Enhance our national presence as a premier destination for exceptional candidates

Future Focus, Breck’s strategic plan, states that we seek to “enhance our national presence as a premier destination for exceptional candidates." Breck’s strong academic program, the professional learning made possible by the Melrose and Peter Clark Centers and robust compensation and benefits all draw candidates to want to work at Breck. 

In Spring 2025, members of the Senior Leadership team, including divisional and program directors, engaged in an analysis of recruitment and hiring at Breck, examined research to learn industry best practices, and identified opportunities to strengthen the process for candidates. The goal of their work was to build Breck’s capacity to improve the School’s processes to strengthen our national reputation as an excellent workplace. In order to attract highly qualified candidates, the design process focused on how to increase the racial diversity, geographical diversity and subject-matter expertise among candidates.

Breck is committed to recruiting and hiring a diverse group of educators to foster a vibrant learning community and deepen academic excellence. To learn more about the recruitment of candidates and how the Breck community can support this work, please see the FAQ below:

Frequently Asked Questions:

From Candidates:

• What do Breck hiring managers look for in a candidate pool? Hiring managers look for candidates who demonstrate a commitment to the school's mission of student growth, learning, and development. We seek educators and leaders who are intellectually curious, prepared to advance the school's mission, and able to foster strong relationships. Successful candidates are also inclusive, possess pedagogical expertise, are dedicated to continuous learning and growth, and hold high expectations for themselves and others. We hire employees from all kinds of schools (public, charter, independent, international, and other private schools) and backgrounds. Diverse experiences, years of experience, and degrees earned are positive attributes we seek in recruiting strong candidates.

• How do the benefits for Breck faculty and staff compare to other independent schools? We compare our salaries and benefits with a group of 110 of the top independent schools across the country and are proud to offer among the best compensation packages in the nation. Importantly, our benefits are typically among the top five percent of schools annually. In 2024, we were number one in health benefits when accounting for cost of living.

• Are there opportunities for professional growth and learning? Access to professional learning is a top-rated question for faculty and staff on the annually administered Youth Truth Survey. Breck offers incredible opportunities for all kinds of PD. In addition to our own Peter Clark Center, Melrose Center, Innovation Coaches, and in-house offerings, Breck is consistently in the top 10 schools for financial commitment to PD.

• How does Breck support candidates of marginalized identities, particularly candidates of color? Making clear priorities to hire, care for, support professional growth, and ultimately, retain people of color is a priority for hiring managers. From attending national career fairs for educators to a well-established mentorship program for new hires, Breck seeks to recruit and ensure the success of educators of color throughout the hiring and onboarding process. 

From Breck families:

• I know someone who is a great fit for Breck. How can I encourage them to apply for an open position?? The best recruiting comes from people within our network. Positive word of mouth and social media are incredibly effective recruiting tools. Talk about Breck and consider reposting our postings on LinkedIn and other social media. Recruiting and hiring is not limited to a season, it is on-going and we network all year-round, in-person and virtually so encourage them to reach out to a hiring manager.