Recognized as the most communicative and reliable agency by district leadership
5+ years of trusted partnership built on transparency and responsiveness
Our Partner
Located in Southern California, our partner serves a large and diverse population of ~35,000 students across 34 schools.
The Challenge
The district was experiencing growing staffing challenges rooted in:
internal disconnect
frequent leadership changes
inconsistent communication
limited visibility into caseload needs
These gaps left new hires without the context or support needed to succeed, leading to frustration and high turnover. The district needed a partner who could bring structure, consistency, and support to the hiring and onboarding process to help stabilize their teams.
Our Solution
Soliant is the district’s top trusted staffing partner for special education and support roles since 2020. Key elements of our solution include:
Preferred provider for all support positions, including behavior aides, counselors, and OTs.
Collaborative and transparent approach that prioritizes student needs, providing real-time updates and contingency plans to prevent and support service interruptions.
Dedicated daily coordination between Soliant’s dedicated account manager and recruiting teams to manage placements, call-outs, and substitute coverage efficiently.
Enhanced candidate resources and advisory support to ensure smooth onboarding starts, strong engagement, and long-term retention.
Results
50+ professionals placed annually, with 20–30 renewals each year
Increased retention rates driven by improved onboarding and ongoing support
Rapid response times, providing the client with candidate options available within 24 hours
High conversion rates from temporary to permanent roles, supported by a flexible substitute pool that sustains coverage and minimizes disruption with call-outs
Competition is Increasing as Universal Choice Scales
Public schools are operating in an increasingly “choice-saturated” environment, where family decisions resemble consumer decisions: options are expanding, switching costs are falling in many places, and reputation, often formed online and through word of mouth, can shift enrollment faster than annual strategic plans can respond.
As universal school choice policies expand nationwide, more families are being incentivized to explore private and alternative education options across 18 states. Additional growth is expected as programs mature and as a new federal tax-credit-based scholarship mechanism takes effect in 2027.
Districts are experiencing increasing competitive pressure, particularly in suburban and mid-sized markets where enrollment margins are already tight.
50% of public school leaders said they felt understaffed
35% of schools reported at least one teacher vacancy
Vacancies contributed to staff working outside intended duties and larger class sizes
Private vs. Charter Schools
The strongest “early market signal” comes from work by Douglas N. Harris and Gabriel Olivier, whose national analysis reports two notable short-run associations:
Private school enrollment rising ~3–4% (relative to comparison states)
Private school tuition rising ~5–10% in early post-policy years
COVID-era conditions complicate interpretation, but researchers expect effects could grow over time as families and providers adjust.
Charter enrollment growth remains a durable competitive force. NCES tables show charter enrollment rising from about 2.27 million (preK–12) in 2012–13 to about 3.72 million in 2022–23.
Even where private choice is limited, charter expansion reshapes family expectations around specialization, communication, and recruitment practices.
In other words, families are comparing.
State-Level Variation in Choice Access & Incentives
Public-to-Public
The National Conference of State Legislatures reports that 45 states have provisions for inter-district open enrollment (and 33 states plus Washington, D.C. and Puerto Rico have intra-district provisions), with details varying widely in whether participation is mandatory, how capacity is defined, and how transfers are prioritized.
Public-to-Private
Universal-eligibility private school choice programs now exist in at least 18 states, but many are not fully funded for all eligible students. I.e. participation may depend on program caps, prioritization, or appropriations.
In the highest-scale examples, ECS cites Arizona as fully funding a universal ESA, with enrollment surpassing 99,000 as of January 2026.
Incentive Landscape
A December 2025 Internal Revenue Service release announced guidance enabling states to opt into a new federal tax credit for contributions to scholarship-granting organizations. Beginning January 1, 2027, taxpayers may claim a nonrefundable credit (limited to $1,700), contingent on state participation.
Additionally, a January 2026 fact sheet from the U.S. Department of Education describes the same overall mechanism and eligibility rules (e.g., household income not greater than 300% of area median gross income).
The implication: scholarship-funded private options could expand in participating states.
The Enrollment Equation: How Staffing Impacts Retention
Staffing constraints are now a front-page operational reality because families experience instability as canceled electives, larger class sizes, slower service for special education and supports, and inconsistent communication.
Additional School Pulse data reinforces the strain:
3% of teaching positions are vacant
35% of schools report at least one teacher vacancy
6% of non-teaching positions are vacant
41% of schools report at least one non-teaching vacancy
Vacancies averaged about 5% in several hard-to-staff teacher categories (including special education, ESL/bilingual, and CTE), compared to about 2% in general elementary roles. This role-specific mismatch is where staffing partnerships and targeted retention strategies matter most.
