The problem

Across the K–12 education landscape, particularly in under-resourced, rural, and high-poverty school districts, the challenge of attracting and hiring qualified teachers remains acute. Traditional recruitment approaches—reliant on limited job board postings and overextended HR teams—are no longer sufficient in a competitive talent market.

Schools often face:

• Chronic vacancies in high-need subject areas like STEM, special education, and bilingual education.

• Limited access to diverse candidate pools.

• Insufficient employer branding to appeal to mission-driven educators.

• Reactive hiring cycles that begin too late to compete with higher-paying or better-resourced districts.

As a result, students experience learning disruptions, school leaders struggle with constant turnover, and districts expend significant time and resources without sustainable hiring solutions.

Our Solution

Saavy Shae partners with school systems to design and implement strategic, equity-focused talent acquisition plans that:

• Build year-round candidate pipelines.

• Leverage community partnerships and grow-your-own strategies.

• Enhance the district’s recruitment brand and digital presence.

• Provide training and tools to improve hiring manager effectiveness.

• Use data to forecast and plan hiring aligned with instructional priorities.

Our goal is to help schools attract the right educators—faster and more effectively—so that every classroom is led by a committed, qualified teacher.