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Recruiting & Hiring

Webinar Takeaways: EdTech Innovations that Retain Top Talent

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With tightening teacher pipelines and higher rates of attrition, how can K-12 leaders utilize modern technology to help overcome the challenges associated with the teacher shortage?
Frontline recently joined industry experts from interviewstream and Wagestream to discuss ground-breaking innovations in education technology, and how districts can leverage these tools to advance their immediate and long-term goals to recruit, grow, and retain highly qualified educators.

Webinar Speakers

  • Monique Mahler
    CEO, interviewstream
  • Joey Vasser
    Client Success Account Manager, interviewstream
  • Portman Wills
    Co-Founder, Wagestream
  • Kevin Agnello
    Sr. Data Analytics Engineer, Frontline Education
  • Nichelle Smith
    Leader of HCM Product Marketing, Frontline Education


A better way to hire


Frontline Recruiting & Hiring + interviewstream

Recruiting, hiring, and onboarding are all steps you take to bring the best talent into your district. They’re critically important, but also time consuming! Tasks like filtering through applications or managing interviews can quickly add up… and paper only further complicate things. Not only can that mean lost time for more strategic work, but it can also even mean losing out on great candidates.
In order to avoid getting bogged down by manual processes and to ensure the entire hiring process is smooth-sailing, districts can utilize modern recruiting tools like on-demand interviews. In this webinar, interviewstream discusses various ways these asynchronous, self-paced styled interviews can help K-12 HR proactively engage with candidates on their own time (and get to hiring that much faster).


What are the benefits of on-demand interviews for K-12?

On-demand interviews and other recruiting tools can help K-12 HR teams optimize and streamline the entire recruiting process! Districts can expand their geographical reach to attract even more candidates, provide a more candidate-friendly interviewing experience, and make better hiring decisions to fill open positions with qualified talent.

  • Increase flexibility for candidates: Candidates can interview anytime and anywhere (and they can even rerecord the video if they didn’t get it right the first time).
  • Empower your HR team: Automate interview scheduling, rewatch live interviews to rate candidates, and score interviews in real time.
  • Maximize your schedule: Get time back from scheduling interviews, handling manual candidate information, and rallying your HR team together to perform assessments.


“Leveraging solutions from Recruiting & Hiring and interviewstream enabled us to expand our candidate pool, offer every candidate a screening interview and move candidates through the hiring cycle process efficiently, so we can quickly fill open positions with qualified candidates allowing us to continue to fulfill our mission.”

Julie Tobin, Assistant Superintendent for Human Resources at Community School District 93.

Myth: On-demand interviews won’t get responded to.
Fact: It’s actually on the contrary! Monique shared that “70% of candidates respond to an on-demand interview in just four days and 93% have completed within a week.”

How can you leverage this tech beyond recruiting?

The benefits don’t just stop at getting great candidates in the door. Districts can leverage on-demand videos to continually engage their staff to help boost retention rates. Whether it’s supporting teacher collaboration and mentoring or providing flexible professional development opportunities, this tool has the power to transform the entire learning experience! Here are a few additional ideas discussed in the webinar.

“You can use these interviews in unique ways you wouldn’t expect like teacher evaluations or curriculum planning.”

Monique Mahler


“There are other ways to utilize video interviews…like end of the year teacher awards and teacher feedback. It’s an easy way to engage your current staff which is such an important part of the retention process.”

Joey Vasser

Hear from interviewstream:


Related Resource:

Looking for other ways to leverage video tech in your district?
Check out 3 Ways Technology Can Help Overcome the Teacher Shortage


Flexible access to pay


Frontline Absence & Time + Wagestream

If you’re trying to increase the size of your substitute pool, chances are it’s because you’re struggling to find people to come in and cover absences. But the real problem may not be the size of your pool — it could be a fill rate issue, the unpredictability of teacher absences, or even the financial uncertainty that comes with the job.
In many districts, substitutes typically don’t have access to their earned wages until the next pay cycle. But the truth is, some individuals may not have the financial flexibility to wait for that paycheck. This can make it challenging for subs to manage finances, pay bills on time, or handle unexpected expenses.
What’s an easy way to remove that financial barrier to entry for substitutes in your district? One idea is to offer flexible access to their wages when they want it (as they earn it)! As inflation and rising interest rates continue to affect many people, control over one’s pay provides a genuine financial wellbeing benefit.
In the webinar, Wagestream discusses how to give substitutes in your district control over their pay to foster financial wellbeing and minimize stress.

“Offering flexible pay really helps with the vast majority of financial challenges. Whether it’s an unexpected expense or matching your incomings and outgoings, it has a wonderful impact for the worker.”

Portman Wills


Why is flexible pay important in K-12?

Bringing innovation like flexible access to pay into your district pay can incentivize substitutes to take more jobs and help support your efforts to being recognized as a destination district.

  • Improve substitute fill rates
  • Bring better financial control to your substitutes
  • Foster financial wellbeing and minimize stress


“The substitutes you are hiring, training, and working with…they are often working in other industries as well. A recent survey we conducted revealed that 86% of substitutes hold a second job and 55% hold three or more. The top three most frequent sources of income for these subs are McDonalds, Target, and Uber. They all offer flexible pay. With this tech, we can level the playing field for school districts.”

Portman Wills


Flex-pay fast facts!

According to a recent Wagestream survey:
Job vacancies are filled 27% faster Stress levels are improved by 75% Hours worked by subs increased by 22%
Hear from Wagestream:


Ready to improve the candidate experience with on demand interviews? Learn more
Ready to help attract and retain substitutes in your district with flexible access to pay? Learn more