When critical student-facing roles remain unfilled:
Special education services are delayed
Intervention support weakens
Caseloads increase
Staff burnout rises
Vacancies create ripple effects:
Service interruptions
Increased burnout for remaining staff
Compliance risk
Lower staff morale
Parent frustration
Increased attrition
For CFOs, that translates to per-pupil funding loss. For Superintendents, it becomes a board-level conversation. For Special Education Directors, it raises audit and litigation risk.
Happy Employees Are Your Best Marketing Campaign
Families stay where students feel supported. → Students feel supported where adults are stable. → Adults stay where systems work.
Marketing isn’t about slogans. It’s about delivering what you promise.
In public education, marketing should not be reduced to advertisements. In a competitive environment, the most persuasive marketing is lived experience: whether students feel known, whether services are reliable, and whether parents trust the institution to follow through.
This visual is an AI-generated example created to illustrate how districts can market enrollment initiatives. It is not affiliated with or representative of any specific school district.
A widely cited synthesis by Patricia A. Jennings and Mark T. Greenberg argues that teacher social-emotional competence and stress influence classroom climate and student outcomes through feedback loops involving behavior management, relationships, and instructional quality.
More broadly, school climate research reviews conclude that school culture (relationships, safety, teaching and learning environment) are meaningfully associated with student outcomes and school improvement capacity. Staffing shortages directly strain these climate dimensions by increasing adult workload, reducing consistency, and limiting access to student supports.
What Marketing-Minded Superintendents Do Differently
In the private sector, a “service profit chain” logic argues that employee satisfaction and capability drive service quality and customer satisfaction. Public schools do not pursue profit, but they do pursue trust. In many states, they operate under funding formulas that make enrollment and attendance financially determinative.
Forward-thinking district leaders approach staffing as part of strategic planning, not reactive hiring. They:
Model vacancy impact on student outcomes and budget
Align staffing strategy with board priorities
Prioritize hard-to-staff areas early
Incorporate retention into their enrollment strategy
Build flexible staffing pipelines before crisis hits
Understand that protecting student experience protects per-pupil funding.
School-Appropriate Marketing Principles
A practical definition for school leaders: marketing is the intentional management of reputation, relationships, and the family decision journey grounded in authentic program quality and transparent communication.
Brand clarity and storytelling: Articulate “why us” using evidence and human stories. Case evidence from Des Moines Public Schools shows a district using a defined tagline and multi-channel communications to counter enrollment decline in a competitive market, while acknowledging attribution limits.
Digital “front door” excellence: Ensure mobile-friendly websites, translated materials, clear enrollment pathways, and transparent student support information.
Enrollment management as a funnel: Treat inquiry → visit → application → enrollment → retention as strategic stages. (More on this below.)
Customer-service practices: Set predictable response times and structured communication practices, especially during staffing disruptions.
Community engagement as trust-building: Practice structured listening and partnership, particularly in historically underserved communities. Research on recruitment in choice environments cautions that market pressures can exacerbate inequities if engagement is not intentionally inclusive.
Ethical, Equity, & Legal Guardrails
Ethical boundaries: Publicly document what is being claimed and what evidence supports it, and use community listening to shape priorities rather than using messaging to mask service gaps.
Equity implications: Choice markets can intensify stratification if recruitment practices privilege families with more time, information, transportation, or social capital. “Market pressures” can influence who is reached and who is served, making intentional equity design necessary (e.g., multilingual materials, outreach through trusted community organizations, accessible enrollment support).
Privacy and lawful data use: Schools must avoid using personally identifiable information from education records for marketing in ways inconsistent with FERPA. The U.S. Department of Education’s student privacy guidance explains FERPA protections and the limits/conditions for “directory information” disclosures, including required public notice and opt-out opportunity for families.
Non-discrimination: Marketing and enrollment processes must comply with federal civil rights laws. Title VI prohibits discrimination based on race, color, or national origin in federally funded programs.
Public funds and procurement: Rules on spending public funds for marketing can vary by state and local policy. A defensible approach is to:
Tie communications spending to public purposes (family information, enrollment management, transparency)
Document procurement and approvals
Prioritize low-cost, high-service improvements (website clarity, response-time standards) before large media buys—especially when staffing needs are acute
Simple Enrollment Marketing Funnel for Schools
The funnel below adapts a standard journey model to K–12 enrollment competition (including intra-/inter-district transfers, charter competition, and private-choice options).
