Kids are career killers. A few notes:

1) The days of hiring families with white kids for advertising and marketing are quickly dwindling, especially in ISs with a wait list. Its cheaper to just contact a talent agency and hire some white kids for the day to do photos, or even cheaper use stock photos. The cost of a tuition/fee waiver/place for a few photos is just to high.

2) In the past the golden ration was 1:1. That means for every employer you could reasonably count on 1 tuition/fee waiver/place for a dependent child. That benefit ratio is shrinking or vanishing. It is becoming much more common for a family (even if its 2 teaching parents) to get something like one tuition/fee waiver/place and then a 50% discount on a second tuition/fee waiver/place and full cost beyond that. What is becoming even more common is for ISs to flat out state they do not provide tuition waivers/places at all.

3) Even when a tuition/fee waiver/place is provide more often ITs are finding that benefit is taxed as regular comp and in many cases increases the tax rate of the IT. A family with two kids can easily find themselves in the position where the tax burden of two tuition/fee waivers/places costs a substantial portion of one whole salary.

4) Beyond the tuition/fee waiver/place cost there is the added cost in larger housing or increased housing allowance, transportation, insurance, etc.

5) Kids provide no benefit. Every parent disagrees and has a list of pseudo benefits that they think their amazing child brings to the IS. None of them are true or valued. Kids are just historically perceived as part of the cost of doing business and provided some marginal ancillary benefits. That just isnt true anymore. Recruiting has gotten easier, and the availability of ITs has substantially increased.

Three kids is going to drastically reduce the marketability of an IT or an IT couple. If its two high demand ITs with strong resumes there are still ISs that will do that. Watch an interview where the recruiters are excited about the applicant and then hear the comment they have 3 (or more kids) and you can tangibly feel the energy vanish from the room. Many places cant even entertain that scenario and in others it would leave a family broke given the various burdens (such as taxes, increased cost of housing, etc.). For others, the OSH package an IT couple typically requires or expects for the entire family will doom an application from the start or make such a hire a last resort situation.

If you have three kids, be prepared for a lot of disappointment and frustration if youre an IT couple. Forget about it if your a single parent.

@Alchemeister

Simpler than what?

First its not a license.
Second while the AZ DOE uses the term "standard" in its description its not the same meaning as having a Standard grade, Regular type, credential. The "Subject Matter Expert" credential is more a Permit type than a Regular type credential. It wont get you QTS, Registered status in HK, or Registration with any of the other GTCs, it wont even be accepted by another State DOE in the USA. Its a permit that sounds better than many other permits, but its still a permit.
Third, the certificate it actually inscribed with "Subject Matter Expert" as opposed to anything sounding like "Teacher"
Fourth, your ESOL endorsement will be attached to that certificate and will clearly indicate its an endorsement.

Compare this pathway to the MA Provisional (Entry grade) credential. Which requires, for PK-12, a Bachelors/first degree (any subject) and passing the Literacy exam and the ESOL subject matter exam. This results in an effective lifetime regular type credential that doesnt require any renewal.
Compared to the AZ path you have described: You need a Bachelors/First degree in the subject your applying for (and this results in a 6-12 only credential). You will then need to pass the Pro.Edu. (PTL) exam and complete an online course in ethics (its actually pretty easy and USD$200) which gets you a 12 year renewable permit. Then to get the ESOL (ESL) endorsement you will need the 6 specific courses, teaching experience or a practicum, and meet the language learning requirement. On top of all that youll have to submit fingerprints for a CRB. This is renewable ever 12 years requiring 180 hrs. of PD.

This is a viable pathway to something that sounds more than and better than the permit it is, and compared to a more obvious permit may have better utility than some of them out there. What it isnt is better, easier, or simpler than going with the MA Provisional credential.

@MusicTravel30

Thats how leaders view ITs.

Daves ESL Cafe, as well as the other country specific sites are good places to discuss the private ESOL, EE, ET aspect of edu. ISR is a better site for the IE, IT aspect of KS/K12 edu even when it includes ESOL.

@cms989

Was that apartment you were forced to move at the whim of leadership your coin or the ISs coin? If it was your coin why would you have done anything your leadership demanded as far as moving goes, and if it was their coin, its their apartment, they can do what they want with it. Sure you moved back and got to choose your own apartment, but you also got to pay your own coin for that apartment. DSs usually dont provide OSH packages such as housing for DTs in DE.

