By: Jason Odom, Director of Instruction, FlexPoint Virtual School

As school leaders navigate the evolving landscape of K-12 education, one challenge remains front and center: the national teacher shortage. With recent reductions in federal funding for educator development, the pressure on school leaders to find and retain high-quality teachers has intensified. 

While many solutions focus on retention and certification pathways, one critical component often goes underexamined - the teacher recruitment process itself. How we attract educators into the profession, and into our schools, plays a pivotal role in shaping student outcomes. 

Research consistently shows that teacher quality is the most influential factor affecting student achievement, more impactful than socioeconomic status, race, or prior academic performance. By modernizing how we identify, engage, and support prospective educators, we can build a more resilient and responsive workforce - one that’s ready to meet the needs of today’s learners.

Here are five forward-thinking strategies to help school and district leaders reimagine teacher recruitment:

1. Expand access through online teaching opportunities

Digital learning can be a powerful teacher recruitment tool. Offering online teaching roles can attract educators who value flexibility, live in remote areas, or are seeking a better work-life balance. These roles also allow districts to reach beyond geographic boundaries, tapping into a more diverse and qualified talent pool.

To ensure success, districts should build online programs with strong onboarding processes, clear instructional expectations, and regular opportunities for collaboration. This helps maintain instructional quality while supporting teachers in a digital environment. 

2. Make compensation packages stand out

In today’s competitive hiring landscape, compensation is more than just a salary figure—it’s a full package. Districts that offer comprehensive, clearly communicated benefits are more likely to attract and retain top educators. This includes health and wellness coverage, retirement plans, paid family leave, mental health support, tuition assistance, and even housing stipends in high-cost areas.

It’s important to highlight these offerings in job postings and teacher recruitment materials. When candidates can easily see the value your district provides, they’re more likely to apply—and stay.

3. Strengthen partnerships with educator preparation programs

Colleges, universities, and alternative certification programs are essential partners in building a sustainable teacher pipeline. By collaborating early and often, districts can help shape the next generation of educators and ensure alignment with local needs.

Hosting student teachers, offering mentorship programs, participating in campus job fairs, and co-developing coursework are all effective ways to build these relationships. Districts should also consider launching “grow-your-own” initiatives that support paraprofessionals or community members in becoming certified teachers, creating a homegrown workforce that reflects the community it serves.

4. Prioritize professional growth and career pathways

Teachers are more likely to stay in districts where they feel supported and see a future. A strong professional development program should go beyond compliance and offer meaningful opportunities for growth. This includes instructional coaching, peer learning, leadership development, and specialization in high-need areas like STEM, literacy, or special education.

Districts should also create clear, attainable career pathways that allow educators to lead without leaving the classroom. Roles like lead teacher or instructional specialist can provide advancement opportunities while keeping experienced educators connected to students.

5. Tell a compelling story about your district

Educators want to work in places where they feel connected to the mission and inspired by the culture. That’s why telling your story clearly and consistently is an essential teacher recruitment tool.

Highlight student and teacher success stories, community partnerships, equity initiatives, and testimonials from current staff. Use video, social media, and local media to amplify your message and reach candidates where they are. 

Teacher recruitment is leadership work

Solving for teacher shortages requires more than filling vacancies—it demands a strategic, human-centered approach to teacher recruitment. By leading with innovation, empathy, and clarity, school leaders can build a workforce that’s not only sustainable but also inspired to shape the future of learning.

At FlexPoint, we partner with districts to expand access to high-quality online learning, support teacher flexibility, and strengthen instructional capacity. Whether you’re launching a virtual program or looking to enhance your recruitment strategy, our customizable solutions can help you attract and retain the educators your students deserve.

Explore our district solutions or connect with our team to learn how FlexPoint can support your goals.

About the Author: As Director of Instruction for FlexPoint Virtual School, Jason Odom has a deep understanding of educational best practices and a commitment to student success. He is responsible for ensuring instructional programs align with organizational goals and objectives, evaluating and improving materials and methods, and providing professional development opportunities for teachers and school leaders.