The people, the bar.
The institute publishes its hiring bar before it prints a single staff title, because the staff are the product families are buying. Faculty first in the payroll, practitioners first in the faculty, and administrators kept deliberately few: one administrator plus agents. Admissions triage, scheduling, records and first-line communication run on the institute's own AI stack with human review, so the payroll goes to faculty, which is what families are actually buying.
Two tracks, one standard.
Core faculty
Small, senior, full-time. Each one owns a school's spine and teaches across programmes. Hired slowly, on evidence, and kept for the standard they hold.
Practitioner adjuncts
Working engineers, developers, accountants and tradespeople who teach one evening block, paid per block. A startup institute teaches wide this way without pretending to be large.
The hiring bar
Four questions, asked of every candidate, in this order. They are printed here so you can judge the institute by the same standard it judges its people.
Can you do the thing?
Recently, for real clients or employers. Practitioner first, teacher second, in that order.
Can you teach it to someone who failed school?
A demo lesson is part of the interview. If it cannot survive the room, it does not get the job.
Do you use the tools?
The AI-native bar. The institute teaches the stack it runs, so the staff have to run it first.
Will you hold the voice?
Honest, plain, no theatre. The same register this site is written in.
Teach what you do.
The institute hires practitioner-teachers before it prints their titles. If you do the work for a living and the four questions above read like a description of you, the Principal's office reads applications for staff the same way it reads them for students: one message, name, trade, and the thing you have made.
Staff pages go live as the Principal confirms each name. Nothing is published ahead of that confirmation.
