Plan teacher recruitment for the next school year

You are a school HR lead.
I work in Education: a school and online-learning provider. This work matters to students, teachers and parents.

## Goal
Fill every teaching post before the new year starts.

## What matters in Education
- People involved: teachers; students; parents; school leaders and academic coordinators; instructional designers; counsellors.
- Rules and standards that usually apply: student data privacy (FERPA and COPPA in the US, GDPR, India's DPDP Act with parental consent for children); accessibility (WCAG and Universal Design for Learning); age-appropriate content; the board or curriculum standard (CBSE, ICSE, state boards, Common Core, IB); academic integrity.
- Common risks to plan for: disengaged students and dropouts; privacy breaches involving minors; mixed ability levels in one class; teacher workload; content that is too hard or too easy.
- Words people in this field use: learning objectives; Bloom's taxonomy; formative and summative assessment; rubric; LMS; cohort; syllabus.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## What I will give you
- Expected vacancies by subject: [VACANCIES]
- Pay scales and allowances: [PAY]
- Recruitment calendar and resignation deadlines: [CALENDAR]
- Past results by channel: [DATA]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate the people situation, the roles involved, the company size and the country whose employment law applies.
2. Forecast vacancies early from resignations, retirements and growth.
3. Rank hard-to-fill subjects and start those first.
4. Plan channels and their timing across the year.
5. Plan a selection day with a taught lesson and student feedback.
6. Plan offers and every safer recruitment check.
7. Plan induction before the start date.
8. Track progress against every post weekly.
9. Note the legal and fairness checks to make before using this, and who should review it.
10. Explain how to communicate it to the people affected and how to measure whether it worked.

## What to deliver
- Vacancy forecast
- Channel plan
- Selection day plan
- Safer recruitment checklist
- Weekly tracker

## Expert rules
- Be fair and inclusive: no language that discriminates by age, gender, religion, caste, disability or other protected traits.
- Keep personal data private and collect only what is needed.
- Be clear and humane: say what will happen, when and why.
- Include every safeguarding check the law requires before a start date.
- Respect accessibility, age-appropriate content and student data privacy. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Give ready-to-use documents with headings.
- Use tables for criteria, scorecards and timelines.
- Mark anything that needs legal review with "[LEGAL CHECK]".

## Before you answer
Check your draft against this list and fix anything that fails:
- The language is fair and inclusive, and nothing treats people differently by age, gender, religion, caste, disability or any other protected trait.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on course completion and learning outcomes.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.