You can participate in a lot of investment options in IE. Can you contribute to an IRA if you exclude all your income, no, but there are a lot of other investment types available. Where most DTs vs. ITs get hung up is that DE generally provides some form of easy peezy pension option, and IE typically does not, resulting in more effort and funding on the side of the IT, but there are plenty of OS (EUR for example) that is still IE and provides social insurance.

Buying a house I can get. That can be and usually is more difficult and in some places either ill advised or just not an option for an expat. Where could you be and not own a car? I know places where driving a car beyond a certsain period of time, would require a lot more work and for some places would require learning the language to a far greater degree than many ITs would be willing or functionally capable of doing, but not being able to own car as personal property Im not getting.
You can be OS and buy a house as an asset and watch it appreciate in value. If your getting an OSH package your not double paying anymore than the DT in your narrative, as I doubt that US DT making 6 figures is getting a housing allowance.
While there are DS in the US you can make 6 figures at (same in AUS and more common) there are ISs you can make 6 figures out AND get an OSH package on top of it (The Kingdom for example).

You can set down roots in IE just as much as you can in DE. Seeing friends come and go has more to do with the control those friends have in their lives and not yours. Its not really something you have a lot of control over.

I was in a DS where collecting written warnings was a kind of competition among the faculty. At the start of the year the ones that wanted to each put in 20 and the one with the most warnings and was renewed got the pot. This was a DS where warnings were issued routinely for things like having more than one office referral a week, where the warning cited lack of behavior management. DTs would get numerous written warnings each week. I think the individual record was 30 something in one week. That kind of achievement really takes some effort.

I disagree on most parts of @freetofly2022.

First, in regards to IE, having a bachelors/first degree isnt going to be some magic solution that opens doors. Its a requirement but its not one that distinguishes a category of applicant from one another in the vast majority of cases. What matters and makes a difference is having a professional KS/K12 edu credential, checking that box and then having KS/K12 experience. Those are a long way to go if your still pre bachelors/first degree.

Second, in terms of ESOL, it really depends where you are in your life.
1) On average ESOL pays better compared to an early career ITs when you consider that: A) ITs arent compensated for all of their on task hours. In ESOL if your working your getting paid. B) Early career ITs spend many more external hours doing the things that more experienced ITs have developed efficiencies for.
2) On average when it comes to classroom roles IE has a higher ceiling than ESOL pays. ESOL tends to plateau out rather early and IE has longer salary growth.
3) This is for classroom roles, because ESOL has an easier, and less resource intensive pathway to leadership and ownership that has better comp that ITs even at the higher end of the classroom salary scale.

Where I tend to agree with @freetofly2022 is that a bachelors/first degree will in the ESOL field open more doors and more opportunities in terms of eligibility for a work permit/visa. There are a substantial number of regions that wont issue a visa without evidence of a bachelors/first degree (at least as a skilled worker).
Undergraduate study is a significant investment though your looking at thousands in coin and years of study at full time or up to twice that if part time. Is spending 8 years studying for a degree while working part time at a cost of 30K for what might be a minor increase in salary. How long will you have to work and how much will you have to make before you break even? That trade off may not be worth it if your later in your career.

@emmjay

Its unusual in IE to have such a short notice period, 60 days is practically into the summer holiday, but the EUR for example has generally, really tight notice requirements (labor unions) that makes the period very late in the IE recruiting cycle, its the primary reason we have the Spring recruitment period at all.
Its so different because of the trends in DE. Many DOEs/LEAs in DE have regulations that identify specific periods for resignations that are typically a certain date before the end of the AY or a certain amount of time before terms. Failure to follow them results in 'contract abandonment' and can result in breach of contract or in some cases (mainly in the US) for sanctions against an IT/DT credential (typically its an administrative suspension for 1 year). These were established for continuity reasons, much like a theatrical troupe, replacement of a performer is not so easy, and DE doesnt have understudy's. These conventions (either established traditions or regulations) keep one DS from poaching another DSs DTs and creating a mess for students.It would become a very cut throat and eventually paralyzed system if there wasnt such conventions. Essentially, unlike the corporate world, DTs arent at-will employees (though sometimes they are). However, aside from credential sanctions, edu contracts are just like any other contract, even the hallowed red and burgundy books for all their strong language, the enforcement really just comes down to a suing for damages and the reference. Which is what any employment contract regardless of field or profession comes down to, to be otherwise would be slavery or indentured servitude.

