Schools and education
Your next specialist teaching assistant is already in your classrooms.
The Growth and Skills Levy you already pay can fund it, and we handle the eligibility and the paperwork. It's the same for the people you've yet to hire, school leavers and career changers included, and for every other team you employ: early years, business and finance, pastoral and family support, site and estates, and grounds. One named account manager, right across the trust.
Together, let's goWorking together with
For trust leaders
What trust leaders tell us, and what's possible
You are asked to do more each year with a budget that does not grow with it. Developing the people you already employ costs a fraction of replacing them, and the levy you pay covers most of it.
Recruitment is hardest in the roles nobody trains for centrally: site managers, finance staff, business professionals, grounds teams. Those are exactly the people a trust can grow from within.
Your teams are asked to cover more ground than their job titles suggest, and to use systems that did not exist three years ago. Development makes that workable rather than exhausting.
As SEND needs grow, the staff already supporting those children can become specialists without leaving the classroom.
And running six different training relationships is its own overhead. One partner across the trust means one contract, one contact, and one set of reporting.
Programme finder, by team
Find your team. Find the programme.
Every programme works the same way. Your people learn it, apply it in your schools, then look back at what they did and why. That last part is what turns a qualification into better judgement on the afternoon when nothing goes to plan.
Classroom and learning support
Support learning in class, in small groups, and one to one, and adapt when a lesson is not landing.
Plan and deliver targeted SEND interventions, and advise teachers on what works for each child.
Early years, in your nursery and reception
Plan play, keep children safe, and record what each child is learning.
Act as key person for a group of children, lead activities, and share progress with parents.
Lead a room or a setting, coach staff, and drive quality improvement.
Run wraparound and holiday care that children lead, safely.
Business, finance, and administration
Manage budgets, lead support services, and run the business side of a school or a trust.
Manage processes, handle data, and keep projects moving.
Process invoices, reconcile accounts, and keep the ledgers accurate.
Prepare reports, run month end, and explain variances.
Produce the accounts, support audit, and advise on the numbers.
Pastoral and family support
Build relationships with families, assess need, and plan support.
Lead a pastoral team and assure the quality of its practice.
Work with families early, alongside health and local authority partners.
Working with your local authority on education, health and care plans? The EHCP casework route sits on our children, young people and families page.
Site, estates, and sustainability
Deliver the day-to-day services that keep a school open, safe, and working.
Carry out inspections and audits, investigate incidents, and monitor waste and energy.
Register title: safety, health and environment technician.
Manage the services, contractors, and budgets that keep an estate running.
Collect and analyse data, plan initiatives, and report on social and environmental impact.
Grounds
Maintain grounds to horticultural standards through every season.
Plan the work, lead a small team, and deliver projects on site.
Prepare and present pitches, and carry out routine renovations.
Not sure which level? Tell us the role and we'll tell you.
What your levy covers, in your numbers
Put your own figures in.
This is set for your education team. Move the sliders to match your trust and see what the Growth and Skills Levy you already pay could fund.
Show the working
8 people × £5,000 average funding band. Training and assessment for a levy-paying trust is funded from the levy up to the band for each standard. [VERIFY band average]
Show the working
1 leaver × £24,000 × 30% replacement cost. Replacement is estimated at 30% of salary, drawn from CIPD data. Development is one of the levers that keeps people. [VERIFY assumption]
Developing the people you already employ costs a fraction of replacing the ones who leave, and most of it is already paid for.
Training and assessment are funded from the Growth and Skills Levy you already pay, up to the funding band for each standard. [VERIFY: current co-investment, transfer and eligibility rules, April 2026 onward]
We check eligibility before you commit to anything. We complete the enrolment, the funding agreement, and the records the rules require, in the format auditors expect. Enrolment is rolling, so there's no intake date to work back from.
Illustrative figures, not financial advice. Funding bands, the 95% government contribution for non-levy employers, and replacement-cost assumptions are drawn from the National Apprenticeship Service, Workforce in England, and CIPD data. [VERIFY against April 2026 Growth and Skills Levy rules]
One relationship across the trust
One contract. One contact. One set of reporting.
covers every school and every team.
knows your trust rather than one of your schools.
whether you have three schools or 30.
Start with one team and add others when you are ready. Nothing about the arrangement has to change when you do.
[VERIFY the multi-school contracting claim with operations before this goes live]In their words
The people, not the provider.
She has gained terrific confidence from the programme, and that shows in an increased presence in our team meetings. A considered presence who speaks with authority and commands attention. She will be a competent deputy.
I am confidently planning and delivering targeted interventions and can clearly articulate the impact of my support. Learners I work with are showing improved engagement, smoother transitions and stronger emotional regulation.
Three things you can hold us to
A decision you can stand behind.
Choosing us is a decision you have to stand behind. We do not take that lightly, so here is what you can hold us to.
It fits the school week.
Off-the-job hours agreed in writing before anyone starts, so you know the cover cost in hours per week, not months.
You never chase us for an update.
One named account manager, not a rota, and a progress summary every [VERIFY] weeks, in your inbox.
No September to wait for.
Confirm eligibility this month and they start within [VERIFY] weeks.
Go deeper
See how it works, before you talk to anyone.
The senior attendance champion guide
What the statutory expectation means for support staff, and which roles it lands on.
Who picks this up
One person, from the first call to the last review.
You get one named account manager, from your first conversation to your last review. Someone who knows trusts and schools, and who knows how your year runs. If something is not working, you go to them, and we take it seriously.
Together, let's go(optional)
The honest answers
Questions trust leaders actually ask
One contract covers the trust, and reporting comes to you centrally. Individual schools still get their own reviews. [VERIFY with operations]
Both. Someone already with you can grow into the next role, and someone leaving school or changing career can start with you on the same programme. We check eligibility before you commit. [VERIFY: current rules, hiring incentives, and whether we help with recruitment]
You get the weekly hours figure in writing before anyone starts, for every programme. [VERIFY typical figure for teaching assistant level 3]
No. Start with one person or one team, and add others when you are ready.
[VERIFY: this is a leadership decision before it is a copy answer. What are we prepared to commit to?]
[VERIFY]
Let's begin
Tell us the role you are trying to strengthen.
Within [VERIFY: one working day] you will know which programme fits, what it costs, and how quickly they could start. No commitment. And if we are not the right fit, we will tell you.
Together, let's go