I've been recruiting foreign teachers here in Thailand for just over 20 years now. I started back in 2004, fresh off a stint teaching myself. What began as helping my local school find a decent teacher turned into a full-blown operation before I knew it. And I've been at it ever since.

Without a doubt. When I first started, you had a steady stream of qualified teachers with proper degrees, TEFLs, some even with classroom experience under their belts. Nowadays, it’s trickier. There’s still quality out there, but you’ve got to dig a bit deeper. A few reasons, really - the rising cost of living, tighter visa and work permit rules, and frankly, a lot of good teachers are looking elsewhere - Vietnam, Korea, even going back home. Plus, with remote work being a thing now, a lot of folks don’t fancy the classroom grind anymore.

That said, we still get passionate, capable teachers, just not in the volume we used to. So now it's more about vetting properly and managing expectations on both sides.

You're spot on. It's not just teaching anymore, and that's been a real game-changer. Back in the day, if you were a foreigner in Thailand, you either taught or you were on some sort of retirement setup. Now? You've got folks making money from all sorts — copywriting, design, affiliate marketing, YouTube channels, crypto (though that one’s a rollercoaster), and of course, teaching English online to kids in China or adults in Europe. A lot of teachers come over intending to teach in classrooms, then realise they can earn the same, or even more, working from their laptop in a café or by the beach, without lesson plans, admin, or a commute. And once they taste that freedom, many don’t go back.

That shift has definitely affected the recruitment scene. The schools can’t always compete with the flexibility and income potential of working online, especially when they're offering 35k baht a month and a six-day work week. So we recruiters have to work harder to sell the lifestyle, the culture, and the long-term benefits of teaching here.

Oh yes, much more demanding than they used to be, and I don’t blame them really. Years ago, teachers would arrive wide-eyed, just happy to be in Thailand with a job. They didn’t ask much, maybe about housing or where to get a decent pad Thai. Now, new teachers are coming in with a checklist: salary, contact hours, curriculum, holidays, health insurance, housing allowance, professional development, you name it.

It’s partly because there’s more info out there - Facebook groups, Reddit, YouTube - everyone’s sharing experiences, salaries, horror stories. So candidates are more aware of what’s fair, and they’re less likely to tolerate dodgy deals or poor treatment. Also, as you said earlier, many of them have alternatives such as online work or other countries, so they’re not desperate.

From a recruitment standpoint, it’s a double-edged sword. On one hand, it raises standards, which is great, and schools are having to step up a bit more, but on the other hand, it makes it harder to place people, especially in lower-paying government schools or rural areas. You have to be honest and manage expectations. Sugarcoating doesn't work anymore - and rightly so.

The landscape of teacher agencies in Thailand has certainly evolved over the years. When I first started, there were only a handful of agencies, mostly run by individuals with a genuine passion for education. Nowadays, the number has increased significantly, with many new players entering the market. However, this growth isn't without its challenges. While some agencies provide excellent support and services, others operate with less transparency and professionalism. It's become crucial for teachers to thoroughly research and verify agencies before committing.

In essence, while there are more agencies now than ever before, the quality varies widely. It's a mixed bag, and teachers need to be discerning when choosing whom to work with.

Quite a relevant question these days, since Zoom interviews have become the standard first step for many schools and agencies. Here’s my advice to any teacher facing a Zoom interview:

Always dress and look the part. Even if you're in your bedroom in Chiang Mai or still jet-lagged in a Bangkok hostel, put on a shirt. First impressions count. Thai schools, even the relaxed ones, still value professionalism and presentation.

Check your tech. Test your mic, camera, and internet beforehand. Nothing kills momentum like tech issues. Use headphones if possible, and make sure you’re not sitting in front of a window with blinding backlight or next to a barking soi dog.

Always have a tidy background, good lighting, and a quiet space. It doesn’t have to be fancy - just show you’ve made a bit of effort. If a school sees clutter and chaos behind you, they’ll possibly wonder what your classroom’s going to look like.

Know the school you're applying to and do a bit of homework. Even if it’s just the school’s name and location, it shows initiative. If you can drop in a line like “I noticed you use the English Program curriculum”, it goes a long way.

Be culturally aware - smile, be polite, and don’t interrupt. Thai interviewers may be a bit more reserved. Don’t mistake that for disinterest. And whatever you do, don’t criticise anything about Thailand or ask “Will I have to work weekends?” five minutes in.

Show some energy, even over Zoom, show you’re enthusiastic about teaching kids - Thai schools love a bit of spark. If you come across as bored or monotone, it’s a red flag. Ask smart questions, not “How long are the holidays?” right away. Instead, ask about teaching materials, class size, support staff — it shows you’re thinking like a professional, not a backpacker looking to kill time.

