Schools across the United States are turning to international teachers because there aren’t enough qualified educators locally. And with more teachers retiring and fewer students choosing education as a major, the gap keeps growing.
This shortage is affecting rural, urban, and suburban districts alike. Because of this, many teaching positions remain vacant, resulting in overcrowded classrooms and overworked staff.
So how do international teachers make a difference? They fill those empty positions and bring their teaching experience and new ideas to classrooms.
In this guide, we'll cover how job fairs and programs help find candidates, what the hiring process involves, and how to support these educators long term. Let’s begin with how schools use international teachers to fill gaps.
How International Schools and Districts Use Visiting International Teachers to Fill Gaps
Both international schools and U.S. districts hire visiting international teachers to fill classroom vacancies when local candidates aren't available. These educators step into high-need roles and bring immediate value to students and staff.
Here's how schools make this work in practice.
Why International Schools Lead the Way
International schools lead the way because they have hired educators from around the globe for decades and have had time to learn what works.
Over the years, they've also built strong support systems for relocation and onboarding. This includes assistance with housing, paperwork, and adjusting to life in a new country. Because of this support, schools with these systems often report improvements in student engagement and academic outcomes over time.
The Rise of Visiting International Teachers
Cultural exchange programs and temporary visa options now make it easier for U.S. districts to hire teachers from overseas. Many of these visiting international teachers fill high-need subject areas like STEM, world languages, and special education.
For schools facing immediate staffing pressure, this flexibility is especially valuable. Instead of waiting months for local applicants who may not apply at all, districts can bring in qualified candidates fairly quickly.
What International Teachers Bring to the Classroom
Teachers from other countries bring teaching methods influenced by their home education systems and introduce new approaches to the classroom. They can also offer language skills and cultural awareness that add richness to the school community.
For example, a Japanese international teacher might follow a structured practice like teaching lessons through project-based learning or student-led discussions. But they could also help students recognize and rethink their assumptions about Japanese people. This can open their eyes to the complexity and diversity of another culture.
Our students can benefit from these global perspectives, which often spark their curiosity about the wider world.
Challenges Schools Must Address
Now, hiring internationally does come with some hurdles. Firstly, certification requirements vary by state, which means credential recognition can be challenging. And new hires may need time to adjust to American classroom culture and teaching norms.
Schools also need to plan for family relocation and consider long-term stability if they want to retain these educators for more than a year or two.
International Teacher Recruitment: Job Fairs, Openings, and Hiring Strategy
Schools recruit international teachers through job fairs, online platforms, and university partnerships to find qualified candidates for hard to fill positions. The process takes planning, but the payoff is worth it.
Let’s look at what a solid hiring strategy looks like.
Where Schools Find International Teachers
Most schools find international educators at recruiting fairs in major cities like London, Dubai, and Bangkok, which attract thousands of candidates each year.
Nowadays, online recruitment platforms and databases are another popular option, especially since the pandemic changed how people connect.
You’ll also find plenty of U.S districts like Dallas Independent School District (Texas), Atlanta Public Schools (Georgia), and Chicago Public Schools (Illinois) that partner with universities and training programs overseas. These collaborations help schools meet talented graduates before they even enter the job market.
Understanding the Recruitment Timeline
The best candidates get hired early, so districts that wait too long often miss out on top talent.
Our team has found that schools that match their hiring cycles with both U.S. and international academic calendars promote smoother onboarding and better classroom readiness. Just starting the search eight to twelve months before the school year begins gives everyone enough time to handle paperwork and logistics.
But if the schools rush at the last minute, they usually end up hiring less qualified teachers.
Costs Schools Often Overlook
Hiring internationally involves a lot more than paying a salary, like visa sponsorship, relocation costs, legal processing fees, and housing support. These costs will add up quickly, and unfortunately, many districts don't plan for them. Many districts also fail to consider training and onboarding to help new teachers adjust to their roles.
We’ve noticed, in most cases, districts that skip these steps often lose their international hires within the first year (because the transition felt too hard).
Screening for the Right Fit
If you want to find the right candidate, you’ll have to look beyond degrees and certifications. Schools need to consider teaching experience and how well a candidate adapts to new environments.
Communication skills and cultural alignment are also just as important as qualifications on paper. The goal is to find someone with long-term potential, like contributing to curriculum development or mentoring peers, so they become a permanent part of the team.
Retention Starts Before the Contract Is Signed
Keeping international teachers starts with setting clear expectations from the beginning to prevent any misunderstandings later on. It’s even better if the schools also offer mentorship and professional development opportunities to help new hires grow in their roles.
This way, educators will feel supported and part of the school community, which can make them much more likely to stay for several years.
Creating a Supportive Home for International Talent
Moving to a new country is a big life change, and these educators will face emotional and cultural adjustments that go beyond the classroom. They need guidance as they settle into a new community, and their families often need help too.
That’s why schools that offer support outside the contract tend to see better results. Things like housing assistance, family resources, and professional development opportunities can greatly improve retention.
If the teachers feel taken care of, they will stick around longer. That also means fewer hiring costs down the road.
Ready to build a stronger team with international talent? Visit the Arizona Observatory to learn how we can help.