Resouce & Compliance Co-Ordinator

Job Description Remote Education Resourcer & Compliance Coordinator Cape Town Preferred - As there will eventually be an office when the team scales 180 recruitment, candidate-side sourcing, screening and education compliance Job title: Remote Education Resourcer & Compliance Coordinator Division / Team: Education Reports to: Relevant Education / Remote Team Manager Works alongside: Education consultants and resourcers across SEND, Primary, Secondary, Tutors and School Facilities Location: Fully remote, working from a private home office - Cape Town South Africa (There will eventually be an office when the team grows) Hours: 08:00 - 16:30 UK time Model: 180 recruitment, candidate side: sourcing, screening, vetting, compliance and work-ready handover. No ownership of the client relationship. Purpose of the role This role owns the candidate journey from first contact through to full compliance, registration and work-ready handover. It combines proactive resourcing and structured candidate screening with end-to-end education vetting, ensuring that every candidate handed to a consultant is suitable, fully evidenced, correctly recorded and ready to be placed into a school setting. Because every candidate may work with children, the quality of screening and the accuracy of the compliance file are critical. The role is expected to follow safer recruitment and vetting procedures without shortcuts, escalate discrepancies rather than make assumptions, and keep candidates and consultants informed throughout the process. Candidate attraction and sourcing Source teaching, teaching assistant, SEND, tutor and school support candidates through job boards, the CRM database, social media, referrals and advertising. Write and post role adverts that reflect live demand from the consultants supported by the role. Run daily proactive outreach by phone, email and message to build a candidate pipeline ahead of demand. Re-engage lapsed and dormant candidates already held in the CRM. Maintain an accurate view of candidate availability by location, phase, subject and specialism. Screening and registration Carry out a structured telephone initial call followed by a video registration call using the agreed interview structure. Establish and record full employment history, including a satisfactory explanation for any gap of more than one month. Assess candidate suitability for the setting, including relevant experience, phase, behaviour management, SEND experience, safeguarding awareness and motivation. Confirm availability, travel radius, pay expectations and any restrictions. Decline unsuitable candidates promptly and professionally, and record the reason. Compliance and vetting Take ownership of the compliance file from registration through to full clearance, issuing document requests and clearly explaining what is required and why. Verify identity and address using original or certified documentation in line with the compliance procedure. Confirm right to work in the UK and record document type, expiry date and share code where applicable. Process enhanced DBS applications with a children's barred list check, or verify suitable existing certificates on the DBS Update Service and record status checks. Complete prohibition from teaching, prohibition from management (section 128), sanctions and other restriction checks required for the role. Verify qualifications, QTS status where relevant and specialist training certificates. Obtain a health and medical fitness declaration and escalate anything requiring occupational health input. Confirm safeguarding, Prevent and all mandatory training is complete and in date before clearance. Carry out and record an online presence check on shortlisted candidates. Obtain overseas police clearance or a certificate of good conduct for periods lived abroad, in line with the compliance procedure. References and employment history Obtain a minimum of two references covering the most recent employment involving children, from an appropriate senior person at the organisation. Verify references independently by telephone to a switchboard number or through a verified organisational email domain. Read references in full and compare them with the CV and application for consistency of dates, role and setting. Query vague, incomplete or inconsistent references and escalate concerns rather than accepting them at face value. Getting candidates work ready Chase outstanding documents and checks regularly, keeping the candidate informed of exactly what remains outstanding. Brief the candidate on how the agency operates, expected conduct, dress, timekeeping, absence reporting and safeguarding responsibilities. Ensure payroll and personal details are set up and correct before the first booking. Confirm the candidate understands pay, timesheets and who to contact for support. Produce a clear and accurate candidate profile or CV that a consultant can use without rework. Confirm the candidate is genuinely available and remains interested before handover. Handover and desk support Hand over only candidates who are fully screened, fully compliant and properly briefed. Provide the consultant with a concise written summary covering suitability, availability, strengths, relevant sensitivities and compliance status. Give consultants and resourcers a clear, current picture of where each candidate sits in the clearance process. Notify the desk as soon as a candidate is cleared and available, or if a candidate must be suspended or withdrawn from availability. Answer follow-up questions and provide supporting information required for placement. Track handed-over candidates through to placement and feed useful learning back into future screening. Audit, renewals and safeguarding Maintain compliance records to audit standard so a file can be produced for a client, inspection or external audit at any time. Provide schools with required information for their single central record accurately and in the agreed format at the point of placement. Apply client and framework-specific requirements where they go beyond the standard compliance process. Run expiry checks and renew documents, training and checks before they lapse. Carry out periodic re-checks on long-serving candidates in line with procedure. Escalate every discrepancy, unexplained gap, adverse disclosure or safeguarding concern to the relevant manager. Never resolve a compliance query by assumption. Record the rationale for decisions so that the file can be understood by a later reviewer. Systems and administration Record every call, message, interview, document, check and decision in the CRM on the day it happens. Keep candidate records, availability and compliance status accurate at all times. The CRM is the single source of truth. Maintain the compliance tracker and flag expiring documents before they lapse. Provide daily and weekly activity and compliance reporting, including candidate pipeline, clearances, files in progress and blockers. Requirements Person specification, Criteria & Requirement: Essential: Experience in recruitment, resourcing, compliance, vetting, onboarding, HR administration or another high-volume administrative role Fluent written and spoken English with a confident telephone and video manner Proven attention to detail with documentation and data entry Highly organised and able to manage a large number of candidate files at different stages without losing track Comfortable working to a fixed procedure without shortcuts, and confident escalating or saying no when a file is not clear Able to handle confidential and sensitive information appropriately CRM or applicant tracking system experience Essential Competent with Microsoft 365, particularly Outlook, Teams and Excel Able to work UK hours from a private, quiet home office Resilient, self-motivated and comfortable working remotely without direct supervision Desirable: Experience in education recruitment, education compliance or another regulated sector such as healthcare or financial services Working knowledge of KCSIE, safer recruitment or equivalent vetting standards Experience processing DBS checks and using the DBS Update Service Understanding of right to work checks and share codes Bullhorn experienc Experience working remotely for a UK or overseas business Benefits Salary: R20 000 - R25 000 per month (Depending on Education Rec. Experience) Commission Remote working - Cape Town preferred since there will be an office when the team scales Incentives, Socials, Monthly & Quarterly Awards, Spin the wheel for prizes Amazing culture 23 Days Annual Leave + 3 Days Off in December + 1 Additional Day added per year of service, up to 5 & UK Bank Holidays