Why this hire is high stakes

A strong Head of Quality:

• Stabilises delivery

• Improves learner outcomes

• Builds a culture where evidence exists before inspection week

A weak one:

• Creates spreadsheets

• Hosts meetings

• Tells you everything is “in progress” until it’s not

Step 1: Define your version of “quality”

Is it:

• Ofsted readiness?

• IQA rigour and standardisation?

• Curriculum improvement?

• Data-led performance improvement?

• Compliance and funding assurance?

Usually it’s all of the above—so decide the top 3 priorities for the first 6 months.

Step 2: What a strong job spec includes

• Scope: apprenticeships only or wider provision

• Reporting lines and influence (do they have authority?)

• Team: IQAs, QAs, QIPs, QMIS, tutors/assessors

• Key levers: observation model, standardisation, QIP/SAR ownership

• KPIs: timely reviews, OTJ quality, EPA outcomes, retention, progress

Step 3: Where great Heads of Quality come from

• High-performing ITPs (obvious, but rare and in demand)

• Colleges with strong work-based learning units

• Awarding/EPA/compliance-heavy environments (often brilliant on rigour)

The best are usually:

• Not applying

• Quietly open

• Approached through trusted networks

Step 4: Interview questions that separate leaders from librarians

1. “What did your last QIP actually change?” (give examples)

2. “How do you balance support and accountability with delivery teams?”

3. “What does an effective observation process look like?”

4. “How do you drive consistency across multiple standards/teams?”

5. “Which 5 metrics do you watch weekly/monthly—and why?”

6. “How do you prepare for Ofsted without making everyone miserable?”

7. “Talk me through a time you turned around a weak area.”

Ask for artefacts

• A redacted QIP

• A dashboard used in governance

• An example of standardisation output

Step 5: Red flags

• Over-indexes on paperwork, under-indexes on impact

• Can’t describe “before and after” improvements

• Blames delivery completely (quality is leadership + systems)

• Doesn’t understand the commercial reality of apprenticeships

If you need a Head of Quality who can lead improvement, not just report it, NSA can bring you proven senior quality leaders—often off-market.

spencer@nationalskillsagency.co.uk |

020 3953 1984

Hiring quality assurance (QA / IQA) professionals in education is crucial for maintaining high standards and ensuring continuous improvement. These professionals play a pivotal role in enhancing the quality of educational programs and services. Here are effective strategies to attract and hire the best QA talent in the education sector:

1. Define Clear Job Requirements: Start by outlining the specific skills, qualifications, and experience required for the role. A well-defined job description helps attract candidates who meet your criteria and understand the expectations.
2. Leverage Professional Networks: Utilise professional networks and industry associations to find qualified candidates. Attending education-focused conferences and events can also help identify potential hires with relevant experience.
3. Advertise on Industry-Specific Platforms: Post job openings on education and QA-specific job boards, such as the National Skills Agency, to reach a targeted audience. This increases the likelihood of attracting candidates with the right expertise.
4. Utilise Social Media: Platforms like LinkedIn are valuable for finding QA professionals. Use these platforms to post job openings and actively search for candidates with the desired background. Engaging content about your organization’s culture and values can also attract top talent.
5. Employee Referrals: Encourage current employees to refer qualified candidates. Employee referrals often lead to high-quality hires, as current staff members understand the company culture and job requirements.
6. Offer Competitive Salaries and Benefits: Attract top QA professionals by offering competitive salaries and comprehensive benefits packages. Highlighting opportunities for professional development and career advancement can also make your organization more appealing.
7. Conduct Thorough Interviews: Develop a robust interview process that assesses both technical skills and cultural fit. Include practical assessments or case studies relevant to QA in education to evaluate candidates’ problem-solving abilities and practical knowledge.
8. Highlight Organisational Culture: Quality assurance professionals often seek environments that value continuous improvement and innovation. Showcase your organization’s commitment to these values during the hiring process to attract like-minded individuals.
9. Invest in Onboarding and Training: A strong onboarding program helps new hires acclimate quickly and understand their roles better. Providing ongoing training and professional development opportunities ensures that QA professionals remain engaged and up-to-date with industry best practices.
10. Foster a Collaborative Environment: Quality assurance in education thrives in a collaborative setting. Emphasize teamwork and open communication within your organisation to attract professionals who value a supportive and cooperative workplace.

By implementing these strategies, you can effectively attract and hire quality assurance professionals who will contribute to the success and improvement of educational programs. Ensuring that you have the right QA talent in place not only enhances the quality of education but also supports the overall growth and reputation of your institution.