Hiring foreign teachers in Thailand might sound simple - post a job, wait a week, hire a native speaker, done, right? If only. 

The reality is, many schools fall into the same traps over and over, wasting time, money, and goodwill. Here’s my lowdown on the ten biggest mistakes schools make when hiring foreign teachers.

Writing vague-as-hell job ads

If your job ad says something like “competitive salary, must love children, immediate start,” you’re basically shouting into a black hole. Teachers have zero clue what you’re offering and why they should care. “Competitive salary” means absolutely nothing if you don’t tell them what the number is, or what perks come with it. Teachers aren’t mind readers; they want specifics: how much, what grade levels, teaching hours, and if there’s any chance to grow. Give them a clear picture, or you’ll get a parade of confused applicants - or worse, none at all.

Waiting until the last minute

Imagine needing a new teacher on Monday, and it’s Friday afternoon. If you think this is a good idea, you might want to check your calendar. Hiring takes time and lots of it. Rushing a recruitment process means settling for whoever’s left, which usually means someone less qualified or a total misfit. Start your hunt at least six to eight weeks before your current teacher walks out the door. Good candidates don’t grow on trees, and the best ones are booked months in advance.

Offering salaries from the Jurassic era

There’s no sugar-coating this: if you’re offering 30,000 baht a month and a shared fan room next to the chicken market, good luck finding a teacher who sticks around past the first month. Salaries haven’t kept up with inflation or expectations, and teachers talk, especially on social media. If you want to attract a decent professional, you need to offer a livable, competitive salary. And if your school’s in a remote area, be honest about the low cost of living and the lifestyle benefits. Otherwise, you’ll get what you pay for.

Using agents who couldn’t spell “TEFL”

Handing your recruitment over to an agent who thinks CELTA is some sort of yoga position is a recipe for disaster. These agents often post vague ads, promise the moon, and deliver chaos. Your best bet? Either handle hiring yourself or vet your agents thoroughly. Ask them about their screening process. Better yet, (unashamed plug alert incoming) - post your jobs directly on Ajarn.com, where you control the quality and get to pick your candidates yourself.

Ignoring the Thai admins who actually work with the teacher

Foreign teachers aren’t just going to schmooze with the farang Director of Studies and then disappear. They’re working day in, day out with your Thai English department, Thai admin, and sometimes even the ghost of the former principal. Ignoring these key players in the hiring process is like picking a wedding band without asking the bride. Get your Thai staff involved in interviews and onboarding; their insight will save you headaches and help find candidates who actually fit your school’s culture.

Over-obsessing about NES teachers

There’s a cult-like obsession with native speakers in Thailand’s hiring circles, but let’s be real: fluency, clarity, and teaching skills matter way more than where someone’s mum gave birth. You don’t want an accent, you want a good teacher. Stop asking “Are you native?” and start asking “Can you teach?”

Expecting a TEFL teacher to be a babysitter / translator / marketing model

Just because your foreign teacher can speak English doesn’t mean they want to MC your school sports day, translate all your letters, or dress up as the school mascot. Many schools expect teachers to do all this and teach - on a teacher’s salary. Spoiler alert: that doesn’t work. Be clear about job responsibilities, and if you want a jack-of-all-trades, pay for it.

No onboarding, no support, no clue!

Welcome to your new job! Here’s your classroom, the staffroom is somewhere behind that mysterious door, and good luck finding the bathroom. If this sounds familiar, no wonder teachers quit. A little onboarding goes a long way: a simple welcome pack with school policies, schedules, contact points, and a rundown of where to find things can make all the difference. Bonus points if it’s in English and Thai.

Ghosting applicants

Imagine spending hours preparing your CV, applying for a job, and then… silence. Crickets. Nada. This happens way too often. Ghosting candidates makes your school look unprofessional and drives good teachers straight into your competitor’s arms. Even a polite “thanks, but no thanks” email keeps your reputation shiny and makes teachers more likely to apply next time.

Hiring the first warm body that walks through the school gates

Desperation is a dangerous thing. Hiring someone just because they’re available is like marrying the first person who smiles at you at a bar - you might regret it. A bad hire costs you time, money, and morale. Take your time. Post your ad widely. Interview properly. Check references (or at least Google their name). The right teacher is worth the wait.

Final thoughts

Hiring a great foreign teacher isn’t rocket science, but it does require respect for the process. It requires honesty, and understanding that teaching is a profession, not a gap-year hobby or a free English lesson for your Thai staff. If you want help reaching the best candidates, do recruitment properly!