How much of our per-pupil funding is tied to specialized services?
Are service delivery gaps jeopardizing funding streams?
Are we maximizing reimbursement opportunities?
Impact: Enrollment and weighted funding depend on consistent services.
Red Flag Indicators
If you see these, enrollment risk is already forming:
IEP meetings delayed due to staffing shortages
Increased due process filings
Rising teacher turnover in high-need campuses
Public board complaints tied to services
Multiple agencies used with no unified strategy
Rising overtime and burnout costs
Repeated emergency credential usage
These are early-warning signals of funding instability.
Integrated Action Plan
The action plan below is prioritized around a single operational idea: you cannot market your way out of an unstable experience. Marketing actions and staffing actions must run together.
In a choice environment, districts that retain students will be those that deliver the most reliable experience and communicate it clearly. For leaders facing persistent vacancies, especially in special education and student supports, Soliant is your strategic partner in stabilizing staffing and protecting service continuity.
Soliant begins by helping districts identify high-impact vacancies that influence:
Special education compliance
MTSS implementation
Related services delivery
Behavioral and mental health supports
Hard-to-staff instructional roles
Rather than simply responding to open positions, we prioritize roles tied directly to student experience, audit readiness, and stakeholder confidence. This aligns staffing decisions with board alignment and strategic plan commitments.
Step 2. Quantify the Financial Impact → Protect Fiscal Stewardship
Soliant helps districts reduce vacancy duration, model staffing impact, and stabilize service delivery — supporting fiscal stewardship without compromising outcomes. Shorter vacancy cycles protect both morale and budget predictability.
Not every staffing need requires permanent headcount expansion. Soliant supports districts with:
Contract and contract-to-hire models
Teletherapy and virtual service delivery
Specialized support for high-need populations
Scalable solutions during enrollment shifts
This allows districts to maintain efficiency without compromising outcomes, where compliance and continuity are non-negotiable.
A Strategic Partnership, Not a Transaction
District leaders today are balancing:
Unfunded mandates
Collective bargaining agreements
Budget constraints
Policy compliance
Stakeholder engagement
Enrollment volatility
Soliant’s role is to simplify one of those variables. With education-exclusive focus, credentialing rigor, and clinical advisory support, Soliant operates as an extension of your district.
When evaluated strategically, staffing partnership decisions should answer three questions:
Does this reduce risk?
Does this protect service continuity?
Does this strengthen stakeholder trust?
If the answer is yes, it is not an expense. It is a stability investment.
Every student deserves access to communication, connection, and support, and school sign language interpreters make that possible every day. By bridging communication between Deaf and hard-of-hearing students, their teachers, and their peers, interpreters play an essential role in ensuring students can fully participate both inside and outside of the classroom.
If you’re passionate about helping students thrive, enjoy problem-solving, and want a career that truly makes a difference in a child’s day-to-day life, becoming a school sign language interpreter may be the perfect path. Below, learn everything you need to know about how to become a school sign language interpreter.
Steps to Becoming a School Sign Language Interpreter
1. Complete a Sign Language Interpreter Training Program
The journey to becoming a school sign language interpreter starts with a foundational education. It’s generally recommended to have a bachelor’s degree, although some associate programs are also compatible with eligibility.
Most aspiring interpreters enroll in an accredited interpreter education program, often at a community college or university. Programs typically offer coursework in:
American Sign Language (all levels)
Deaf culture and history
Interpretation ethics
Educational interpreting techniques
Linguistics and communication theory
2. Strengthen ASL Fluency
School interpreters must have strong receptive and expressive ASL skills, so many interpreters begin developing ASL skills long before entering a training program. After all, the more natural communication feels, the more effective you’ll be in a school environment. Many students improve fluency through:
Mentorship programs
Immersion events or Deaf community gatherings
Volunteer interpreting practice
Tutoring or ASL study groups
It’s also beneficial to acquire a voluntary certification in a professional school in the field of sign language to increase the chances of becoming hired.
3. Earn Required Certifications
School interpreting requirements differ across the country, so it’s helpful to check your state’s Department of Education guidelines or speak with a recruiter familiar with school roles. Many states expect or require credentials such as:
EIPA (Educational Interpreter Performance Assessment) score meeting state minimums
RID (Registry of Interpreters for the Deaf) certification
NIC (National Interpreter Certification)
State-specific educational interpreting licenses
4. Apply for School Sign Language Interpreter Jobs
Once you’ve met your state’s requirements, you’re ready to explore open roles! School interpreters are in high demand nationwide, and you can find perfect opportunities across elementary, middle, and high schools, on-site and, in some cases, remote.
