Beyond the Application – Hiring Christian Educators
Why mission-focused hiring matters more than ever.
Part 1: Who Are We Looking For?
This article is the first in a three-part series on hiring practices in Christian education:
Who Are We Looking For? (this post)
How Should We Interview?
What to Do After They’re Hired?
It’s easier than ever to “settle” on Christian school hires. Secularism has influenced much of popular Christian culture, and being clear about what we’re looking for matters more now than ever. In addition, some applicants may view a statement of faith or lifestyle statement as merely words on a page, rather than commitments to be lived out. This raises the stakes for school leaders: are we truly committed to finding and hiring people who embody Christlike character and conviction?
Hiring in Christian schools is not simply about filling a role; it’s about advancing a mission. When we bring someone onto the team, we are entrusting them with the discipleship of students and the embodiment of our school’s vision. That makes the question “Who are we looking for?” not just practical, but deeply spiritual.
Defining the Type of Educator We’re Looking For
At the foundation, every Christian school must define the type of person it seeks to employ. Are we committed to hiring people who model Christ in both character and lifestyle? Do we see hiring as more than finding someone who can teach math, lead a classroom, coach a sport, or even serve as a building principal?
The truth is, our teachers and leaders become the living curriculum. Their example, worldview, and consistency shape students as much as the content they deliver. This is why most Christian school contracts cite Luke 6:40: “The student is not above the teacher, but everyone who is fully trained will be like their teacher.”
Yes, we need Christian educators who are skilled in their profession. However, being a role model is at the core of being a Christian educator.
Our hiring decisions are not neutral—they shape who our students will become. That reality raises the stakes: we must look for more than skill. We must look for a calling to serve students and families on a daily basis.
Reviewing the Statement of Faith
Every prospective hire should be aligned with the school’s statement of faith. This ensures theological unity and guards the integrity of the mission. Too often, schools overlook this step, focusing instead on credentials or experience. But without spiritual alignment, even the most skilled educator can unintentionally pull against the school’s vision.
The statement of faith is not a box to check. It’s the anchor that ensures all staff are rowing in the same direction.
Affirming the Lifestyle Statement
Most Christian schools also include a lifestyle statement in their employment expectations. This reflects a commitment to living consistently with Scripture and with the values of the Christian community. It’s not about legalism or perfection; it’s about alignment with the school’s witness.
When a teacher or staff member signs a lifestyle statement, they are acknowledging that their role is not just professional, but missional. They are modeling discipleship in and out of the classroom.
Writing Job Descriptions That Reflect Mission
Job descriptions must go beyond technical requirements. Yes, we must articulate the subject taught or the role’s responsibilities. But we also must frame each role in light of the mission: to disciple students to know and follow Christ.
That means including expectations around spiritual leadership, classroom discipleship, and modeling Christ-like behavior. Clear job descriptions protect both the school and the candidate, ensuring there is no confusion about the calling attached to the role.
Final Word
So, who are we looking for? We are looking for men and women who:
Align with the school’s statement of faith.
Affirm the lifestyle expectations of Christian witness.
Understand their role as both educator and disciple-maker.
See their work as ministry, not just a job.
This is the foundation of hiring in Christian schools. But how do we look for evidence or fruit of these indicators? In Part 2, we’ll turn to the practical question: How Should We Interview?