There is a system in the nursing profession that some parts of DE (primarily in the US) have been looking at. In this system nurses as part of their employment contract agree to a certain period of 'training', if they leave before the expiration of their contract the employer they leave turns them over to a collection agency to collect damages incurred as a result of lost costs for the 'training'. One of the issues with filing a civil suite for breach of contract over a lost employee is the burden of proof the employer has to meet to show actual damages and monetary losses as a result of those damages. If the damages are 'training' its much easier to give a cost for training, even if the value of the training is nebulous, its a cost that is much more conceptually easier to define, describe, and defend. Some DSs will ultimately play with it, but I dont think it is going to catch on. As for IE, the strongest and easiest case to make against an IT by an IS is still going to require securing personal jurisdiction over the IT in such a way as to enforce a judgement. If the IT hops a plane and leaves for another country, there is very little an IS can do to actually get coin out of that IT.

September sounds fine. Generally and historically 31 October was the magic date to coincide with the start of early recruiting, but that date has been creeping earlier and earlier over the years. Will it some day get to the point you have to provide notice before the start of the AY, maybe. Anything earlier than September though is going to hit a lot of resistance.
I cant imagine it being frowned upon, at least by leadership, the frowning your going to get, if at all, is going to be other ITs. Youre leaving and they dont want to be subject to a precedent in a scenario thats unlikely to be very common.
You could of course, stop by HR or email them and ask for a copy of the intent form to be sent to you, and then just return it to them at your leisure in September, and then inform your leadership of submitting your intent notice. If you get any push from anyone, just say you want to start your job search early and you need your reference sooner rather than later.

There are about five answers to that question:

First; What does your contract say? There may be a clause or a term indicating when you are required to give notice of non-renewal. An alternative to that is to examine any policies that may be in a handbook or in ownership (board notes), or other memorandum (which may be disseminated to faculty through email, etc.).

Second; Consult with the government. There may be labor law or regulations that stipulate a required period of notice and possible penalties for violation. It's common to actually find both in many regions. Generally (not legal advice), there will be various regulations about the classification of workers and release or dissolution requirements and often these regulations provide some room for an individual contract to modify those regulated minimum times within some boundaries. For example, both employer and employee might agree to a longer time of notice. Usually a contract wont allow for the waiver of minimum requirements or rights. If the regulation requires 30 days notice, or payment of 30 days salary in lieu of notice, a contract allowing less than 30 days without penalty probably isnt legal.
In the alternative of government regulation you also need to check with any labor unions or trade associations you may be a member of (whether you are aware of it or not).

Third; Ask your leadership. In this case you want to ask the executive leader that hired you. This is the person that signed your contract or their designee. Ask them through email (and use an email address you own, not one that belongs to your IS) so you have a paper trail to fall back on. This is a common area for 'misunderstandings' and you want to be able to go back and have evidence of what information you were provided. Don't do this though until you have consulted the above sources. Leaders like to think they sit in a the big chair and whatever enters their head is the way things are. Its not uncommon for what a leader or ownership thinks the requirement is to differ from what was agreed to. They often have the mistaken belief that agreements can be modified unilaterally to be whatever they want them to be. If your contract states that your notice is required before 1 November, but at some time during the year some leader provides you a memo that the date is 1 October, your notice is due 1 November. It doesnt matter if ownership discussed and voted on it or leadership met and approved the change your obligation is only what you agreed to.

Fourth; If you just dont have any other guidance or for other reasons you need to establish action for yourself, giving the IS notice the first day of classes provides you some reasonable understanding with employers in the future that your actions werent unreasonable and it would be difficult to fault you for giving what amounts to a years advanced notice. It also protects you from possibly being dismissed and replaced before commencement of the AY.

