In partnership with the Tennessee Department of Education, we’re proud to provide the new statewide educator job board—a key step in our mission to help teachers find jobs they love. As we continue exploring innovative approaches to teacher recruitment and hiring, Teach901 in Memphis stands out as a model of community-driven impact. In addition to serving as a vital resource for local educators, their initiatives—like “We Love Teachers”—rally the community to recognize and celebrate the essential role teachers play in the city.
We were excited to have Teach901 Director Bree Wilson share some of her experience with us. Here’s how she responded to our questions (lightly edited for length).
Tell us a little bit about yourself. How long have you been with Teach901 and what brought you here?
I am originally from Philadelphia, PA and relocated to Memphis, TN in 2014 to join Teach For America. A 2-year commitment transformed into 10+ years in Memphis Charter Schools, as a teacher in second, third and fourth grades before becoming a reading interventionist where I served students at risk for dyslexia. In October 2024, I brought my passion and talents to the City Leadership team as the Teach901 Director. My hope is to help recruit new faces to our education world and retain and celebrate our incredible current educators in Memphis!
What is the challenge or problem Teach901 was created to address? To what extent has the organization been successful in addressing it?
Teach901 is dedicated to recruiting and retaining exceptional teachers for high-needs schools in Memphis. We aim to fill classrooms with passionate, skilled educators who are committed to making a positive impact on the lives of Memphis students. By partnering with schools across the city, we ensure that every child receives the quality education they deserve.
To assist in the Memphis teacher recruitment and retention ecosystem, Teach901 has taken a multi-faceted approach:
- Promoting open roles at schools across Memphis to connect talented educators with opportunities where they’re most needed.
- Analyzing teacher retention data collected through a yearly survey to better understand why teachers stay—or leave—and how schools can respond effectively.
- Creating weekly newsletters and social media blasts that highlight job openings, share community resources, and keep teachers informed and engaged.
- Hosting teacher retention events, including appreciation parties and networking opportunities, to build a strong, supportive educator community.
Teach901 has become a trusted hub for education employment in Memphis, significantly increasing visibility of job openings and creating meaningful touchpoints for teachers throughout the year. While teacher retention is a complex issue, Teach901’s community-focused and data-informed efforts have made a clear and positive difference in reducing teacher turnover and boosting educator morale.
Can you share how the “We Love Teachers” campaign came to be? What was the process of getting businesses on board?
The We Love Teachers campaign was created in 2018 to offer local educators exclusive discounts and benefits, such as for classroom supplies and wellness services. When I started in October 2024, there were 14 discounts promoted through the campaign. Since then we have added 10 more. Businesses can reach out to Teach901 directly to get their teacher discounts added to the campaign or some businesses become a part of the campaign by way of our Give901 program, where they become active donors as well!
How has Teach901 helped attract or retain teachers in Memphis since its launch?
The We Love Teachers campaign is one way we celebrate teachers, build community, and amplify the value of their work. Teach901 has created consistent, positive visibility for educators through appreciation events, storytelling, and strategic partnerships—all aimed at reinforcing teacher morale and connection to Memphis.
Teach901 has helped increase teacher engagement through events like job fairs or The Abbott Elementary Season Finale Watch Party, which have drawn hundreds of teachers. Collaborations with local businesses have helped bridge the gap between teachers and the broader Memphis community, making educators feel seen and supported. And by spotlighting teacher stories on social media and newsletters, the campaign gives educators a voice and highlights the impact they make—key components for retention in mission-driven work.
In your work, you engage with many educators who are either starting their careers or looking for new opportunities. Are there any common traits or approaches you’ve noticed among those who successfully land teaching jobs they’re truly excited about?
Absolutely!
- They’re Purpose-Driven: The most successful educators know why they teach. They’re passionate about impacting students’ lives and committed to building a brighter future for Memphis.
- They Do Their Homework: They research schools, know their values, and tailor their applications accordingly. They don’t just apply everywhere—they apply where they see alignment.
- They Show Up: Whether it’s a Teach901 event, a job fair, or community gathering, successful candidates are present and involved. Hiring leaders remember those who are visible and enthusiastic.
- They Stay in the Know: Educators who subscribe to Teach901’s weekly newsletter, follow job alerts, and keep up with social media blasts are often the first to hear about new opportunities—and act fast. Staying informed makes a huge difference.
The educators who succeed are engaged, intentional, and connected to the Memphis education ecosystem. They don’t just apply—they belong to the movement.
What trends have you noticed in the teacher hiring landscape over the years? How do you think teacher hiring might look different five years from now?
Teacher retention remains a significant challenge in Memphis, with Shelby County ranking 5th lowest among Tennessee’s 95 counties. Understanding why teachers leave—and what makes them stay—is critical to improving outcomes. Teach901 addresses this by conducting an annual Educator Survey in collaboration with our Data Scientist, Kendall McNeil, and Vanderbilt professors.
Since 2018, the average number of years teachers have spent both in the profession and at their current schools has steadily increased. This points to stronger in-school retention among those still teaching, though it doesn’t account for those who’ve left the profession altogether. In Shelby County Schools, district-wide retention has fluctuated—dropping from 75.1% in 2017–2018 to 73.1% in 2022–2023—showing ongoing challenges in maintaining a stable workforce despite growing tenure among those who remain.
In 2024, the top factor influencing teachers’ decisions to accept jobs shifted for the first time in five years—from school leadership to school mission and education philosophy. This change suggests educators increasingly prioritize alignment with a school’s core values and instructional vision. Teach901’s findings point to a growing need for mission-driven recruitment strategies.
We’re also seeing a rise in peer-to-peer recruitment. Educators are now learning about job opportunities through personal networks at more than double the rate seen in 2019, while principal-led recruitment has declined. This signals a growing opportunity for schools to invest in structured referral programs over traditional outreach.
Looking ahead, schools will likely focus more on clearly articulating their values and purpose in recruitment messaging—shifting from logistics to culture, community impact, and student-centered philosophies. Formal teacher referral programs could become more common, offering incentives and tools for staff to share openings within their networks.
As more teachers become long-tenured, schools may also adopt personalized retention strategies that support career growth and strengthen teachers’ connection to their school community. Despite broader district-wide retention challenges, we expect schools to double down on building environments where educators feel valued, invested, and aligned for the long haul.
.avif)