How we select our tutors
Most agencies recruit on CVs and tutoring hours. Both matter, but neither tells you how someone behaves in a room with a student who would rather be anywhere else. We built our own selection process to find that out.
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Initial vetting process
Fewer than 10% of applicants are invited to interview.
We look for Oxbridge graduates or candidates with equivalent academic distinction. Credentials alone will not get anyone through. We also want people children actually want to learn from, which usually means warmth and a real curiosity about their subject.
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Three-stage interview
Three interviews bring the candidate pool below 5%.
Candidates teach mock lessons, so we see their method rather than hear it described. We watch how they adjust to a student who learns differently and how clearly they explain difficult material when the first explanation does not work. The strongest candidates leave a student wanting to keep going.
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Enhanced background checks
A safe learning environment is non-negotiable.
Every tutor holds an enhanced DBS check. We verify qualifications, take detailed references from academic institutions and previous employers, and speak to referees directly. A reference form rarely tells you how reliable someone is or how students responded to them. A conversation usually does.
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Continuous investment in our tutors
We keep tutors for the long term, and we keep working with them.
Hiring is where our relationship with a tutor starts. We run regular satisfaction surveys with families, stay in close contact throughout every placement and give tutors ongoing professional development. If something is not working, we tend to hear about it early and act on it.