Four drivers. One strategy. Built with your team.
A systematic approach to aligning your talent systems with district strategy and student outcomes. Built from first principles and 30+ years of education research.
Every step in this chain must connect:
Talent strategy is the systematic alignment of talent systems to district strategic goals. It's not ad hoc or reactive — it's planned, intentional, evidence-based, and comprehensive across the talent lifecycle.
A strategic talent approach covers the full lifecycle — not just hiring:
Attract → Recruit → Hire → Induct → Develop → Retain → Advance
Each stage requires intentional strategy. Most districts invest heavily in recruitment while underinvesting in the stages that actually determine who stays.
These strategies emerge from decades of education research as the strongest levers districts have.
2×
more likely to leave with unsupportive administration
Principal support is the primary indicator of whether teachers commit long-term. Build leadership pipelines and coaching systems that create the conditions where teachers stay.
85%
retention with induction vs. 74% without
The first 3-5 years are the highest turnover risk window. Comprehensive induction with same-field mentors, reduced load, and peer collaboration produces an 11 percentage point improvement in retention.
10×
improvement in schools with strong organizational supports
Schools strong on the five essential supports were 10 times more likely to improve student learning. Professional community is a top-tier retention driver.
Must pair with working conditions to be effective
Compensation differentials for shortage subjects and high-need schools work — but only when paired with working condition improvements and career pathway clarity. Traditional across-the-board salary increases don't meaningfully impact retention where it matters most.
Work through these five questions over 10-20 hours across 8-12 weeks to produce a written talent strategy aligned to your district's strategic plan:
Schools strong on the five essential supports were 10 times more likely to improve student learning. Even more striking: organizational conditions can be more powerful than poverty in predicting student outcomes. Source: Bryk et al., Organizing Schools for Improvement (UChicago)
Teachers in comprehensive induction programs show 85% retention versus 74% without — an 11 percentage point difference that pays for itself within the first year. Source: Ingersoll & Strong, Review of Educational Research
Teachers who strongly disagreed they had supportive administration were twice as likely to leave. Principal support is the strongest retention factor districts can influence. Source: Ingersoll, CPRE Working Papers
Schedule a free 30-minute consultation to discuss your district's talent challenges. No sales pressure — just a real conversation about what the research says and how it applies to your district.