Fifth; Whenever you want. This all assumes that you value a positive reference and/or have EOC benefits available to you that you dont want to risk losing or take advantage of. If you dont, then you can leave whenever you want, and you dont need to provide any notice. Even if leaving violates some regulation its very unlikely the IS can recover anything from you even if they were inclined to pursue legal action.

Even 80% is low, well over 90% cant be traced back to an IT by leadership. You dont need to be a paid member to submit a review. Be sure to review both the IS and the leadership if you do submit a review. The best time to submit a review is between AYs, as that is the time that most ITs leave.

1) You state its certain members of leadership, can you isolate yourself from them and just ignore them.
2) Go around or over them to a more professional leader.
3) You could try and get them dismissed.

Otherwise a closed mouth gathers no foot and start your exit strategy.

@powerfuljourney

It seems to me that there isnt much worth sticking around for, you might have a job, but even if you do its for peasant coin, so it just seems like your rational for staying is self care.

I would add Taiwan, easily. I would also put Malaysia on that list, especially KL, but there are others who wouldnt.

About the only suggestions for resumes in IE is to use a chronological resume, and prioritize the strongest section first. Ive provided my previous posts
I dont think you really need a template, IT resumes are very basic. The basic format is a reverse chronological resume. There isnt a "best" resume template for international schools. Every principal/head likes different things. To give you a few pointers.
1) Set your paper format to A4 size paper (the standard used everywhere EXCEPT the USA). Avoid using too many tabs. They will look different on different computers, and may look less professional.
2) Use standard fonts (Times, Arial, Helvetica, etc) most computers are loaded with local language fonts, and they may have a very limited number of english fonts.
3) Preferably send PDF's documents (and avoid all the above).
4) Recruiters are primarily looking for two things: What you HAVE taught (experience) and what you CAN teach (degrees and certifications). Second to that are: skills (technology, etc), and extracurricular interest (sports and clubs).
5) Start your resume with whatever your strength is. If its your 5 degrees and 20 certifications start with that (under the title of "Education"). If its a decade of teaching experience start with that (under the title of "Experience"). Most of us at this stage in our career have more then a page, but recruiters really only have time for the first. So whatever is first on the resume should be your most impressive.
6) Dont use a skill summary or objective at the top of your resume, it waists valuable space and we know what your objective is (its the job your applying for). Also, dont bother with the "references available on request" line at the end of your resume, you better have references or you wouldnt be applying.
7) For each experience entry you should have no more then 1 bullet point per year of experience. Having a dozen accomplishments or descriptors for a one or two year job is just fluff. Either the accomplishments are trivial, or exaggerations. Each entry should have at a minimum, Dates, Name of Organization, and Location.
2010-2011, Acme International School, Genovia/Fantasia
After that should be your job title, but "Teacher" looks boring and Repetitive, so Include your Grade and Subject
Teacher - IB Diploma, English A
Under that should be whatever achievements or descriptors you want, but keep it to a minimum, and unless you didnt do anything you can leave out the formula line such as below (Asterisks are preferable to bullet points, if your using word):
*Taught English Literature to 1st year Diploma Students. (BAD)
*Faculty Sponsor of the Writing Club. (OK)
*Completed Writers Workshop Training. (GOOD)
*98% IBO Exam Success Rate. (VERY GOOD)
8) You should have more emphasis on recent activities and less on distant activities, if you graduated 20 years a go, no one cares if you were on the honor roll.
9) So if the first 2 parts of your resume are Experience, and Education, the third part should be focused on skills such as foreign languages, technology, coaching skills, etc. and any other training qualifications or experiences you have that might be relevant to the position. Any other relevant information to teaching as well.
10) Include a photo with your resume but not ON your resume. This is controversial on the forum. Lastly make sure your contact information is at the top of the first page, specifically your email address, phone number (begin with 01, not just 1) and Skype name (most interviews are done by Skype if not in person, as opposed to a phone call. It will also help you discover whos really interested in you, if your suddenly asked to add a schools Zoom contact list.)