How Long Does It Take to Become a School Sign Language Interpreter?
Most interpreter preparation programs take 2-4 years, depending on whether you pursue an associate or bachelor’s degree. Additional time may be required to obtain the necessary certification scores, depending on your fluency level and state-specific expectations.
Become a School Sign Language Interpreter Today
For students who are Deaf and hard of hearing, the right support makes a significant impact on learning and the overall education experience. School sign language interpreters make sure every child has access to the same conversations, experiences, and opportunities.
If you’re ready to begin your career, Soliant is here to support you. Whether you’re just starting out or looking to take the next step in your career, we’ll help you find a position that fits your goals and empowers you to make a difference for students who rely on your expertise. Explore current school sign language interpreter opportunities with Soliant today.
Paraprofessionals play an essential role in helping schools run smoothly. From supporting students with special needs to assisting teachers with instruction and classroom management, paras are the backbone of everyday learning. And because the work of a paraprofessional is so hands-on, you’re uniquely positioned to grow—whether you want to advance in your current role or pursue a new path in education.
If you’re wondering what your next step could look like, here are some of the top upskilling and advancement opportunities available for paraprofessionals today.
5 Ways to Advance Your Career as a Paraprofessional
Acquiring additional certifications can allow you to move into more specialized roles, lead to higher pay, offer classroom responsibility, and provide the opportunity to support students with complex needs. Examples include:
Special education paraprofessional certifications
Behavioral intervention training (PBIS, CPI, ABA foundations)
Reading or math interventionist training
2. Explore Professional Development in Behavior Support
Students’ behavioral and social-emotional needs continue to grow, and paras with behavioral expertise are in high demand. Training in areas such as Positive Behavior Interventions and Supports (PBIS), crisis prevention and de-escalation, and Applied Behavior Analysis (ABA) basics can open doors to roles supporting school psychologists, behavior specialists, or programs serving students with autism or emotional/behavioral disorders.
For paras interested in long-term career growth in behavioral or developmental support, this is a potential next step. Earning your RBT credential is one of the most accessible ways for paraprofessionals to advance quickly, allowing you to work one-on-one with students receiving ABA services and can boost your earning potential. Many school districts also reimburse or fully fund RBT training, so it’s important to check with your employer!
4. Pursue an Associate’s or Bachelor’s Degree in Education
If you love classroom support and want to transition into teaching, becoming a certified educator is one of the most common advancement paths. Some states even offer paraprofessional-to-teacher pathways with tuition reimbursement, flexible scheduling, or mentorship built in.
Paraprofessionals often pursue:
Associate degrees in education (for faster entry into certain roles)
Online courses, professional development sessions or workshops, and training opportunities can help you upskill and advance your career without major time or financial commitments. Some training opportunities you can look for include:
Assistive technology
Classroom management
Trauma-informed support
Inclusive practices
Early childhood development
Literacy or math foundations
SEL support
Equity and inclusion in the classroom
Data collection for IEP teams
Collaboration and co-teaching
Find the Right School Job to Support Your Growth
No matter where you are in your paraprofessional journey, investing in your professional development can open new doors. At Soliant, we connect paraprofessionals with school jobs across the country that align with their strengths, interests, and long-term goals.
Whether you’re looking for a role that offers mentorship, advancement potential, or hands-on experience in a specialty area, our team is here to help you take the next step. Explore paraprofessional opportunities and find a position that helps you grow!5 Advancement Opportunities for Paraprofessionals
Teachers of the visually impaired (TVIs) help students with vision loss build confidence and participate fully in school. While general education teachers focus on academic instruction, TVIs are there to ensure that every student with a visual impairment has the tools, skills, and supports they need to thrive alongside their peers and receive the quality education they deserve.
From teaching braille to collaborating with classroom teachers, a TVI’s work touches nearly every part of a student’s day. Learn more about the role of a TVI below, including key responsibilities and their work in schools.
What Does a Teacher of the Visually Impaired Do?
A teacher of the visually impaired (TVI) gives specialized instruction and services to their visually impaired students, meeting their unique needs and providing compassion and patience to support their success.
TVIs support students with visual impairments and their access to the curriculum by creating their own education curriculum, adapting instruction, and making sure that braille, large-type texts, or specialized materials are available to the students who need them.
