The vendor required to provide international teacher recruitment pipeline services to immediately address high-need vacancies and ensure every classroom is led by a qualified, diverse teacher, thereby improving educational continuity and student outcomes.
1. Recruitment experience sourcing
• Specific examples of sourcing strategies and recruitment pipelines from various international markets.
• Documentation that a vendor can make international teachers available in specified certification areas by early spring for the following academic year.
• Evidence of successful recruitment of candidates from diverse backgrounds and with varied international experience.
2. International selection and credentialing
• Selection frameworks, tools, and processes used to vet international candidates.
• Processes for the evaluation and validation of foreign academic credentials to ensure equivalency with country standards.
• Candidate competencies and experience are matched to district expectations and the state teaching context.
• Documentation demonstrating a commitment to diversity in international recruitment and selection.
3. Visa experience legal compliance
• The vendor's process for securing appropriate work authorization and visa sponsorship for all placed teachers (e.g., j-1, h-1b, or others), including timelines and success rates.
• How the vendor ensures that all candidates meet us federal and state certification and licensure requirements prior to or immediately upon arrival.
• The process for ensuring continuous legal compliance throughout the teacher's contract term.
4. Training experience onboarding support
• A plan for providing comprehensive pre-service cultural training and state classroom orientation.
• A plan for providing ongoing, embedded coaching and professional development to the international teacher throughout the year.
• An outline of planned diversity, inclusion, and equity training.
5. Teacher performance experience student success
• Quantitative data: examples of value-added measures (VAMS) and student learning objectives (SLOS) showing a positive impact on student growth.
• Qualitative outcomes: data from surveys and focus groups that reveal positive shifts in student engagement, school culture, and leadership feedback.
6. Retention experience support
• Percentage who remained in teaching for 2+ years.
• Support systems contributing to long-term teacher retention (e.g., housing assistance, local community integration).
• Evidence of low attrition rates specific to international placements.
- Contract Period/Term: 3 years
- Pre-proposal Meeting Date: February 2, 2026
- Questions/Inquires Deadline: February 4, 2026
