For a hard-to-fill high school math opening, we wrote the ads and ran the outreach. Nineteen new leads came in during the first week. The search showed that a school can reach people who were never going to find its posting on their own.
Plenty of school roles get a handful of applicants and sit open for months. The people who could fill them exist, but they aren't watching job boards. Packet searches databases of millions of people, finds the ones who fit your role, checks licensure, and reaches out, so you're choosing between real candidates instead of waiting on a posting.
For a hard-to-fill high school math opening, we wrote the ads and ran the outreach. Nineteen new leads came in during the first week. The search showed that a school can reach people who were never going to find its posting on their own.
A 12,000-student district needed a French teacher for a program that runs through AP. Four business days of direct outreach and referral asks surfaced four interested candidates. The district filled the role with its own applicant before reviewing them, then asked us to stay in touch about future hiring.
Schools there have asked us to explore openings that often stay posted: special education teachers, school psychologists, and bus drivers. Those searches are still early. They are the next test of whether the same sourcing method works across roles and markets.
Send the role and the automated first pass usually puts up to ten real prospects in your inbox within about ten minutes, with LinkedIn profiles, current-role context, and a note on why each might fit. If it needs a manual review, Mike follows up directly. The search starts from there.
Twenty minutes on the role: what the job requires, what your best hires have in common, what's off-limits, and what you've already tried. Getting that right shapes everything after it.
Our databases cover millions of working professionals. We find the ones who fit your role, assess each against what you told us, check licensure, and reach out to the strong ones directly.
Candidates arrive ready to interview, with licensure status and our read on fit. Outreach goes out with your approval, you get a clear update every week, and interviews and the offer run the way your school already runs them.
Who stands in front of a classroom shapes what kids learn more than anything else a school controls. Hiring is how schools get that right, and it's the part of the job with the least support behind it: most schools face their hardest openings with a job posting and hope.
Packet exists to fix that. We bring real recruiting to the roles schools struggle to fill — candidate data covering millions of people, direct outreach, evidence on every person we send — built by people who've spent their careers in education and in hiring. This summer we ran searches for school districts in Massachusetts and Pennsylvania.
The candidates exist. When a role gets three applicants, the problem is reach, and reach can be fixed.
Schools deserve the same recruiting machinery every other industry already has. Better data, wider reach, real outreach, with AI doing the legwork.
Hiring decisions should run on evidence of how someone actually works with students. AI can gather that evidence, and people should make every decision that matters.
Candidates are people. They should know where they stand at every step, whether or not they get the job.
Speed matters. A role filled in August gives kids a different school year than one filled in October.
Tell us what you're hiring for. The automated first pass usually arrives in your work email within about ten minutes, with up to ten names, LinkedIn profiles, current-role context, and a line on why each one might fit. If it needs a manual review, Mike follows up directly. The full search contacts people and verifies licensure.
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