Teacher of the Visually Impaired Responsibilities
1. Provide Direct Instruction
Depending on the role, setting, and student population, TVIs provide individualized instruction that may teach:
Adapted general education curriculum
Braille reading and writing
Assistive technology, like screen readers or magnification tools
Tactile graphics and adapted materials
Daily living skills, such as organization or efficient study habits
2. Adapt Classroom Materials
A huge part of a TVI’s job is making learning accessible by adapting anything used in the classroom for students with visual challenges, including worksheets, textbooks, graphs, classroom presentations, assignments, and tests. This might look like enlarging text, creating tactile materials, or converting content into braille or digital formats.
3. Support Classroom Teachers
TVIs collaborate closely with general education teachers to make sure students can fully participate in class. They may:
Recommend seating arrangements
Suggest lighting adjustments
Train teachers on assistive technology
Provide strategies for presenting visual information in accessible ways
4. Promote Independence
As students grow older, TVIs help them build the skills and confidence they need, preparing them for high school, college, and adulthood. This might include how to:
Request accommodations
Use their devices independently
Navigate school spaces
Explain their needs to teachers and peers
5. Collaborate With Other Educators, Families, and Specialists
Teachers of the visually impaired (TVIs) work closely with educators, families, and other specialists to ensure students receive consistent, accessible support. They coordinate with special educators, orientation and mobility specialists, and other related service providers to align goals, and they collaborate with families by regularly updating parents, explaining accommodations, and offering guidance that can be reinforced at home.
Make a Difference as a TVI
For students with low vision or blindness, learning can feel overwhelming without the right support. TVIs make sure every child has access to the same opportunities, whether that’s reading a novel, solving a math problem, or simply feeling confident walking down the hallway.
School psychologists are the essential professionals behind so many moments of growth in a child’s school journey. They help students feel understood, supported, and confident, from offering reassurance during difficult moments to collaborating with teachers and families to create welcoming, inclusive classrooms.
In this Soliant career guide, learn more about what school psychologists do and how they help shape school environments where every child can thrive.
Core Responsibilities of School Psychologists
1. Help Figure Out Why a Student is Struggling
When a student is having a tough time academically, socially, or emotionally, school psychologists are the ones who take a closer look. Their evaluations and assessments help determine whether a student qualifies for special education services or accommodations, and play a key role in developing Individualized Education Programs (IEPs) and 504 plans that support student success.
School psychologists check how a student learns, solves problems, and manages emotions by assessing areas such as:
Cognitive functioning
Academic achievement
Social-emotional development
Behavioral patterns
Executive functioning skills
2. Support Students’ Mental and Emotional Well-Being
Students today are experiencing higher levels of stress, sadness, and anxiety than ever before, and friendship, family, and academic challenges further impact well-being. School psychologists act as the first person a student turns to when things feel heavy, offering a safe space for students to get support by providing:
One-on-one or small group check-ins
Help building coping skills
Support during difficult life events
Guidance when students feel overwhelmed
Crisis intervention
3. Develop Behavioral Interventions
Many students struggle not because of academic gaps, but due to behavioral challenges. School psychologists collaborate with teachers and families to identify the root of behaviors and implement effective, research-based strategies. This can involve:
Functional behavior assessments (FBAs)
Behavior intervention plans (BIPs)
Positive reinforcement systems
Classroom strategy coaching
4. Build School-Wide Initiatives
Beyond individual student work, school psychologists also develop and contribute to school-wide initiatives that focus on promoting safe, healthy school environments. They may design or implement programs related to:
Bullying prevention
Attendance improvement
Mental health awareness
Suicide prevention and crisis response
5. Respond to Crises and Emergencies
When a school faces a crisis, such as a traumatic event, natural disaster, loss within the community, or a student mental health emergency, school psychologists are often on the front lines and are there to help stabilize the situation. They guide students and staff through difficult moments and help schools recover emotionally by providing:
Immediate crisis intervention
Psychological first aid
Guidance on restoring stability
Long-term recovery planning
What School Psychologists Do
The work of a school psychologist doesn’t just impact the students they meet with—it strengthens the entire school community. School psychologists help make schools feel safe, supportive, and student-centered. They notice things others might miss, making sure that no child slips through the cracks.
If you’re passionate about helping students feel supported and understood, becoming a school psychologist might be the perfect career for you. Whether you’re looking for a fresh start, a new setting, or a change of pace, Soliant can help you find a position that fits your career goals and lifestyle.
