Strategic Search
When alignment matters more than speed.
This is a full-service search process — led by Hannah Richardson — blending Montessori expertise with modern recruitment strategy. Built for roles where the right hire shapes the school's future.
Not a Job Board
A job board gets you applicants. Strategic Search gets you the right person.
Most hiring tools optimize for volume. Post a job, collect applications, pick the best-looking resume. That process fails in Montessori because credentials don't tell you whether someone actually understands — and lives — the philosophy.
Strategic Search starts with clarity about what alignment means for this role in this school. Every candidate is developed, vetted, and presented with that lens — not just forwarded because they applied.
The Differentiator
“Alignment over speed.”
Hannah brings deep fluency in Montessori culture, philosophy, and the specific pressures schools face when hiring. Every search is led personally — not handed off to a junior recruiter.
The result is a shortlist you can trust — candidates who have been genuinely assessed for fit, not just filtered by keyword.
When to Choose Strategic Search
This process is the right fit when:
The role is senior — a director, head of school, or executive position where the wrong hire has lasting consequences.
You've tried to fill the role on your own and the right candidate hasn't appeared.
Philosophy alignment is non-negotiable and you can't afford to compromise.
You need a curated shortlist of vetted candidates — not a pile of applications to sort through.
You want a structured selection process that holds up to scrutiny from your board or leadership team.
Discretion matters — an incumbent is in place or the search needs to stay confidential.
Every search is led personally by Hannah — not handed off to a junior recruiter.
The Process
Four steps. One coherent search.
Discovery
We begin with a deep conversation about the role, the school, and what alignment actually looks like for this position. Role clarity comes before the search begins.
Search
Hannah draws on the full MatchHub talent pool and her broader network to identify candidates who match — not just on paper, but philosophically and culturally.
Vetting
Every candidate goes through philosophy vetting, reference conversations, and a structured assessment before appearing on your shortlist.
Shortlist
You receive a curated shortlist of aligned candidates — with Hannah's notes on each. From there, we support you through the selection process to final placement.
Search Pathways
Choose the level built for your role.
All three pathways are led by Hannah and include philosophy vetting at their core. The level determines the depth of process, the timeline, and the breadth of candidate development.
Guide / Program Level
Lead Guides, Program Coordinators, Curriculum Directors
For roles where philosophy alignment and culture fit are essential—but the search doesn't require the full executive process.
Timeline: 4–8 weeks
View this pathway →Leadership Level
Directors, Deans, Instructional Coaches
For roles that shape how teachers teach and how the school functions day to day. Deeper assessment, longer horizon.
Timeline: 6–10 weeks
View this pathway →Most intensive
03Executive Level
Heads of School, Executive Directors, Founding Leaders
The most intensive engagement. For the hire that shapes the philosophical and operational center of the institution.
Timeline: 8–16 weeks
View this pathway →Search Levels
Three levels of search, built for the stakes of each role.
Each level is scoped to the depth and intensity the role requires. All three are led by Hannah and include philosophy vetting at their core.
Guide / Program Level
Lead Guides, Assistant Directors, Curriculum Coordinators, Program Directors
Program-level roles require more than teaching credentials. They require someone who can hold a classroom community, mentor other guides, and steward curriculum integrity across a program. Guide-Level Strategic Search is built for these placements.
Schools filling lead guide, senior classroom, or program coordinator roles where philosophy alignment and culture fit are essential.
What's included
- —Philosophy vetting and alignment assessment
- —Curated shortlist of 3–5 candidates
- —Hannah-facilitated candidate conversations
- —Search timeline: 4–8 weeks
- —Selection process support through offer
Leadership Level
Directors, Deans, Instructional Coaches, Curriculum Directors
Leadership hires shape the culture of your school. These roles sit at the intersection of Montessori philosophy and institutional responsibility — they require a deeper assessment, a longer search horizon, and a more structured process.
Schools seeking directors, deans, instructional coaches, or curriculum-level leaders whose work shapes how teachers teach and how the school functions day to day.
What's included
- —In-depth philosophy and leadership assessment
- —Broader candidate development and network outreach
- —Curated shortlist of 3–5 candidates with detailed profiles
- —Search timeline: 6–10 weeks
- —Panel interview facilitation and selection support
Most intensive
Executive Level
Heads of School, Executive Directors, Founding Leaders
Executive-level search is the most intensive engagement we offer. The head of school is the philosophical and operational center of the institution. Getting this hire right takes time, discernment, and a process that goes beyond resumes.
Schools searching for a head of school, executive director, or founding leader. Often involves board partnership, succession context, or organizational transition.
What's included
- —Board partnership and search committee support
- —Succession planning context and positioning
- —Comprehensive philosophy, leadership, and fit assessment
- —Full candidate development with national network reach
- —Search timeline: 8–16 weeks
- —Selection support through negotiation and onboarding transition
The Wider Pattern
A search often names what an organization has been avoiding.
The conversation about what makes a great head of school often reveals that the board hasn't agreed on what the school is actually for. The search for a curriculum director surfaces that no one has written down what Montessori fidelity means here. These aren't surprises—they're the normal shape of organizational clarity that hasn't happened yet.
For schools ready to address what the search surfaces, Advisory provides the structure to do it.
Montessori Mapping
A structured diagnostic for schools that need to see themselves clearly before—or after—a major hire.
Explore Mapping →Strategic Partnership
For schools that want an embedded advisory partner through a transition, expansion, or leadership change.
Explore Partnership →Start with a conversation about what your school is navigating.
Book a ConsultationWorkshops & Speaking
The hire is step one. Building the culture around them is step two.
Schools often combine a strategic search with professional development—for the incoming hire, for the team, or for the leadership structure receiving them. Workshops & Speaking is part of the same ecosystem.
Ready to Begin
Let's start with a conversation.
Every Strategic Search begins with a discovery conversation — no commitment required. We'll talk about the role, the school, and what the right search process looks like.