In short, treat it like a proper job interview, even if your feet are bare under the desk. The schools that take the time to do Zoom interviews are often the better ones - so make the most of it.

Ah yes, the famous one-hour demo lesson - a rite of passage for many teachers in Thailand. Here’s my take: it can be a golden opportunity or a total stitch-up, depending on how it's handled. So here’s the advice I give teachers before they walk through that school gate:

Get clarity beforehand and don’t just show up blindly. Ask: What age group? How many students? What topic or skill? Will there be a whiteboard? Are there teaching materials? You’d be amazed how many schools don’t give any of that unless you ask - and showing up unprepared makes you look bad, even if it’s their fault.

Don’t overcomplicate it because you’re not trying to reinvent the curriculum. Keep the lesson simple, interactive, and fun. Focus on basic classroom management, clear instructions, and getting the students engaged. If they’re laughing and learning something, you’re winning.

Plan with Thai learners in mind. Thai students can be shy, especially with a new foreign face. So avoid activities that rely on them being super talkative at first. Use gestures, visuals, and repetition. Show that you understand the local context.

Prepare for no-show support. Sometimes you're promised a projector and teaching assistant and end up with a chalkboard and 45 sweaty 10-year-olds. Be flexible. Bring a printed backup of your materials and be ready to go analog if needed.

Watch your tone and energy because schools aren’t just watching what you teach, they’re watching how you interact. Are you patient? Are you smiling? Are you able to manage a class without yelling? They’re asking themselves, “Will this person last a full semester with us?”

Don’t bring up money or perks. Save the contract talk for after. Even if it’s your second or third demo of the week, never let on that you’re doing the rounds. Treat each demo like the job you want.

Take a moment to reflect on the demo lesson afterwards. Whether it goes brilliantly or you crash and burn, take note of what worked and what didn’t. Every demo gives you an edge for the next one.

Yes, some schools do take the mickey by getting free teaching from walk-in demos. But many use it genuinely to see if you're a good fit. So don’t go in resentful but go in ready to impress. And if they ghost you afterward or don’t give feedback, that probably tells you all you need to know about how they treat their staff.

Good question and one that doesn’t get asked enough, to be honest. If I had to put a number on it, I’d say around 10 to 15% of the teachers I place don’t make it past the first month. And mind you, this is after we’ve done some filtering. If a school hires directly off a Facebook group, that number can be much higher.

Now as for why they don’t last, well, it usually falls into one of these buckets:

Culture shock or lifestyle mismatch - some people love the idea of living in Thailand but aren't ready for the reality — the heat, the traffic, the bureaucracy, the slower pace of life. They get here and realise it’s not the postcard version they had in their head.

Unrealistic expectations about the job - people think teaching will be easy. Play a few games, teach some ABCs, then go home. Then they walk into a class of 45 restless students, no A/C, no co-teacher, and little support, and suddenly it’s not so fun anymore. Some people genuinely don’t realise how demanding the job can be.

Poor classroom management - this is a biggie. If you can’t control a classroom -especially with younger kids - you’re in trouble fast. Even if your English is perfect and your lesson plan is solid, if the kids are bouncing off the walls, the school won’t keep you.

Homesickness or emotional burnout - it creeps in quicker than people expect. New country, unfamiliar food, language barriers, no friends yet - it can hit hard. Some just quietly pack up and fly home.

Visa and paperwork issues - some teachers arrive on the wrong visa or delay getting the paperwork sorted. If they get spooked by immigration rules or overstays, they sometimes bail, especially if they’re not being helped properly by the school or agency.

Poor attitude - every now and then you get someone who just isn’t adaptable. Constantly comparing everything to their home country, being rude to Thai staff, refusing to participate in school events, and that doesn’t fly here. Thai schools value face, manners, and teamwork.

So while there are legit reasons teachers leave early, a good chunk of it comes down to preparation and mindset. The teachers who thrive here, even the inexperienced ones, are the ones who roll with the punches, stay humble, and put effort into building relationships. The ones who expect it all to be easy? They usually don’t last long.

The “native English speakers only” mindset is definitely starting to shift, especially over the last five years or so. European teachers, especially from places like the Netherlands, Germany, and Eastern Europe, are more in demand. Schools are realizing that many of these candidates speak excellent English, often have stronger academic backgrounds, and are more open to rural placements or modest salaries. A Czech teacher with a CELTA and teaching experience often outshines a native speaker with no training or work ethic. It’s that simple.

Asian teachers with strong English, especially Filipinos, are getting more recognition. The Philippines has long been a source of excellent English teachers, but there’s always been a stigma around them being “non-native.” That’s slowly changing. Budget-conscious schools, especially in government or rural settings, see the value. Filipinos tend to be hard-working, culturally adaptable, and often have education degrees to boot. And now with ASEAN ties and growing regional awareness, more schools are embracing this.

