Salary & Interview FAQ

A typical international teaching salary package includes more than just your monthly pay. You should look at the whole offer — salary, housing, flights, insurance, bonuses, and tuition discounts if you have children.

Key components:

• Base Salary: Often quoted monthly; always check whether this is net or gross.
• Housing: This may be included as an allowance or provided accommodation. Compare this to typical rental prices.
• Flights: Annual return flights are common — check whether this includes dependents.
• Health Insurance: Varies widely; some include dental/vision, others are bare minimums.
• Relocation Allowance: A one-time payment for moving costs.
• Gratuity / End of Service Bonus: Usually in the Middle East or Asia — equivalent to a portion of your annual salary.
• Tuition Discounts: If you have children, this can be one of the most valuable benefits. Ensure you understand what’s covered and whether it’s full or partial.
• Professional Development: High-quality schools may include PD funding or conference attendance opportunities.

When comparing offers between countries, don’t just compare salaries. Consider cost of living, savings potential, housing costs, and how much of your package is taxable.

Roles also vary — for example, leadership, SEN, IB coordination, or boarding roles may include stipends or time in lieu. Always ask.

You can explore real salary submissions to see examples from specific countries and schools.

Many international schools are open to negotiation — but what you can negotiate often depends on the school’s status (for-profit vs. not-for-profit), location, and how late in the hiring cycle you apply.

What you might be able to negotiate:

• Base Salary: Some schools have fixed bands, others have room for movement based on experience or qualifications.
• Relocation Allowance: Especially if you have dependents or are relocating from far away.
• Housing: If you’re given a budget, you may be able to increase it with justification.
• Flight Policy: You may be able to secure flights for dependents or upgrade frequency/class.
• Start Date or Notice Period: Useful if you need flexibility leaving your current role.
• Professional Development: Especially relevant for curriculum-specific training (e.g. IB, IGCSE, safeguarding).

Tips for effective negotiation:

• Be respectful and professional — you’re setting the tone for your working relationship.
• Express enthusiasm for the role before making requests.
• Ask, don’t demand — phrase your requests as clarifying questions or thoughtful proposals.
• Have data: use other offers or salary comparison tools (like this site) to inform your requests.
• Understand that some things are non-negotiable — like salary scales at unionised or government-affiliated schools.

It’s also okay to walk away from an offer if it doesn’t meet your needs — your future wellbeing matters more than accepting too quickly out of pressure or excitement.

International school interviews often involve multiple stages — sometimes including a video submission, followed by panel interviews, and occasionally a task-based assessment.

What schools may ask you:

• How do you differentiate in a diverse, EAL-rich classroom?
• Tell us about your experience with (IB / IGCSE / UK National Curriculum / etc.).
• How do you contribute to whole-school life and community?
• What does safeguarding mean in an international context?
• How do you work with parents in culturally sensitive settings?

What you should ask the school:

• Why is this position available?
• What is staff turnover like?
• What professional development is offered?
• How are safeguarding and student wellbeing handled?
• How is performance managed and feedback given to staff?

Remember, a good interview is a two-way conversation. You’re assessing them just as much as they’re assessing you. Listen carefully not just to what they say — but what they avoid answering.

You can also politely ask to speak to a current teacher or team member if you’re seriously considering the offer. Transparency is a good sign.

Not all international schools operate to the same standard. Some are outstanding institutions with strong leadership and ethical practices, while others may cut corners or exploit staff turnover.

Watch out for:

• Vague or missing contract details (e.g. no mention of gratuity, unclear salary currency).
• Unwillingness to let you speak to current staff.
• High leadership turnover or reports of toxic management.
• Excessive teaching loads without clear compensation or support.
• Lack of clarity around safeguarding protocols or dismissal procedures.
• Recruiters or schools who pressure you to sign very quickly.

If an offer seems too good to be true, pause and compare it to others on this site. Use forums, community groups, and resources like the 'Wish I Knew' stories for insight.

Don’t be afraid to ask questions, request time to review contracts, or even say no. A school that respects you will also respect your need to make a careful decision.

Every international teacher has a moment when they think, “I wish someone had told me that.” This section is a collection of insights from real educators about the surprises, lessons, and hard-earned truths that came with working abroad.

• "I didn’t realise how much housing quality varies between schools in the same city. Ask for photos or speak to someone currently living there."
• "Tax laws can really catch you out — always ask whether your salary is net or gross, and who is responsible for tax reporting."
• "Check the cost of schooling if you’re bringing children — some ‘free tuition’ only covers a percentage or excludes key fees."
• "Not all 'international schools' have internationally-minded leadership. Ask about the school's vision and how decisions are made."
• "Your onboarding and settling-in experience sets the tone. A disorganised arrival process is often a red flag."

You can read more in our What I Wish I Knew archive, where teachers anonymously share their stories and reflections.