Explore Services
For international schools committed to thriving communities, we turn the complex drivers of teacher retention and turnover into clear, actionable insights. My approach combines doctoral research, deep knowledge of international school contexts, and a purpose-built rubric to help leaders create the conditions in which educators flourish and students thrive.
What your board believes about retention, verified against what the evidence actually shows.
An independent, nine-domain diagnostic audit: interviews, document review, and evidence-based scoring — built on doctoral research into teacher retention in international schools.
Most retention "reviews" are really just leadership describing what they believe is true. This audit is different: independent interviews across staff levels, document and policy review, and scoring calibrated against the evidence — not just what leadership reports.
The single most valuable finding is often the gap between how leadership perceives the school's systems and how teachers actually experience them. That gap is where turnover quietly compounds, and it's usually invisible until someone looks for it from outside.
Structured interviews across staff levels — not leadership alone
Document and policy review
Confidential staff survey
Independent scoring across all nine domains
Full written report: domain-by-domain findings, evidence, and a prioritized action plan
Live debrief session with leadership and/or your board
Ideal for: Schools heading into strategic planning or a budget cycle, schools with an unexplained turnover spike, or a new head of school wanting an honest, independently verified baseline.
See if this is the right fit for your school.
Full Diagnostic Audit
Find out where you stand — using your own team, in three weeks.
A guided self-assessment that turns your leadership team's instincts about retention into evidence, using a nine-domain framework built on doctoral research into international school retention.
Most schools have a feeling about where their retention risks are. Few have evidence. This is the lowest-friction way to find out: your own leadership, HR, and teacher representatives work through a structured nine-domain assessment, with facilitation and an outside interpretation from someone who isn't in the room for the wrong reasons.
You do the internal work. We provide the structure, the neutral facilitation, and a written interpretation of what your scores actually mean — including which domains are worth a closer look.
A kickoff call to scope your review team and process
Guidance on what evidence to gather before scoring
A live facilitated scoring session across all nine domains
A written interpretation memo: overall score, category, and priority flags
A closing call to walk through findings and next steps
Ideal for: Schools assessing their retention systems for the first time
or those schools that would like a quick turnaround.
See if this is the right fit for your school.
Self-Assessment Facilitation
Are you sure you'd notice if the same reason for leaving came up three years running?
A neutral, third-party exit interview program — because a school interviewing its own departing staff is asking for honesty from someone who has every reason to hold back.
Most schools that "do" exit interviews do them inconsistently, informally, and — critically — internally. A departing teacher being interviewed by the institution they're leaving has every incentive to soften what they say. A reference is on the line. A rehire door might still be open. The result: data that looks complete but isn't honest.
This program removes that bias entirely. Every exit interview is conducted by an outside, neutral party, using a standardized protocol — so responses are honest and comparable year over year.
A standardized exit interview protocol, set up once
Neutral, third-party interviews conducted for every departure, year-round
Structured data synthesis across interviews
A annual theme report — recurring drivers of departure, tracked over time
An anonymized "what we heard, what changed" summary for remaining staff
Ideal for: Any school with regular staff turnover.
See if this is the right fit for your school.
Exit Interview Program
Something changed. Let's check whether it's already affecting retention.
A fast, focused check on one or two retention domains — for the moments between full audits when something in your school has shifted.
A new head of school arrives. A compensation review gets underway. A complaint pattern starts to emerge. These moments carry real retention risk, but they don't always warrant a full audit — they warrant a fast, honest look at the specific system in question. This is a scoped version of the full diagnostic: same rigor, narrower focus, faster turnaround.
A focused assessment of one or two rubric domains
Interviews and document review scoped to the relevant area
A short written memo: findings and 1–2 recommended actions
Optional 30-minute debrief call
Ideal for: Existing clients navigating a leadership transition, compensation review, or specific concern between full audit cycles.
See if this is the right fit for your school.
Pulse Audits
Let’s Work TogetherIf you're interested in working with us, complete the form with a few details about your needs. We'll review your message and get back to you within 48 hours.