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Why Work with Us?

Thank you for your interest in working for Tunbridge Wells Grammar School for Boys. Follow the links below to find out more about working with us.

Click HERE.

Our Talent Pool is the best way to stay up to date with the latest roles and opportunities that TWGSB has to offer. Our Talent Pool is open for all types of role, from Leadership and teaching to Business Support Roles and Casual roles. Joining our Talent Pool will mean you’ll be the first to hear when new vacancies are advertised as you will be contacted directly by HR, giving you a chance to be the first to complete an application.  

There’s just one simple online form to fill out and we’ll use this information to match you to future roles. It’s free and simple to sign up and it could be your gateway to an inspirational career. Please follow this link and complete the details on the form: Join our Talent Pool (office.com).

All TWGSB staff are highly valued for the role they play in the lives of the students.

Staff benefit from a positive working environment, with strong support for professional development and specialist teaching rooms. We aim for high standards and the pursuit of academic excellence, helping every student to reach their full potential through the development of skills, concepts and knowledge, within the framework of a caring community. Relationships between staff and students are based on trust, mutual respect and a determination to succeed.

To recognise this hard work and dedication, there are certain benefits that the school provides for all members of staff. These include

• Teacher/support staff pension contribution

• Free flu vaccinations

• Employee Assistant Programme via Health Assure

• Free eye tests

• Paid moving day

• Use of the school's Sports Centre

• Access to free will-writing service (for 2023)

• Car parking on site


Our primary commitment will always be to meet the needs of our students but we are also committed to offering our staff a full range of flexible and family friendly working practices:

• Training and development opportunities

• Access to Kent Rewards (inc Cycle2work, Adult Education discount, discounted high street cards and vouchers at over 1,200 national and local retailers)

• Access to health and well-being resources


Pension Schemes

Teaching staff are entitled to become a member of the Teachers’ Pension Scheme.

Support staff under the age of 75 are entitled to become members of the Local Government Pension Scheme (LGPS) and most will be auto-enrolled into the scheme at the start of employment and deductions made from pay to cover contributions with immediate effect.

Both schemes attract generous employer contributions and offer valuable financial protection to stff and their families.

Recent Investment at TWGSB

Staff enjoy a positive working environment which benefited from £27m local authority investment in 2020/21:

• New Maths & ICT Teaching Centre

• New Sixth Form Centre

• New Sports Centre: five-court Sports Hall, Studio, changing rooms and classrooms

• New astroturf 3G carpet at Tunbridge Wells campus

• Refurbished dining hall and servery

• Additional campus in Sevenoaks

Teaching within a school can be immensely rewarding, but it can also be physically and emotionally draining at times. It is our responsibility to ensure that your mental health and wellbeing is supported effectively.

This School acknowledges the duty of care it has towards all Employees and recognises the importance of supporting and promoting physical, mental, social and financial wellbeing within the workplace.

The Employee School Wellbeing Action Plan describes the specific initiatives the School is currently undertaking to support and promote wellbeing in these areas.

The School provides Employees with access to a number of services to support Employee wellbeing:

• Employee Assistance Programme

• Occupational Health

• Counselling Support

• Mental Health First Aiders

• Mediation

• Coaching and Mentoring

We are committed to supporting the continuing professional development of our all staff, whether this is to allow you to get to grips with a new role or prepare for the next stage of your career, we will offer you on-the job training, e-learning, access and support to attend external learning or coaching and mentoring from colleagues across the trust that you need to meet your development goals.

Click HERE.

Click HERE.




How do I apply?


If you are applying for an advertised role you will need to complete an application form which can be found on the Current Vacancies page.

Can I apply with a CV?


CVs will only be considered for speculative candidates via the Talent Pool. If and when a candidate has been shortlisted, they will be required to complete an application form in accordance with our Safer Recruitment Policy. All other candidates are required to complete the application form.

When should I apply?


Application deadlines vary. Please make sure you complete your application ahead of the specified closing date so we can ensure your application is considered. Early applications are recommended as they will be reviewed on a rolling basis.

How can I withdraw my application?

You can withdraw your application at any time by emailing HR. If you have an interview arranged then we ask that you inform us as soon as feasibly possible.

The Interview Process



What is the interview selection process?

