Author: Bradley Goodloe, Early Talent Development Consultant
I’ve spent the last 15 years of my career in talent acquisition with a focus on both full cycle and campus recruiting. Like many recruiters, I’ve meticulously scoured job boards and conferences for talented individuals to join my organization. I searched in college career fairs, used talent platforms like Tallo and Handshake, sought out professionals on LinkedIn, and reviewed thousands of applications.
However, there was one strategy I never explored. One talent pool I never decided to tap into. I never considered the transformative potential of teacher externships.
What Are Teacher Externships?
Oklahoma Career Tech defines teacher externships as “work-based learning and professional development opportunities that provide teachers extended exposure to contemporary work environments and the types of careers their students may pursue.”
Instead of leaving connections between education and industry to chance, externships create intentional pathways that benefit everyone involved.
The Insight I Missed
As noted by Forbes, “Teachers who have experienced these workplace demands firsthand are better equipped to address this gap. They understand not just the technical skills required but also the soft skills—communication, problem-solving, and adaptability—that are crucial for career success.”
They not only benefit from gainful employment during the summer but also return well-equipped with workforce knowledge to better prepare their students.
Despite a decade of developing various internship programs, neither I nor my former employers thought to leverage externships. Looking back, expanding our traditional internship qualifications to include educators would have been relatively simple.
Strategic Benefits I Now Recognize
From an employer standpoint, teacher externships offer multiple layers of value that I wish I’d recognized earlier. First, you gain access to seasoned professionals who can fill critical temporary positions during summer months, bringing their transferable skills to your workplace challenges.
But the benefits extend far beyond immediate staffing. These teachers develop a deep understanding of your organization and industry, returning to their classrooms as natural ambassadors for your company. As Georgia Department of Education’s Educator Externship Guide notes, these programs “build collaborative partnerships between education and business & industry,” creating a powerful two-way relationship.
The long-term strategic advantage becomes clear: while meeting today’s workforce needs, you’re simultaneously building direct pathways to tomorrow’s talent. Teachers incorporate real-world industry knowledge into their curriculum, better preparing students with the specific skills and perspectives your organization values.
This impact is evident in feedback like that from Kayla Bryant, an elementary school teacher who participated in an externship at Napa’s Northwood Elementary. As ACTE reported, she shared: “It was really cool to see the skills I teach my students in action in the hospitality industry. It gave me a deeper understanding of the kinds of jobs some of my students may have when they enter the workforce.”
This continuous cycle of connection transforms what would otherwise be left to chance into an intentional talent development strategy that benefits everyone involved.
Moving Beyond Chance to Strategy
From one recruiter to another, I cannot see any reason not to at least explore the potential of a Teacher Externship. Teachers are both valuable professionals that bring unique skills to your organization and essential connectors to the frontlines of early talent development.
By incorporating externships into your talent strategy, you transform unpredictable hiring outcomes into structured, proactive talent pipelines that benefit both your immediate needs and long-term workforce development.
A proud alumnus of Tuskegee University, Bradley has spent the entirety of his 15 year career focused on early talent. With half of his career in manufacturing and the other half within technology, he’s cut his teeth in all elements of HR and Talent Acquisition now serving as the Early Talent Development Consultant here at Tallo. He can be reached at bgoodloe@tallo.com.
