As the new academic year approaches, school leaders across the country are turning their attention to one of the most crucial elements of student success: tutoring. High-impact tutoring—frequent, personalized, data-driven support embedded in the school day—has accelerated learning outcomes. However, one major hurdle remains: hiring the right tutors.
We sat down with Saga’s own Jen Winans, Director of Talent Acquisition and Kendra Roberts, Talent Acquisition Manager, to unpack the challenges and share actionable strategies to build a strong, scalable, high-impact tutoring team.
Common Challenges in Tutor Hiring
Hiring tutors isn’t as straightforward as bringing in traditional staff. Winans and Roberts highlight a few persistent obstacles:
- Undefined Schedules: Without a clear tutoring schedule upfront, schools often hire based on availability rather than academic needs. This approach leads to gaps in coverage and effectiveness.
- Background Check Delays: Depending on the district, onboarding can take anywhere from two weeks to several months, primarily due to varying background check requirements.
- Perception of Instability: Many potential tutors—especially recent graduates—see these roles as temporary or unstable and choose full-time jobs instead.
Nonetheless, tutoring offers a powerful entry point into the field of education, especially for those who may not have previously considered a teaching career. As a Saga Education tutor, individuals gain hands-on experience working directly with students, educators, families, and school leaders, in-person and live-online tutoring. Throughout their service, tutors develop key instructional strategies, support accelerated learning, and learn how to differentiate lessons to meet diverse student needs. For those pursuing a career in education, this transferable experience equips them to navigate classroom dynamics with the confidence and skill of a seasoned entry-level paraprofessional.
Plan First, Hire Second
One resounding piece of advice from both Winans and Roberts is to develop a detailed program structure before hiring. This includes setting a tutoring schedule, identifying the subjects and student groups served, and determining whether tutoring will happen during or after the school day.
Roberts recommends planning on a quarterly cycle: “Schools can have greater flexibility in staffing and enhance tutor retention by regularly evaluating the needs of the program and its personnel.”
Flexible Options Attract Better Talent
Flexibility is key to attracting diverse candidates, from college students to retirees. Don’t overlook remote tutoring. “When schools dismiss remote tutoring, they shrink their candidate pool and miss out on top-tier subject expertise,” states Winans. “Virtual options open the door to a broader range of qualified applicants.”
Streamline Onboarding
Districts often treat tutor onboarding like full-time teacher onboarding, which can bog down the process. Winans encourages districts to develop a distinct onboarding pathway for tutors to expedite background checks and reduce friction.
Use the Right Recruitment Channels
When it comes to outreach, some channels work better than others. Here are a few that Winans and Roberts recommend:
- Handshake: Highly effective for connecting with college students and recent grads.
- Indeed: Strong for tapping into seasoned professionals.
- Untapped Pipelines: Don’t forget niche potential groups like military spouses or retirees. These groups often bring valuable life experience and flexibility.
So, What Makes a Great Tutor?
Winans and Roberts say successful tutors share more than just academic ability and advise looking for candidates who exhibit:
- Mission alignment
- Resilience and adaptability
- Cultural awareness and empathy
- Strong collaboration and communication skills
Specifically for math-focused roles, verifying subject-matter proficiency during the recruitment process is critical.
Set Tutors Up for Success
Hiring is just the beginning. Tutors thrive when schools foster a supportive environment, including:
- Training on social-emotional learning and classroom management
- Clear guidance on how to help students think critically, not just give answers
- Encouragement to build strong relationships with teachers and administrators
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Perhaps most importantly (and often overlooked), staff buy-in matters. When teachers view tutors as partners—not interruptions—the entire school community benefits.
Scaling with Intention
Expanding a tutoring program isn’t simply about hiring more people. Winans emphasizes that effective scaling requires a strong recruitment infrastructure, ongoing planning, and attention to tutor experience and retention.
A few key takeaways for scaling success:
- Build a dedicated recruitment team.
- Align your onboarding and scheduling processes.
- Consider tutor backgrounds and their understanding of U.S. school culture.
- Prioritize long-term planning over “reactive” hiring.
Final Thoughts
Hiring tutors for high-impact academic support is a unique process that demands foresight, flexibility, and mission-driven recruitment. As schools gear up for the new academic year, now is the time to lay the groundwork to hire tutors and empower them.
By embracing these best practices, educators can set their tutoring programs up for meaningful, measurable success in the year ahead.