If a recruiter or leadership asks you for a portfolio and you dont have one, youll probably be kicking yourself that you dont. The general position (not consensus) of the major contributors is that many ITs could go there entire career and never get asked for or have any use for a portfolio, but then there is that minority that does get asked for one. Whats the value of that portfolio, some recruiters ask for it just to see what you got and how you constructed it, they dont watch the whole teaching demonstration only a small part of it, if them.
The other factor is that certain subjects lend themselves more to a portfolio than others. Maths is pretty hard to have more than the document links, a teaching demo and interview, beyond that there isnt much more to include. On the other side of the continuum you have fine and performing arts where an art teacher would benefit from a virtual gallery of pieces and a music or theater IT would strongly benefit by having video of a recital or production. Those are elements you can actively use in the interview process. Then in the middle of you have subjects like science where an entertaining demonstration or science fair video or the like for other subjects can be interesting elements. A literature IT whose publish having a link to the book (or exert), maybe a sample of the IS Paper/Magazine. A PSPE/PHE IT who has a competition or practice video with some demonstrations might be applicable. Social Studies/Humanities doesnt have much unless they home something like model UN or they performed some type of historical production.
I advocate a portfolio, even if its never used its good practice to have those elements available, a living CV if you will. It also shows your technology savvy to a certain point.
Digital video interviews are becoming more common and popular but mostly in the third tier of ISs and ESs.
In a digital portfolio if your going to do videos I recommend 3 videos, one thats an introduction, one thats an interview, and finally a demo class lesson. Start by framing 3-5 questions in the framework.. Focus on questions that are first, very general and second, focuses on your strengths. You want the general items because they will allow you to move into deeper material if your asked for a personal interview, and you want to focus on your strengths because they will anchor the value of what you bring to the position. For the introduction you just want a brief 1-2 minute video that introduces who you are, what you teach, and a little about what you love or like about teaching and working with students. What are your motivations for working in IE, keep it lite. For the second interview video my suggestions would be:
1) Start with an introduction and your background, what youve done that brought you into edu. This is as simple as just going through your resume as a narrative. Its a common item you dont want to waste time in during an interview, its easy and the audience can focus on your articulation and likeability. Do you smile do you laugh, do you have an accent or inflection, etc..
2) Describe your classroom organization. Whats your philosophy or approach. How do you prepare lessons. Whats your performance and presentation delivery style. How would others describe your teaching.
3) How do you integrate technology in the classroom and how do you implement differentiation or LS/SEN/SPED.
4) How do you communicate and build community with coworkers, leadership and parents.
5) Classroom and behavior management.

The introduction video should be somewhere neutral with a plane wall, not that I wouldnt recommend a green screen, but if you do something like a white wall you can easily replace it with various backgrounds. Stool in a corner works well. For the interview video I would avoid a classroom unless your classroom is amazing. You arent applying for a reality program. The most important aspect is good lighting as opposed to background. The intro video should be 1-2 minutes, the interview video should be 10-15 minutes. You really have to put sufficient effort into this if its going to be a positive. Even on you tube viewers expect a certain amount of production value, and if all your going to do is shoot some video on a mobile its going to look very amateurish, which may be a detractor rather than valuable.

Evaluation and review posts are not permitted in the public forum.

@powerfuljourney

It sounds like an exhausting move, but let me assure you in IE, that wont happen because youre just not going to be able to move that amount of stuff, unless its to an IS in SK, on the type of shipping allowance an IS is going to give you, if you get one at all. I dont know how you moved your possessions, but OS moves tend to be much more costly than a local or cross country move. Youre going to have to seriously adapt a minimalist strategy to your possessions and do that whole if it doesnt bring you joy throw it away thing.

There are a lot of regions and locations that offer peace. Many of the more rural areas of Asia and well, a lot of other places offer tranquility and sereneness.

Two year stepping stone to what?
Youve been an ET in a SK public DS for 5 years, making that 7 (or 6 for that matter) years doesnt change anything or elevate your resume beyond what it already is.

I dont know where you moved to, but wherever it is it doesnt sound like Seoul so there cant really be more than one respectable IS if any at all. So that really leaves private ESs which you would know better what the labor market looks like in your area. Which, I would think you would be looking at anyway because you dont even know if your current job is going to be a current job.

The PRAXIS Business, Social Studies, and English (ELA) tests are available to take remotely (at home), eliminating the travel requirements, so if you dont have the coin for the testing fees alone there really isnt anything else you can do to add to your resume that isnt less coin:
1) You can rewrite your resume to make the ESOL DE experience seem more like IS experience.
2) I doubt your current DS would let you teach business or economics, but you would know better.
3) You could start applying to ISs. TIE is USD$50 for a year, this would allow you to shop your resume and see what youre worth. If no one wants you than you get to find out on the cheap.