Being a native English teacher used to be the golden ticket - born in the UK, US, Canada, etc., and you were in. But schools have learned the hard way: just being a native speaker doesn’t mean you can teach. Now, they want skills, professionalism, and commitment. A South African with a thick accent but solid teaching chops will often win out over a flaky Californian who shows up late and wings every lesson.

Here’s the caveat - while schools are more open-minded, immigration and work permit rules still favour passport holders from the traditional 5 or 6 “native English” countries. So agencies and schools often have to jump through hoops or make special cases for highly qualified non-native applicants. It’s improving, but still a headache.

In the more “image-conscious” schools - like high-end private schools or bilingual programs - there's still pressure to have a white, Western-looking teacher for marketing. It’s uncomfortable, but it’s real. That said, even that’s beginning to shift in some places, slowly but surely.

The old native-speaker rule is fading - not gone, but fading - and rightfully so. Ability, training, and attitude are starting to count more than just the passport. And as more schools struggle to find reliable teachers, they’re learning to value what really matters.

Let’s face it: there’s still no shortage of teachers willing to take low-paying jobs in Thailand. Back in the day, it was a bit of a golden ticket to be able to teach abroad, live in a tropical paradise, and still cover your costs. A lot of schools know they can get away with offering lower salaries because there are always fresh faces willing to come over, especially younger teachers or backpackers looking for an experience. The sheer supply of teachers willing to work for modest salaries keeps wages in check. 

In government schools, the funding is still limited, and salaries are determined by budget constraints. Private schools might have more leeway but aren’t always willing to bump up pay unless they absolutely have to, especially when they can fill vacancies with people willing to work for less. It's a bit of a race to the bottom in some places. 

On paper, salaries seem low, but the cost of living in Thailand is still much cheaper compared to Western countries. A 35k baht a month salary is more than enough to live comfortably if you’re single and not splurging. But of course, the issue is that the cost of living in cities like Bangkok has been creeping up - rents have gone up, as have general expenses. But schools haven’t adjusted the salaries accordingly, assuming people will still be content with the “good enough” wage.

Teacher retention is not a top priority for some schools. This is more common in the "lower-tier" schools, where the turnover rate is high. If a teacher doesn’t make it past the first year, they just hire another. The school doesn’t see the need to increase salaries or improve conditions because they’re constantly cycling through new teachers. Why raise the pay if there’s always someone ready to take the job?

A lot of teachers, especially those coming for the experience rather than a long-term career, aren’t as concerned with pay. Thailand’s reputation as a destination for expats seeking adventure means many teachers view the job as a lifestyle choice rather than a career path. Schools know this and feel they don’t need to raise salaries to attract people.

Teachers dumped in rural placements with zero support. These are usually new teachers who get sold a dream - “the real Thai experience, peaceful life, lovely kids” - and then they arrive to find they're three hours from the nearest city, no English-speaking staff, no internet, no curriculum, and 50 kids in a class. No training, no mentor, and sometimes no clue what they’re supposed to be doing. And they often stick it out with a smile, but it’s rough.

Filipino teachers getting paid less for doing the same job - this one really grates on me. Many of these teachers are more qualified, more experienced, and harder working than some native speakers, but they’re still offered lower salaries purely because of their passport. It’s blatant discrimination, and it's disheartening when you see the talent being undervalued. Some schools are changing, but not fast enough.

Teachers placed by shady agencies - these poor folks get the rug pulled from under them. They’re promised one job, then given another. Promised materials - get none. Promised a work permit - doesn’t happen. And when they ask questions or raise concerns, they’re ghosted or guilt-tripped. Worst of all, many of them are new to the country and don’t know their rights. Some even get hit with dodgy contract clauses or withheld salaries. Infuriating.

Single parents or older teachers trying to make it work here - Thailand isn’t always kind to older teachers, especially women over 50 or those with family responsibilities. Visas can be a nightmare, salaries often don’t reflect experience, and schools are sometimes hesitant to hire anyone outside the 25–45 age range. It’s heartbreaking when someone with 20+ years of experience and a Master’s gets passed over for someone who just rolled off a beach in Koh Tao.

Passionate teachers who genuinely want to make a difference but get burnt out. These are the ones who care deeply, stay late, plan lessons, build relationships with students - but eventually hit a wall. Maybe the admin doesn’t back them. Maybe they’re stretched too thin. Maybe they’re underpaid and overworked. When they finally give up, it’s not because they don’t love teaching — it’s because the system wore them down.

So yeah , I’ve got a soft spot for anyone who’s doing their best under tough circumstances. And it’s why I’m a big believer in honest recruitment. Teachers don’t need perfection, they just need to know what they’re getting into, be supported, and be treated with basic respect. That alone would save a lot of good teachers from falling through the cracks.