We have all heard the cliché. It is whispered in the teacher’s lounge every spring when interview season starts.
“It’s not what you know; it’s who you know.”
It is the perfect excuse. It protects our ego. If we don’t get the job, we can tell ourselves, “Well, they already had someone picked out. It was rigged. I never had a chance because I didn’t go to high school with the Superintendent.”
I used to believe it, too. I thought administration was a secret society where you had to know the secret handshake to get in.
I was wrong.
The Cold Hard Truth
When I landed my first Assistant Principal job at 29, I didn’t know a single soul in the district.
- I didn’t have a “hookup.”
- I hadn’t had coffee with the principal.
- I wasn’t the cousin of a board member.
- I was a stranger from a different town with a resume and a suit.
If the system was built on “who you know,” I would still be in the classroom.
So, if it’s not about who you know, what is it about?
It is about Who You Are and What You Believe.
Principals Don’t Hire Friends; They Hire Solutions
Put yourself in the principal’s shoes. They are tired. They are stressed. They have angry parents on line one and a discipline issue in the cafeteria.
They don’t need a buddy. They don’t need a drinking companion.
They need someone who can do the job.
When you walk into that interview room, they aren’t looking for a familiar face. They are looking for conviction. They are looking for someone who knows exactly who they are and isn’t afraid to say it.
1. Know Who You Are (Your Brand)
Most candidates walk into an interview trying to be whatever the principal wants them to be.
- Principal: “We focus on strict discipline here.”
- Candidate: “Oh, me too! I love strict discipline.”
Then, five minutes later:
- Principal: “But we also want to be restorative.”
- Candidate: “Oh, totally. I love restorative circles.”
You sound like a chameleon. You sound like you have no backbone.
I got hired because I knew my brand. I told them:
”I am a systems guy. I believe that if we have clear systems, we have less chaos. I lead with clarity.”
I didn’t try to be the “fun” admin or the “buddy” admin. I was just Mr. Reed. Authenticity cuts through the noise.
2. Know What You Believe (Your Philosophy)
If I ask you right now, “What is your philosophy on student discipline?” can you give me a clear, 2-sentence answer?
Or will you ramble for 5 minutes about “relationships” and “kids these days”?
The candidate who gets the job is the one who has solidified their beliefs into a rock-solid foundation.
- I believe behavior is a skill gap, not a character flaw.
- I believe clarity is kindness.
- I believe safety cannot be assumed; it must be drilled.
When you speak with that level of certainty, it doesn’t matter that you don’t know anyone in the room. They will want to know you.
Stop Networking, Start Reflecting
If you are spending your time trying to “network” or suck up to decision-makers, stop.
Spend that time looking in the mirror.
- What do you actually believe about education?
- What are your non-negotiables?
- What is the one thing you do better than anyone else?
The “Good Old Boys Club” might exist in some tiny towns, sure. But in 99% of schools, the “Club” is looking for competence, not connections.
Don’t let the excuse of “I don’t know anyone” keep you from applying.
I didn’t know anyone either. And it worked out just fine.
If you want to build your knowledge base quickly so you have something to talk about, start with these 3 Books Every New Admin Should Read.