Why Your Website Shapes Faculty Interest

When a teacher curious about classical education looks at your school, they often visit your website before sending a résumé. This means your site is not just for parents—it is a silent recruiter. A thoughtful design and clear message can make the difference between attracting a teacher who loves classical learning and losing them to another school.

Picture this: a teacher hears about your academy, types the name into Google, and lands on your homepage. If the site looks like it hasn’t been updated in five years, has broken links, or buries information about what you actually teach, that teacher may click away before ever contacting you. On the other hand, if they see a professional site that clearly explains your vision, highlights your faculty, and gives them a window into classroom life, they will feel drawn in.

Show the Heart of Classical Education

Teachers who are passionate about classical learning want to see that your school takes it seriously. Your website should highlight classroom practices, literature lists, and student projects that make your school unique. For example, if your sixth graders perform scenes from Homer’s Odyssey, post photos and a short description. If you hold an annual debate or recitation event, make sure it is visible online. These real-world glimpses tell a teacher, “This is the kind of school where I would thrive.”

A helpful resource on this is found in your own online strategy. For example, schools can learn from the advice in this post on building a blog strategy for classical schools, which shows how sharing stories consistently builds trust. The same principle applies to teacher recruitment: when teachers see your site regularly shares what makes the classroom come alive, they will want to be part of it.

Create a Clear Careers Page

One of the biggest mistakes schools make is hiding job openings under a generic “Contact” tab. If you want to attract strong faculty, create a careers or employment page that is easy to find from your main menu. On this page:

– List current openings with plain-language titles (“5th Grade Teacher,” not “Elementary Humanities Facilitator”).
– Describe the role in everyday words. For example: “You’ll guide students through rich stories, help them write clearly, and lead discussions that build wisdom.”
– Explain what makes your school different. If you use the Socratic method or emphasize Latin and classical literature, say it outright.

Teachers should be able to read this page and immediately picture themselves in your classrooms.

Highlight Faculty Bios That Inspire

Faculty pages are often one of the most visited parts of a school website. A strong bio section is not only for parents—it also signals to potential hires the type of community they would be joining. Each bio should include:

– A short professional background (degrees, prior teaching experience).
– Personal details that show personality (favorite books, hobbies).
– A statement on why they love teaching at your school.

This tells potential faculty that your team is professional, human, and united by a love for classical learning. For example, imagine a math teacher’s bio that ends with: “I love showing students how geometry connects to real-world architecture.” That kind of detail communicates joy and purpose.

Use Real Photos, Not Stock Images

If your site shows only generic stock photos, strong teachers may wonder if you are hiding something. Post actual images of teachers leading discussions, reading aloud to younger students, or guiding science labs. These snapshots answer the question every good teacher has: “What does daily life here really look like?” The right photo can say more than a thousand words of mission statements.

Red Flags That Repel Strong Educators

Just as a strong website attracts the right faculty, a poorly managed one can drive them away. Here are common red flags that make teachers wary:

– Outdated content: If the last blog post is from 2021 or your calendar still lists last year’s events, teachers may assume the school is stagnant.
– Vague job descriptions: If an opening says only “seeking passionate educators,” with no clarity on grade level or subjects, it signals confusion or lack of direction.
– Broken links or missing pages: Teachers notice details. If your links don’t work, they may wonder about your attention to detail in the classroom.
– Overly abstract language: Phrases like “holistic formation of affections” may sound noble, but if a teacher cannot picture what that means on a Tuesday morning at 10 a.m., they will lose interest.

A good check is to ask someone outside education to read your job page. If they can describe what the job involves in simple terms, you’re on the right track.

Make Your School’s Culture Visible

Teachers are not only looking for a paycheck. They want to know: “Will I belong here?” Your website should answer that question with stories, photos, and teacher quotes that reflect your culture. Do your teachers collaborate weekly? Do you host community events like history fairs or family reading nights? Share those moments online.

For example, in the guide on classical school blogging, there is a reminder that people want to see consistency and community. Prospective teachers are no different. They are looking for a school where they can invest deeply, not just punch a clock.

Explain Support and Development

Even experienced teachers want to grow. Use your site to highlight how you support faculty development. Do you provide mentoring for first-year teachers? Do you host summer training in classical texts? Mention it clearly. This tells prospective hires that you value their long-term growth, not just filling a slot.

Use Testimonials from Teachers

Just as parent testimonials build trust for admissions, teacher testimonials build trust for hiring. A short video or written quote can be powerful: “I’ve taught in several schools, but here I’ve found a place where colleagues support one another and students are excited about learning.” Simple, authentic words from real teachers carry weight.

Keep Applications Simple

Many schools unintentionally lose strong candidates with complicated application processes. If your careers page requires multiple downloads, logins, and separate emails, you’re creating unnecessary friction. Instead, offer a straightforward online application form or a simple email submission. A teacher should feel, “They want to hear from me,” not, “They want to test how much paperwork I can handle.”

Think of Faculty as Partners, Not Just Hires

When your website communicates that teachers are part of a mission-driven team, not just employees, it changes everything. Teachers want to know they will be respected, their ideas valued, and their work supported. Small touches—like featuring faculty achievements on your blog or social media—signal that you see them as central to your community.

Takeaway for School Leaders

A well-built school website does more than attract families. It sets the tone for the kind of teachers who will join you. By making your classical practices visible, showcasing inspiring faculty, avoiding red flags, and simplifying the hiring process, you create an open door for the very educators you most want. The result is a stronger staff, a healthier culture, and classrooms where students thrive.

For additional perspective on building an online presence that supports your mission, you may also find this guide on classical school blogging helpful. What draws families also draws teachers: clarity, consistency, and authentic stories.

Final Thought

Your website is often the first classroom a teacher walks into. Make sure it looks and feels like a place they want to teach.