Right now you dont have anything, so you have no opportunities to compare your current situation against. Until you have something to compare to theres nothing to really prepare for or plan for or take steps moving forward. You also dont know what your current situation really is, you might find out very shortly you dont even have the peasant coin you have now. Having a plan in place sooner rather than later is to your benefit.

@iamnoble

Do you even want to be renewed? I can understand the safety and security of having a job, any job can provide, but your position now sounds like it pays peasant coin. Youd make more in ESOL in TW than it sounds like where you are in SK.

Its possible to get into leadership from any classroom role, being a primary IT before moving into a primary leadership role tends to be more common. Otherwise the commonality tends to be DE leaders who are appointed and recruited for IE leadership.
Your fastest pathway for your situation if its not ESOL leadership in an ES is to find a really low third tier IS in a hardship region. You want an IS with a lot of turnover, including in leadership so that you have a shorter tenure before something becomes available. You want to be that IT that renews and actually has a skill set they can put to work so that when the current leadership is moving on to better ISs youre already there at the right time and right place.

I may have been to verbose before, but what you need is IE experience, however and wherever you can get it. Getting the added endorsements expands the range of positions you can reasonably apply for, thus increasing the number of opportunities. My impression is your pretty good at spinning what you have to match the image of what someone is looking for, you just need to get to that opportunity and thats going to be in an interview. Once youve got a few years of IE experience you can look to your next long term step.

The rule is theres a job for anyone if you will accept anything. COVID certainly had and continues to have an impact but there are ISs that really never stop recruiting because their job offer isnt great and they are in regions that arent very attractive. Were into the Spring EUR hiring cycle but the summer shuffle where desperate ISs and ITs alike connect is coming up in early/mid summer.
On the free side you can look at Daves ESL Cafe and TES there are also some other outfits like Compass, etc. On the cheap side you have TIE (USD$50) and then Schrole and ISS, both are USD$75. Then you have SA which is USD$225 unless you register through the UK office in which case it is free. If cost is an issue than TIE is a good place to start for the rest of the year.

@cdmxpaisa

In the realm of accidental death, isnt everything less likely to kill you than an auto accident? What youre also not considering is the grinding effect that fear has on a DT and what that does to their sense of self, their mind, stress, and other effects.

::head hurting::

@iamnoble

Theres a lot to unpack here.
First, Your story is really hard and complex and recruiters/leaders arent going to try to make sense of it or figure it out. There just going to sigh and skip. Its either ESOL and theres going to be a healthy pool of applicants and resumes, or it business/economics and smaller pool but your resume is doesnt offer much.
Second, youre doing what a lot of ETs do and trying to squeeze utility out of activities that are either toxic to recruiters/leaders or they just arent valuable, and your trying to put lipstick on a pig.

