City Leadership
Uilding Stronger Teacher Communities

Originally from Philadelphia, Pennsylvania, Breeann Wilson relocated to Memphis, Tennessee, in 2014 to begin her career in education through Teach For America. For over a decade, she served in multiple roles supporting students and schools across Memphis. She spent seven years teaching elementary school before transitioning into literacy support for three years. Since October 2024, Breeann has served as the Teach901 Director at City Leadership, where she leads efforts to recruit, support, celebrate, and retain educators across Memphis. Her work includes organizing teacher recruitment initiatives and job fairs, running a large job board, coordinating educator appreciation events, and sharing stories highlighting the impactful work happening in schools throughout the city. Outside of work, she enjoys spending time with her dog, Ivy, and exploring new restaurants and events around Memphis with friends.

Addressing Modern Workforce Challenges

Teacher recruitment has shifted significantly in recent years as schools face staffing shortages, shifting educator priorities, and increased competition for strong candidates. Today’s teachers are looking for more than open positions, they want schools where they feel supported, aligned, and valued. As a result, recruitment platforms are evolving into relationship-centered support systems. The most effective organizations are prioritizing personalized guidance, listening closely to teachers' priorities, and helping educators find long-term school communities that align with their values, professional goals, and desired workplace culture.

Leadership Lessons and InfluencesM

My approach has been shaped by building strong relationships with both school leaders and educators while leading data-informed recruitment efforts at Teach901. Through ongoing conversations with school operators, I’ve learned how important timing, communication, and personalized candidate support are to creating successful hiring experiences. Leading the annual Teach901 Educator Survey, a survey administered to Memphis educators to better understand educator priorities, experiences, and decision-making factors in the job market, has also helped me recognize how teacher needs continue to evolve. Those insights allow us to adapt recruitment strategies in ways that are more responsive, intentional, and people-centered.

Attracting and Retaining Talent

Recruitment organizations can better attract and retain passionate teachers by prioritizing what educators value most. Data from the Teach901 Educator Survey showed that teachers prioritize clear mission alignment, strong school leadership, supportive culture, and opportunities for growth, not just compensation.

Recruitment organizations can better attract and retain teachers by creating hiring experiences that feel personal, transparent, and supportive. Today’s educators want clear communication, meaningful connection, and confidence that a school will invest in them professionally. Schools can tell authentic stories about their environments, leadership, and opportunities for growth while also guiding candidates throughout the hiring process.

Retention improves when educators feel valued early, supported consistently, and connected to a school community where they can grow over the long term.

Trends Shaping Teacher Hiring

Here at Teach901, we are seeing educators place greater value on a school’s mission, educational philosophy, and leadership when choosing where to work. Data from the Teach901 Educator Survey show that teachers want to work in environments where they feel aligned with the school’s mission and educational philosophy, feel supported by their leadership, and have opportunities to grow and strengthen their craft. In Memphis, schools that clearly communicate their culture, invest in educator development, and prioritize strong leadership are having greater success attracting and retaining passionate teachers in an increasingly competitive hiring market.

Advice for Recruitment Professionals

My advice to a teacher entering the job market is to look beyond the job description and find a school where you truly align with the mission, leadership, and culture. Ask questions about support, opportunities for growth, and how the school invests in its educators. The right fit can make all the difference in your long-term success and fulfillment. I would also encourage teachers to stay open-minded, build relationships throughout the process, and remember that finding the right school community often takes time and intentionality!