Role and vacancy
Define title, department, location, salary, hours, responsibilities, qualifications, requirements and application information.
Applicant and application
Collect applicant information, supporting documents and responses in a controlled applicant space.
Assessment and tasks
Use configurable assessments, written tasks, video tasks and shortlisting records.
Interview and decision
Schedule interviews, record panel notes, decisions, feedback and next actions.
Offer and conversion
Record offer status and convert approved applicant information into a linked staff record with provenance.
Careers teams can publish a school vacancy, receive applications, review a candidate profile, trigger an assessment, collect a written or video task, schedule a live interview, and record an offer or vetting outcome. The platform can support a five-stage journey: application and compliance review, online assessment, written or video task, live interview, and offer or vetting. Stage names, evidence, and decisions remain configurable by the school.
Applicants receive a separate experience for maintaining a profile, applying for jobs, completing assigned assessment tasks, attending interviews, and receiving decisions. They should never receive access to the school’s learners, safeguarding records, staff files or internal reports. This separation matters when a school is recruiting for sensitive roles or using external panel members.
Recruitment data can connect to the School Management plugin when the applicant is approved. This gives the school a linked staff record for onboarding, employment, documents, permissions, training, CPD and workforce reporting. The connection should make duplicate entry smaller without claiming that every field transfers perfectly or that the conversion itself completes a check.
Where the school has AI-enabled, EdiWay AI may help draft a job description, summarise a permitted application, create interview questions or prepare a candidate communication. The output is a draft. It must not make an automated hiring decision, infer protected characteristics, decide safeguarding suitability or replace a trained panel.
Identity and role
Keep role, department, employment context, applicant identity and staff conversion linked without losing provenance.
Check records
Record check type, outcome, date, performer, expiry or review date, evidence location and exception where relevant.
Training and induction
Track safeguarding, Part One, Prevent, DBS-related, NQT/ECT and role-specific training with due dates and reminders.
References and decisions
Keep responsible people, panel notes, reference evidence, and decision reasons separate from general learner data.
Applicant privacy
Limit applicant data to the recruiting school, authorised panel and required workflow, with retention and deletion rules.
External claims
Do not promise automatic DfE vacancy synchronisation or automated verification until a live adapter is independently verified.
The Careers workspace can publish a role with department, location, salary, hours, responsibilities, qualifications, and application instructions. Schools can configure stages for application review, written or video tasks, assessment, interview, decision, and offer. A panel can record notes and outcomes while keeping candidate data separate from learners, staff files, and safeguarding records.
AI may help draft a vacancy, improve plain-English wording, or suggest structured interview questions where the school has enabled the feature. It should not rank people without a governed process, make a safeguarding decision, infer protected characteristics or approve an appointment. The hiring panel remains responsible for the decision and the evidence used.
Applicants can maintain their profile, submit applications, complete assessments, upload requested documents, and receive communications. Access should close or change when an application ends, an offer is declined, or a person becomes staff. If an applicant is approved, selected information can be converted into a linked staff record with provenance rather than an unexplained copy.
Safer recruitment evidence remains a school’s responsibility. The platform can help organise references, identity evidence, check records, training, interview decisions, and review dates where those fields are configured. It does not claim that a configured workflow is a certification, that every KCSIE requirement is automatically covered, or that a government vacancy adapter is active without verification.