The State of K-12 Staffing: Recruiting, Hiring, and Retaining Educators

This section explores where K-12 staffing stands today: what’s changing, what’s working, and what strategies are helping schools build and keep strong teams.

Guiding Questions

Recruiting and Hiring

• What share of districts experienced a shortage of teacher candidates over the last year?
• What key factors influenced candidate supply?
• Is hiring getting easier?
• What strategies are helping districts improve hiring?

Retention

• What is the teacher retention rate?
• Is retention improving?
• What can we learn from districts that report higher than average retention rates?

In 2024, administrators overwhelmingly cited recruiting and retention as top concerns, with teacher shortages felt the most in urban districts and in specialized subject areas. While this year shows some stabilization, workforce challenges persist, once again requiring districts to refine their approaches.

Recruiting and Hiring: The State of the Teacher Pipeline

What share of districts experienced a shortage of teacher candidates over the last year?

• 66% of respondents reported experiencing shortages.
• In the prior year, urban districts felt the strain the most (91%), but this year, shortages are felt evenly across all locales.

What key factors influenced candidate supply?

District Location and Size

• Large urban districts (> 2,000 students) were the hardest hit, with 90% reporting shortages.
• Small suburban districts (< 250 students) fared the best, with fewer than 50% affected.

Content Area

• Special educators, substitutes, and paraprofessionals continue to be the hardest roles to fill, though less so than last year.  
• Demand for math, science, and bilingual educators remains steady.

Note: Data for bus drivers, elementary teachers, and school psychologists isn’t displayed for 2024, as these roles were not originally listed as survey options. However, the high number of write-in responses indicated widespread staffing shortages in these areas, prompting us to include them this year.  

Is hiring getting easier?

There are signs of gradual improvement:

• Last year, 66% of districts said recruiting had become more difficult.
• This year, that number dropped to 46%, with more districts reporting stable (42%) or improving (13%) conditions.

Location Matters

In addition to more frequently reporting a shortage of teachers, districts located in cities were also more likely to say that hiring is getting harder. 62% of large urban districts say it has become more difficult, compared to 43% of large rural districts.

What strategies are helping districts improve hiring?

HR Processes Give Districts a Competitive Edge

Districts that signal to the market that they value teacher professional development (PD) and ensure their teachers’ individual learning needs are met find it easier to attract talent.

• 32%: Districts that use software to automate personalized PD recommendations and also report that hiring has become easier in the past year.
• 13%: Districts that use other methods to automate personalized PD recommendations and also report that hiring has become easier.
• 4%: Those that do not have any method for recommending personalized PD and also said that hiring has become easier.

The takeaway: Investing in streamlined HR processes that support teacher growth sends a powerful message: Your district prioritizes educator success, making it a more attractive place to work.

Retention: Keeping Educators in the Classroom

Hiring is only one part of the equation — retaining great educators is just as critical. Retention impacts everything from student outcomes to staff morale, and when teachers leave, districts face disruptions, added costs, and greater pressure to recruit.

What is the teacher retention rate?

Retention rates vary widely across districts, reflecting differences in workforce stability and educator support. In some areas retention rates are high, while others are working to address ongoing staffing needs. Understanding these trends can help administrators identify areas for improvement and build strategies to create a more stable workforce.

• The average teacher retention rate across all districts: 78%
• Urban districts have the lowest retention rate across locales at 70%
• Rural districts have the highest retention rate across locales at 85%

Is retention improving?

While retention trends are stabilizing, significant progress has been slow.

• Last year, 66% of respondents said retaining staff was becoming harder.
• This year, that number has dropped to 39%.
• Nearly half (49%) report no change, while only 12% say retention is improving.

What can we learn from districts that report higher than average retention rates?

Districts That Prioritize PD See Better Retention and Hiring Outcomes

District leaders who prioritize PD as a retention strategy report smoother hiring and stronger retention rates.

We asked: To what extent do you agree with the following statement: “Professional learning opportunities contribute to increased teacher retention?”

Among those who disagree:

• 76% said that hiring has become more difficult.
• 62% said that retention has become more difficult.

While among those who agree:

• Only 34% said that hiring has become more difficult.
• Only 30% said that retention has become more difficult.

Not All PD is Equal

Some PD strategies have a greater impact on retention than others. The chart above displays the rates of higher-than-average retention rates reported by superintendents, according to the types of professional development they believe impacts retention. For example, 84% of superintendents who indicated that they perceive coaching and mentoring as more effective at increasing retention saw a higher-than-average retention rate. 80% of superintendents who view external conferences as having an impact on retention saw a higher-than-average retention rate.

The Takeaway? Districts that invest in high-impact, collaborative PD create environments where teachers want to stay. Focusing on mentorship, peer learning, and meaningful development opportunities leads to stronger retention and a more engaged workforce.

HR Priorities Matter for Retention

Just like district administrators, HR leaders play a key role in teacher retention, especially through their approach to PD. The data shows a clear pattern: districts with HR leaders who prioritize PD see stronger retention outcomes. 

We asked: What priority do you place on each of the following for the current school year?

• 0% of those who said that they will not prioritize connecting PD learnings to teaching also reported that retention has become easier.

• 0% of those who said that they will not prioritize tying PD to teacher evaluations also reported that retention has become easier.
• 3% of those who said that they will not prioritize measuring PD impact also reported that retention has become easier.
• 4% of those who said that they will not prioritize increasing teacher buy-in to PD also said that retention has become easier.
• 8% of those who said they will not prioritize aligning PD to teacher goals also reported that retention has become easier.

The Takeaway? HR teams that invest in PD, aligning PD with teacher needs and goals, and tracking its impact, leads to better retention rates. Districts looking to strengthen retention should focus on making PD meaningful, personalized, and actionable for educators.

From Data to Action: Strategies to Improve Staffing in Your District

The data shows that districts taking a proactive approach to hiring and retention see better staffing outcomes. To move beyond maintaining the status quo, here are key actions districts can take to strengthen recruitment, hiring, and retention:

1. Make Staffing a District-Wide Priority: Strengthen collaboration between HR, curriculum, and leadership to align hiring, onboarding, and teacher support.
2. Hire for Long-Term Success, Not Just to Fill Positions: Focus on cultural fit and long-term retention by refining hiring criteria beyond credentials.
3. Start Retention Before Day One: Implement structured onboarding, mentorship, and early-career support to reduce turnover.
4. Strengthen Your District’s Brand: Use social media, job boards, and direct outreach to highlight your district’s strengths and attract top talent.
5. Prioritize High-Impact Professional Development: Invest in mentorship, coaching, and peer learning to improve both retention and hiring outcomes.
6. Align HR Strategy with Teacher Needs: Make PD meaningful by tying it to teacher goals, measuring its impact, and increasing educator buy-in.
7. Address Urban Staffing Gaps Proactively: Build pipelines for local talent and create pathways for educators to work in their communities.