Hiring Process & Qualifications
“I work at Noble because the systems in place allow me to actually teach and be successful. The professional nature of Noble's working conditions also make it an ideal workplace. I am treated like a knowledgeable practitioner, and thus, perform like one.” - Sarah Kohtala, Noble Teacher
Noble’s hiring process is rigorous and competitive. We believe that getting the best people to serve our students is the most important decision leaders within our organization regularly face. However, when we do hire someone, we believe they are joining the best team in education and will invest heavily in their professional and personal happiness.
We hope you appreciate and enjoy our process. Best of luck!
Noble's Decentralized Hiring Process - A High-Level Overview of What To Expect
Many organizations have a centralized screening and selection process for candidates. Noble does not. Our strong belief in principal autonomy, our encouragement for innovation in all processes, and our constant fight against bureaucracy in education all run in philosophical conflict with centralizing hiring. To maintain our values, while also making sure we don’t miss out on great candidates, means that the process can get a little “messy.”
You should apply for all positions that interest you. All of our campuses are first-class schools and we are encouraged to see people having an open-mind about where they work and what they will do. It’s also fine if you prefer a very specific campus, location, demographic, or job. Neither decision will impact our evaluation of you. And, ultimately, once you’ve applied for one position in our network, we make your portfolio available for all principals to see. Principals (or hiring managers) will often reach out to people who haven’t applied to their campus to see if there is interest. With us encouraging you to be generous in what you apply for and having no centralized screening, you can imagine this is where "messiness" can begin.
On our end, principals (and hiring managers) are spending roughly 70% of their time hiring when there are positions to fill. This means that principals are generally driving the whole process and every two weeks our principals meet to discuss all of the strong candidates they’ve seen. This creates a culture of prioritizing hiring alongside a culture of sharing.
Although many people never receive an interview, there is a chance that you will receive an interview from many campuses. If this is the case, you should be prepared to talk to someone for every position that you’ve applied for. And, if you move forward in the process, you should be prepared to interview for every position to which you’ve applied. You can always bow out of a specific process (we don’t encourage this unless you know it’s not a fit) and should always feel empowered to ask questions if you’re unsure where a process stands. The more interviews you have, the murkier it may get.
However, the more questions you ask, the clearer it will be. Team Talent (email@example.com) and the person leading your process at a campus welcome your questions – don’t hesitate to ask.
Ultimately our goal is to find the best people to serve our students. Sometimes this means a fast process, sometimes a slow process, sometimes a lot of interviews, and sometimes less. Our decentralized process has brought us over 1,000 of the nation’s best people to our team and hope you welcome the opportunity.
Increasing Your Chances
The majority of people who apply to Noble will not be hired and in many cases will not be contacted. Please don't be discouraged if this is the case; as with any job application there are elements of timing and luck that factor into any hiring process. That said, there are some ways to help your chances of being contacted:
Highlight your achievements, and, where possible, quantify your results. Your resume and cover letter (which can be generic to Noble if you’re applying to multiple openings) is your first chance to do this
If you know someone who works at Noble, reach out to them and let them know of your interest. Given the volume of applicants, that one email or call might be what gets your application noticed.
Attend Noble events. These include interview days and workshops. Continue to check our website for more information; once you’ve applied you’ll also be sent emails about events. Although not expected, opportunities to increase your exposure are always good.
If you have external resources that highlight your work, such as: videos, news stories, portfolios, etc. feel free to share these via the application or by emailing Team Talent.
We don’t expect this and please don’t let a lack of this prevent you from applying.
Emailing, calling, or showing up at campuses will not increase your chance of being interviewed. Given the volume of applicants your contact will generally be met with either no or a generic response. For questions, please contact Talent Team (firstname.lastname@example.org).
Do not try to “beat” the EPI survey. It’s neither beatable nor to your advantage to think you know what it’s looking for. Answer honestly; it’s only one of dozens of factors that influence the decision.
Preparing For An Interview
If you are given a chance to interview, the first thing to know is every interviewer is different among Noble’s principals and leaders.
That said, there are some things that you should do to prepare:
Do your homework. Read about the network and specific campus. If you know someone at Noble – talk to them about their experience
Be prepared to talk about your achievements. And, where possible, in quantifiable terms.
Know why it is that you want to work at Noble.
Be prepared to talk about Noble’s approach to discipline/culture and your
beliefs about it.
Preparing For A Demo Lesson
If you move forward to a demo lesson, the principal scheduling the demo will give you specific guidance on what to prepare and will be your point of contact on expectations.
Without getting into the specifics of strong instructional practice, here are some general tips:
Organized, rigorous, student-focused, objective-driven, based in a standard, and manageable in scope should all be kept in mind when preparing your short demo.
Expect a full house of visitors observing your lesson. We share all demo lesson dates/times with all principals and there’s a chance you will have more visitors than expected.
Have a clear and measurable assessment of student mastery built into the lesson.
Be prepared to reflect deeply on what went well and poorly in the lesson. Principals will ask you about it and it’s ok if it doesn’t go well but important that you are able to articulate clear analysis on why that is if that’s the case.
Preparing Your References
You are expected to list 3-5 references. If you move past the first interview (and sometimes before that) you should expect that we will call all of your references. And, it is not uncommon for principals to ask for more references on top of those provided.
If you have not spoken to your current manager about your application to Noble, you should not list them as a reference. However, if you get to a final stage, we will expect the opportunity to speak to direct managers.
Noble is a growing network of schools. Between our 16 campuses and network support team, just over 1,000 people call Noble their work-home. With growth, we are always looking for Noble-quality people to join our team.
For the 2014-15 school year, Noble will hire roughly 200 teachers and around 30 support and administrative team members to join our growing impact. There are also immediate openings that intermittently become available; we encourage you to check our job board often for new opportunities. You will also have the opportunity to sign-up on TeacherMatch for email updates on new postings.
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