The selection process can vary depending on the role. It will typically involve:

  • Teaching a lesson (if applicable)

  • An interview with a member of SLT, HoD or Line Manager (whichever applicable)

  • A tour of the School

  • An interview with the Headteacher (if available)

  • An opportunity to meet with colleagues

When will I be told of the outcome of my application or interview?

You may not hear from the school until the official deadline of the role has surpassed.

If you have been interviewed then you will be informed as soon as practically possible and this will be communicated with you in the interview.




Who can I use as a Referee?

You must provide the details of two referees as part of the application process.

One of the referees must be your current or most recent employer, if this is within a school then this will be addressed to the Headteacher (or equivalent).

The second referee should be a previous employer. If you do not have a second employment referee (i.e., you have only held one employment position during your career) then we will seek to obtain a character reference; this could be from your Teacher Training provider, a university lecturer or family friend (not blood related or via marriage). 

When will they be contacted?

In order to comply with Keeping Children Safe in Education, it is the policy of TWGSB that all references will be obtained, and concerns resolved, before confirming an appointment.

It is TWGSB’s practice, with the consent of the applicant, to take up references before interview.

If you have indicated that you do not consent to references being sought prior to interview make sure you state this in your application.

Applicants with Disabilities



How do I know if an adjustment is reasonable to ask for?


A good question to ask yourself is, “What do I need in order to demonstrate my potential?” The key word here is ‘need’; if you need it rather than simply want it, it is likely to be reasonable.

We are committed to providing a fully inclusive and accessible recruitment process and will endeavour to make all reasonable adjustments as required.

If you have any concerns or are unsure of what reasonable adjustments are available, get in touch with HR.

What types of adjustments can applicants ask for throughout the recruitment process?


Examples of adjustments include (but are not limited to):

  • personal support or assistance

  • keyboard for written tests

  • accessible parking

  • assistance in and out of vehicle

  • rest breaks in between the interview/assessment

How can I request an adjustment for the interview?

Please tell us on the application form if you need any adjustments to be made – there is section specifically for this purpose. If you are invited for interview, you will be sent a confirmation letter confirming the details. At this stage you are also able to advise the recruiter of any reasonable adjustments you require at the interview.

Remember that you must inform the recruiter of the adjustments you require prior to completing each stage of the recruitment process; leaving it until afterwards is too late

Overseas Checks (a Police Certificate)



I have worked abroad, will I need to get an overseas check?

In accordance with Keeping Children Safe in Education, TWGSB will ensure that individuals who have lived or worked outside the UK will undergo the same checks as all other staff in schools or colleges.  This will be the applicant’s responsibility to obtain prior to starting employment.

The overseas checks will be carried out in addition to obtaining an enhanced DBS check as the DBS check alone is not sufficient to establish the candidate’s suitability to work with children. 

Immigration and Sponsorship



Can TWGSB provide visa sponsorship?

In short, yes.

The school can obtain a Certificate of Sponsorship via third party HR consultancy, which we will pass to you to obtain a work permit yourself.

Your visa status / nationality would play no part in the selection process, and any related questions asked on the application form are so that we can promptly advise on right to work, following any offer of employment. However, if you were offered the role, any offer would be conditional on a satisfactory right to work check, and you holding suitable permission to live and work in the UK.



Safeguarding: Tunbridge Wells Grammar School for Boys is committed to safeguarding and promoting the welfare of children and young people, and expects all staff and volunteers to share this commitment. The above posts are all subject to an enhanced Disclosure Application to the Disclosure and Barring Service and check against the ISA Barred List for children. Due to the nature of the school environment and working with children, these job roles are exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020.  It is an offence to apply for any role at TWGSB if you are barred from engaging in regulated activity relevant to children. Our school’s Child Protection Policy can be found HEREApplicants will be also be expected to complete appropriate training including safeguarding and Prevent and to sign Staff and Governors’ codes of conduct.

Equal Opportunities: This school is committed to ensuring that each stage of the recruitment and selection process is accessible to all. We will review the recruitment policy and procedure regularly to ensure that it takes account of the Equality Act 2010 and does not discriminate against candidates on the grounds of race, religion or belief, disability, age, pregnancy and maternity, gender reassignment, marriage and civil partnership, sex, or sexual orientation. Recruitment will be solely on the basis of the applicant's abilities and individual merit as measured against the criteria for the job. Qualifications, experience and skills will be assessed at the level that is relevant to the job.