When to hire your first instructor

Most schools are taught by the owner for the first year. At some point, the owner cannot teach every class, and a second instructor needs to come in. Here is how to think about when and who.

When you are ready

A few signals:

• You are turning down classes you would otherwise add. A new evening class would fill up, but you cannot teach more hours.
• You are burning out. Teaching 25 hours a week is hard. Teaching 35 is unsustainable.
• You have someone in your school who is ready. A senior student who could take over a class with a few weeks of training.
• You hit 100 active members. Roughly the point where one instructor cannot run everything well.

Not all of these have to be true. One or two is enough.

Hiring from within vs hiring outside

Hiring from within (a senior student, a black belt, a longtime parent):

Pros:

• They know your school's culture and curriculum.
• They have credibility with students and parents.
• The transition is smooth.

Cons:

• Limited pool. Maybe 1 or 2 candidates at any given time.
• You have to teach them how to teach.
• If it does not work out, awkward to undo (they are still your student).

Hiring outside:

Pros:

• Larger pool. Anyone with teaching experience qualifies.
• Already has teaching skill.
• Easier to part ways if it does not work.

Cons:

• Learning curve on your culture and curriculum.
• Existing students may take time to warm up.
• Higher pay; outsiders expect more.

Most schools hire their first instructor from within. The senior student model works because the relationship is already in place.

What to look for

Specific qualities, in priority order:

1. Patience. Teaching kids requires more patience than teaching anything else.
2. Reliability. Shows up on time. Calls if they cannot.
3. Clear communication. Can explain a technique in a way a 7-year-old understands.
4. Energy. The class feels different when the instructor brings energy.
5. Curriculum knowledge. They know the techniques. (This is fourth because the other four matter more.)

If you have a candidate strong on the first 4 but weak on curriculum, you can teach curriculum. The reverse is harder.

What to pay

For a first instructor:

• Per class: 25 to 50 dollars per class. Most common.
• Per hour: 20 to 35 dollars per hour. Same idea, more flexible.
• Salaried: 30,000 to 50,000 per year for full-time. Rare at this stage.

If your average class has 12 members at 175 per month, the class is worth roughly 87 dollars in revenue per session (assuming 24 sessions per month per class). So 25 to 50 per class is 28 to 57 percent of revenue. Reasonable.

If you are paying more than 60 percent of class revenue to one instructor, the economics break down.

What about commissions or revenue share

Some schools pay senior instructors a share of revenue (e.g., 25 percent of tuition from classes they teach). This works when:

• The instructor is a senior partner, not entry-level.
• They drive enrollment in their classes.
• You have clear attribution rules (which student belongs to which instructor).

For most first hires, a flat per-class rate is simpler. Save revenue share for later, more senior hires.

Onboarding

Plan 4 weeks:

• Week 1: They shadow your classes. They take notes. No teaching yet.
• Week 2: They co-teach with you in the room. You handle the room; they handle individual instruction.
• Week 3: They lead with you watching from the sidelines. You step in only if needed.
• Week 4: They run a class on their own. You check in afterward.

By week 5, they can run a class without you.

This is slower than most schools do it but it pays off in retention. A rushed instructor loses students faster than they earn revenue.

Mistakes to avoid

• Hiring too late. You are running on fumes. The first instructor will not save you fast enough.
• Hiring too early. You cannot afford it yet.
• Hiring someone you do not trust. Trust is the most important quality. You cannot supervise from another room.
• Underpaying. You will lose them. Pay fair from day one.
• Overpaying. You cannot afford it long-term. Pay fair, not extravagant.

Logging the new instructor in Rosterra

1. Go to /settings/staff and click Invite staff member.
2. Enter their email, name, and role (instructor).
3. Set their pay rate at /settings/staff/{instructor}/pay.
4. Assign them to the classes they will teach.

Their first paycheck runs at the end of their first pay period through your payroll system.

Two-instructor norms

Once you have two instructors:

• They should never teach the same class at the same time. Pick a lead.
• They should know each other's students. A quick weekly meeting helps.
• They should both attend any belt test or graduation. Multiple eyes catch more.

This is the start of building a team. Most schools never get past 2 to 3 instructors. That is fine. The first one is the biggest step.