The Governing Body of Windermere School are seeking an exceptional educational leader to inspire and lead the school from September 2026 on the retirement of Mr Frank Thompson.

We are seeking a Head who is a strategic thinker, who has a clear vision and sense of purpose and who will build on the strengths of the School. The ideal candidate for this role will possess a proven track record of achieving exceptional outcomes, coupled with a deep dedication to providing a truly holistic education. In an increasingly competitive independent education landscape, the successful candidate will demonstrate strategic abilities, the capacity to inspire and motivate staff and pupils and business acumen. Building trust and fostering strong relationships with parents, the wider community and other stakeholders will be crucial to their success.

The Governing Body is open to applications from those with experience of independent and maintained education. A commitment to the boarding ethos of the school is essential. Diversity and inclusion are valued and the Governing Body wants to attract the best people for the role available  regardless of age, ethnicity, sexual orientation, gender, disability, socioeconomic status or religious beliefs.

Job Type
Full Time, Permanent

Apply By
9 January 2026

Start Date
September 2026

To apply, please download the following:

• An application form, self-disclosure form and explanatory notes about completing the forms and the recruitment process;
• The School’s Policy Statements on Child Protection and on the Recruitment of Ex-offenders.

A completed application form, covering letter and self-disclosure form should be sent by email to Peter Hogan, Chair of Governors at chair@windermereschool.co.uk

Applications will only be considered when submitted on a fully completed school application form.

Windermere School is committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service. We obtain at least 2 references for all staff including those teaching in the Early Years Foundation Stage and enhanced criminal record checks through the Disclosure and Barring Services (DBS) for staff and volunteers who will have unsupervised access to children. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act 2006. 

Applicants for posts may be invited for interview where we follow the NSPCC’s Safer Recruitment Guidance Procedures. As part of the shortlisting process, the School may consider carrying out an online search of the candidate as part of their due diligence process, in order to identify incidences or issues that are available publicly on-line, that may require exploration with that candidate. The School should inform the shortlisted candidate that on-line searches may be carried out.