Looking at your PASS score its about a 2. the past works best when used to determine utility of a applicant against an actual job specification. Yes there are aspects of it that are more generic and universal such as experience and degree but many of them only really add value if their relevant to the job, such as having a special skill set, its only valuable if the job can use the skill set.
So looking at your score starting off with the most divisive:
1) You get 1 pt. for experience:
~ You taught 6th grade, middle school ELA for 2 years, .5 pt./yr. is 1 pt.. This is that problem I discussed above. There might be more there but its so unclear if there is. A recruiter/leader needs to know if you have been an academic classroom DT/IT whose subject happens to be ESOL, or if your a language instructor whose hagwon assignment just happens to be in an IS/DS.
~ 5 years US corporate office experience. Not worth anything. Maybe if you found some IS with a vocational program they might, might value US business experience. It has nothing to do with the knowledge transfer of bushiness concepts to children within the framework of a recognized curriculum. Its nice youd have some experiences to draw from in the class, makes the material more relatable but it falls into the forest of all knowledge that has to do with what teaching is (marking/grading, lesson planning, etc.). A business IT who has actually been involved in business, heres your cookie.
~ Volunteer church tutoring. Maybe this has a place on a resume. A lot of younger ITs without a lot of experience to fill space might use it, but its not worth anything. If it was, than every parent whose helped their child with there homework would be qualified.
~ More time OS corporate office experience. See above.
~ Some IE/DE experience in SK and TH, but without a credential. This might count for any other subject but for ESOL it sounds like a hagwon/eikaiwa assignment in a local, host national DS.
~ IS in Egypt. Might be worth something but the very short tenure even if it is FTE sounds like relief/supply/substitute experience. Generally the minimum length of tenure thats credible is a semester/term/half a year. This sounds like less than that, and its still credentialed.
~ The 5+ years SK grade 1-10 ESOL experience. This is the headache. Its 5+ years, but you just moved to a new town so that reads to me that it was 5 years in the old location and the current year in the new location. Youve only had the DC credential for a few years so 2-3 years. The last position was elementary and middle and the new position is 2 elementary. The 2 elementary is confusing normally an IT who is FTE teaches a day program consisting of some version of 8-4, 5 days a week. This sounds like its 2 PT positions, but as a SK DS it could be one DS thats more a LEA/District and this is 2 elementary campuses your splitting your time between. Your curriculum seems really suspect and its ESOL so suspect means toxic to recruiters/leaders. Its a SK DS but its a US, AP program where for half of your tenure you werent credentialed. AP is usually grades 11 or 12 but you stated youve only taught to grade 10 which means if its anything its pre-AP which really means its nothing. It just sounds like an ET who comes from a US background doing what they know as opposed to a solid curriculum framework NCs especially the US NC when it comes to ESOL tend to have very squishy frameworks since they tend to be developmental fields rather than subject matter fields. Overall its utility is low or zero, more so because figuring it out isnt worth it.
2) You get 1 pt. for an advanced degree: Most ISs will accept an unrelated degree. Of course if your a business/economics IT its a related degree. The number of ISs requiring a related degree is still small but growing.

Thats what you have, now looking at what you dont or might have:
3) Curriculum Experience: This is specifically teaching AP, IGCSE, A*, and IB. I dont see that, your current assignment is only to grade 10. Your US DE experience was grade 6. Generic NC experience doesnt count. Its in the same forest of all knowledge that includes the typical qualities a DT/IT would have. Nor does AP test prep at a cram ES count.
4) Logistical Hire: Being single is almost a generic universal attribute. Its probably worth the .5 pt. in most scenarios, more so when the IS is only working for singles and teaching couples. Even so with it youre still only at a PASS of 2.5 which is still around a 2.
5) Previous International School Experience: I dont think so. My read of the scenario is the hagwon in a DS. The Egypt IS might qualify but its of such short tenure, it probably doesnt. OS working experience doesnt mean IE experience.
6) Leadership Experience: Your roles are more equivalent to that of a HOD than a coordinator. The PASS is for classroom roles. HODs and coordinators in this regard, in general, still maintain a teaching load. An HODs admin tasks are less than half (closer to 25% or less) of their instructional hours. Typically they get some release time that equates to an hour a day that would be instruction time designated as conference time (meaning they have to be available for certain tasks) which they are supposed to spend on admin tasks. There ASP may also be admin tasks instead of an activity. Coordinators spend more time on admin tasks about half their equivalent instructional load in admin tasks. Coordinator edus whose FTE role is admin tasks are leaders without a better title. An 'academic coordinator' whose full time role is admin tasking is a AP/VP/DP who got cheated on their title.

Moving on to the rest.

Your training experiences arent worth anything. A leader might keep you in mind to tap you on a Friday staff meeting when something more pressing happens or they arent prepared, and might ask you to do a presentation on the the bilingual or English language learner to fill the time. Most ITS wont be impressed with you accumulated wisdom in ESOL nor will many recruiters/leaders. Some will be outright wave their hand dismissive of it, and other will be more polite, and you will find the rare one that knows they can get more of an IT on the cheap with you.
Being a conference speaker or workshop facilitator unless its for a recognized curriculum like AP, IGCSE, A*, or especially IB, just isnt impressive for an IT classroom role. More so if your looking at leadership roles, but again at the leadership role its just part of the forest of all knowledge that leaders are expected to know and do.
The business training activity isnt worth anything.

