could still be in front of the same class at October half term.

The role hasn't been formally advertised, but the workload has often been redistributed onto people who weren't supposed to be carrying it.

When schools do come to open the vacancy later in the summer, the picture can look quite different.

The candidate pool is often thinner because the strongest secondary and SEND candidates have already accepted positions elsewhere, and the job that gets advertised has sometimes been reshaped around the absence rather than the role the school originally needed.

Half term is a useful checkpoint to look at the gaps you already know about, decide whether the cover you've put in place is sustainable past September, and start a recruitment conversation while there's still time to do it properly.

At Talent Education, we work with schools across Greater Manchester. If you have gaps going into September that you'd like to address before they harden into something permanent, get in touch with us via DM and we can arrange a call.

From September 2026, academy trusts will be required to use the Government's Supply Teachers and Education Recruitment f...
13/05/2026

From September 2026, academy trusts will be required to use the Government's Supply Teachers and Education Recruitment framework (RM6376), Lot 1, when bringing in staff, unless they have a compliant alternative at or below the framework's capped rates.

The framework gives schools and trusts a single, compliant route to recruit teachers, support staff and non-teaching staff across temporary, fixed-term and permanent roles, with capped supplier fees, full cost transparency and audited safeguarding standards built in.

Talent Education has been awarded a place on the framework, so schools and trusts can engage us through it directly, without running a separate tender process.

If you are reviewing your recruitment arrangements ahead of September, get in touch and we can talk through how the framework works and what to expect from us through it.

T: 0161 928 4600
E: [email protected]

4 in 10 teachers don't expect to still be teaching in three years, compared to 1 in 4 before the pandemic. According to ...
05/05/2026

4 in 10 teachers don't expect to still be teaching in three years, compared to 1 in 4 before the pandemic.

According to Teacher Tapp's 2026 report, that gap has held steady since 2022 without showing any signs of closing.

✓ Workload: primary teachers worked an average of 51.4 hours a week last year, and just 26% said their workload was acceptable.

While that's up from 17% in 2022, it's still a long way from where it needs to be, and it keeps coming up as a reason teachers are looking elsewhere. (DfE, 2025)

✓ Retention: NFER's 2026 figures show fewer teachers walking away than at any point since 2010 outside the pandemic, but years of under-recruitment haven't gone anywhere, which means fewer adverts on the board doesn't translate into fewer gaps to plug.

✓ Manchester: the summer window is tighter than it looks, with a smaller pool of experienced specialist and secondary candidates than there was, and the strong ones coming off the market quickly.

We work with primary, secondary and SEND schools across Greater Manchester, so if September's on your mind, get in touch and we can talk through what we're seeing.

29/04/2026

STEM teachers in Manchester are in short supply. Here's what the market looks like right now 👇

Maths, physics and computing have sat near the top of the hardest-to-fill list in secondary schools for years, which isn't a new observation, but the scale of the gap between supply and demand has shifted, and that's now showing up in the practical realities for schools trying to recruit.

✓ Why the shortage has persisted

STEM graduates have options that most other graduates don't, with technology, finance and engineering firms offering starting salaries that secondary school pay scales can't easily compete with.

The pipeline into teaching from these subject areas has always been thinner than the demand requires, and that's been the case for long enough that it's now structural rather than seasonal.

✓ What the government has put in place

For those training to teach maths, physics, computing or chemistry, bursaries of £29,000 are available for the 2026/27 academic year, with scholarships of £31,000 available for chemistry, computing and physics specifically.

For early career teachers already in the profession, a targeted retention incentive of between £3,000 and £6,000 after tax is available for those in their first five years teaching maths, physics, chemistry or computing in eligible state-funded secondary schools.

✓ What this means for qualified STEM teachers right now

If you're already qualified and teaching one of these subjects, the current market gives you genuine negotiating power.

Schools recruiting in Manchester are working with a limited pool, and role, location, timetable and terms are all areas where experienced STEM teachers have more leverage than usual.

✓ What this means for school leaders

Schools filling STEM posts are increasingly working with specialist recruiters, moving quickly when strong candidates are available, and thinking about what they're offering beyond salary.

At Talent Education, we work with schools across Greater Manchester on exactly these appointments, so if maths, physics or computing recruitment is on your agenda for next term, we're happy to have that conversation now rather than closer to the deadline.

The SEND reforms bring £4 billion and a clear push toward mainstream inclusion. EHCPs are being reserved for the most co...
21/04/2026

The SEND reforms bring £4 billion and a clear push toward mainstream inclusion.

EHCPs are being reserved for the most complex needs, and more children are moving into ordinary classrooms.

The pressure on schools is real and immediate.

● The staffing gap

A recent NEU survey found 98% of teachers identified support staff shortages as a barrier to inclusion. That was before the full weight of these reforms landed.

● What schools coping best have in common

They started early. Some upskilled the TAs they already had.

Others brought in experienced support on flexible contracts while longer-term plans took shape. In both cases, SEND staffing was treated as a priority from the start.

● What we are seeing at Talent Education

Candidates are paying attention to how schools talk about support roles.

Schools that treat TAs as a core part of the team are attracting stronger candidates and holding onto them for longer.

If you are working through how your school will meet the demand these reforms bring, we are having that conversation with a number of schools and happy to share what we are seeing.

16/04/2026

The local authority employers have made a 3.3% pay offer for teaching assistants from April 2026, but unions have criticised it as a real-terms pay cut and member consultations are still ongoing.

The figure has been received differently depending on who you ask, and it's worth taking a moment to look at what it actually means for the people it affects.

👉 The cost of living context

The cost of living has shifted significantly over the past few years, and a 3.3% increase on a salary that was already stretched doesn't restore much purchasing power.

With the Bank of England suggesting CPI inflation could reach 3.5% later in 2026, unions representing support staff argue the offer doesn't keep pace, and that support staff have lost around 26% of their pay value since 2010.

What makes this more pointed is the timing.

The government's SEND White Paper, published in February 2026, brings significant new responsibilities to support staff across all school types.

Teaching assistants are central to delivering on the inclusion agenda, yet the pay attached to those responsibilities hasn't kept pace with what's being asked.

👉 What we're hearing from candidates

From where we sit, the conversation has already started moving.

Over recent months, more TAs and LSAs have been coming to us asking about roles with clearer pay bands, better progression or simply schools that take the value of support staff seriously enough to reflect it in how they structure those roles.

👉 What this means for schools

That shift in candidate behaviour is worth paying attention to.

Schools that have thought carefully about how they recognise and reward support staff are finding it easier to attract candidates who are experienced, committed and looking for somewhere to stay.

Schools that haven't are finding the pool a little thinner than it used to be.

👉 Beyond the pay figure

The 3.3% offer is what it is, and the final settlement may yet change.

What schools can control is how they position themselves around everything that sits alongside pay.

Career development, workload, feeling genuinely valued in the team. Those things are coming up in conversations with candidates more often now, and they carry real weight in where people decide to go.

If you are reviewing how your school approaches TA recruitment or retention, we are happy to share what we are seeing from our end.

It might be a useful conversation to have before the summer term gets going.

Address

Beehive Lofts, Waulk Mill, Bengal Street
Manchester
M46LN

Telephone

+441619284600

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