Teacher shortages are a global crisis. The United Nations estimates that countries will need to recruit more than 44 million primary and secondary educators by 2030 to keep pace with demand and replace exiting teachers. In the United States, the situation is equally pressing. For example, at the start of the 2025-26 school year, Connecticut faces approximately 2,500 educator vacancies across public and private special education programs, with many other states facing a similar, if not worse, teacher shortage crisis.
While recruitment is crucial, retention is equally important. A recent RAND survey indicates that the share of teachers intending to leave their jobs fell to 16% in 2025 from 22% in 2024. However, this still reflects a significant portion of the workforce ready to leave the profession. Now is the time for HR and Talent Directors to strengthen teacher retention strategies by focusing on better placement and leveraging pipeline thinking.
The Challenge: Retention in Today’s Teacher Workforce
Retention is as urgent as recruitment. Misalignment between teacher skills and job roles leads to disengagement, burnout, and ultimately, turnover. In K-12 education, 39% of teachers report feeling burned out "very often" or "always." With 37% of teachers planning on leaving their current placement in the next four years and 18% planning to leave the profession completely, this could mean approximately 575,000 public school teachers leaving by 2028 and another 600,000 transitioning to different schools and districts (UMass). These numbers set the stage for immense disruption in student learning and school cultures.
Intentional Placement as the First Step in Retention
Effective placement is the cornerstone of retention. Aligning teacher strengths, skills, and career goals with school needs leads to enhanced job satisfaction and performance. Misplacement, on the other hand, can result in early turnover. For example, placing a teacher with a passion for STEM subjects into a humanities role will likely lead to disengagement and eventual departure from the school, or worse, the teaching profession entirely.
Benefits of thoughtful placement include:
Increased Job Satisfaction: Teachers are more likely to stay when their roles align with their expertise and interests.
Improved Performance: Properly placed teachers are more effective in their roles, leading to better student outcomes.
Enhanced Retention: When teachers feel competent and fulfilled, they are less likely to leave.
Moving Beyond Random Placement: The Power of a Teacher Talent Pipeline
A teacher talent pipeline is a strategic approach to managing and developing educators within a district. It involves mapping and assessing both internal and external talent to ensure a steady flow of qualified candidates for current and future positions.
According to the Learning Policy Institute, 48 states plus the District of Columbia employed an estimated 365,967 teachers who were not fully certified for their teaching assignments. This highlights the importance of developing internal talent to fill vacancies and reduce reliance on external recruitment.
Benefits of a strong teacher talent pipeline include:
Proactive Succession Planning: Identifying and developing internal candidates for future leadership roles ensures coherence year to year, improving learning environments for students and working conditions for teachers.
Reduced Recruitment Costs: Filling positions with internal candidates is often more cost effective than external hiring, which is essential for today’s tight school and district budgets.
Enhanced Organizational Knowledge: Internal candidates bring valuable institutional knowledge and continuity and often have already earned the trust of students and their families.
How Better Matches Fuel Retention
A well-managed teacher talent pipeline leads to better matches between teachers and roles, which in turn fuels retention. The process involves:
Mapping Internal Talent: Assessing the skills, experiences, and aspirations of current staff
Aligning Roles with Strengths: Matching teachers to positions that suit their strengths and career goals
Providing Professional Development: Offering opportunities for growth to enhance job satisfaction and performance
Monitoring and Adjusting: Continuously evaluating and adjusting placements to ensure alignment
Research repeatedly shows that schools with systematic engagement and teacher retention practices see lower rates of teacher burnout and turnover.
Practical Teacher Retention Strategies with Torace’s Pipeline Mapping Tool
Torace’s Talent Pipeline Mapping Tool offers a structured approach to assessing and developing your internal teacher pipeline. The tool includes multiple, complementary components that paint a clear picture of current teacher pipelines, helping HR and Talent Directors forecast appropriate next steps before facing a teacher shortage crisis:
Internal Talent Pipeline Landscape: This step helps teams visualize the current state of your teacher workforce.
Internal Talent Pipeline Assessment: Here, HR and talent teams evaluate the skills and potential of current staff.
External Talent Pipeline Landscape: Understanding the external talent pool and market trends ensures teams have a reliable list of potential candidates to target recruitment efforts.
Basic Pipeline Numbers: Analyzing data to inform decision-making.
By utilizing this tool, HR and Talent Directors can:
Identify High-Potential Candidates: Spot teachers ready for leadership roles to begin talent development early.
Develop Targeted Professional Development Plans: Invest teachers in professional development efforts by addressing skill gaps and preparing teachers for future positions.
Enhance Retention: Aligning teachers with suitable roles increases job satisfaction and reduces turnover, ensuring coherence and stability for students.
Partner with Torace for Stronger Teacher Talent Retention
Better placement leads to stronger pipelines, which fuel long-term retention. By adopting a proactive approach to talent management, HR and Talent Directors can create a sustainable and effective workforce.
Ready to strengthen your teacher retention strategies? Download the Talent Pipeline Mapping Tool now and start building a more resilient and effective educator workforce.
Interested in learning more about Torace and how we can support your work? Book a free consultation!