You werent a head teacher or an HOS. You were basically, at best, an HOD who had too much to do with too little time.
"Lead Creative Writing teacher" is basically fluff, and really reaching that borders on desperation.

The Kingdom refers to the Kingdom of Saudi Arabia.

You dont have experience in teaching business. OS corporate experience doesnt count. Its teaching a recognized K12/KS business/economics curriculum children.

MOVING FORWARD

Synopsis:
1) You need to cast your net as widely as possible. To do that you really need to consider approaching IE as both an ESOL IT with a complicated story AND a business/economics IT whose resume has a lot of white space. Of the two:
A) Business/Economics. Its very straightforward and thats good. You have a Masters, have some corporate career experience and while you dont have KS/K12 business teaching experience you still have classroom experience, best practices and strong meds/peds/asst is universal across classrooms. Your not going to be able to swim with the sharks but youre a slightly bigger fish in a pond of small fish.
B) ESOL: Your a value buy. Your credible (though very dated) experience is enough to get you passed most ISs minimums. Youre credential checks the right box, but there are recruiters/leaders who know your experience means they get more for less instead of paying a premium for an entry level IT to fill a classroom.

Interventions:
1) Endorsements: If your going the business/economics route adding a credential in business and possibly economics is a powerful investment. You want to be able to claim your both certified to teach the subject and your not just an ESOL edu. This can be done by simply taking the appropriate PRAXIS exams and applying for the endorsement. If your going the ESOL route consider a complimenting endorsement such as SPED/SEN/LD or ELA/Literature. One dynamic both ESOL and ELA share is reading including comprehension, fluency and vocabulary, and your US teaching experience was in teaching ELA, aligning yourself cohesively among those factors has better utility than tangential factors.
regardless with the renewal of the DC credential coming of soon your going to wnt to look at your PD or consider moving the DC credential to another state. Both CA and WA are strong candidates.

2) Education: If your focused more on the ESOL option than looking at a fast and inexpensive Edu Masters wouldnt be worth a waste of coin. It would also allow you easily complete the PD requirments for DC.

3) Presentation: There are three dimensions to an ITs resume: What they can teach (credentials, degrees, qualifications, etc.). What they have taught (experience, exam scores, etc.) and special skills. You want the what you can teach and what you have taught to be obvious at a glance. Youre ESOL IT problem is that as soon as a recruiter/leader goes into ESOL recruiting mode the armor goes up, and the magnifying glass comes out, and yours is complicated enough that they are just going to toss and skip tothe next resume rather than figure it out.
It would be worth looking at dividing your resume into a Edu experience section and a Professional experience section. You want to get your credentials, your degrees and the most recent ESOL and that US ELA experience up front. Why? Check boxes. You have degrees, a credential, two years no doubt about it K12/KS classroom experience, and youve been in a classroom the last 5+ years. Thats what you want them to see in that 10 seconds your resume is going to get screened for. Once you make it to the short list let whoever is interviewing you spend the time figuring out the rest. Create a focused resume for both ESOL and Business/Economics IT positions.

Strategies:
1) As I wrote previously, your best future may not be working in IE. Moving into an executive position of an ES or hanging your own shingle as an ES or business consulting may be the easiest and fastest pathway to the coin you are seeking.

2) You need to think about getting out of SK. SK is an anomaly in IE. It has a bimodal curve in IS tiers. A very small first tier consisting of a handful of ISs, an almost non-existent second tier, and a much greater in proportion to normal third tier. Its easy to get stuck at third tier in SK and not have a reasonable probability of moving up. Staying where you are sounds like its going to pay pauper coin.

3) Unless youre really interested in ES leadership I dont see much utility for you to pursue IE leadership. While there have been leaders who made a business degree work in smaller, newer ISs with ownership that doesnt know better. A Ed.Ld Masters is typically the gold standard for entering leadership. There are some things you could do:
~ The MA Provisional Superintendents credential.
~ The DC Initial Administrator credential.
~ The Harvard CSML certificate. It costs USD$2K and takes about a year.
~ There are a number of low cost, online Ed.Ld Masters mostly out of the UK that can be completed in a year.

4) Your getting to the point in life where you need to start thinking where youre going to retire out of. Opportunities drop drastically once you hit 50 unless youre in leadership.