This study focused on exploring the factors affecting the recruitment and retention of foreign English teachers in Taiwan, investigating the reasons for the shortage of qualified English teachers, and identifying the factors leading to turnover. The research adopted a qualitative approach, using in-depth interviews with current and former foreign English teachers from public schools, school directors, as the primary data collection method. Additionally, document analysis used as a qualitative approach to investigate the laws and human resource strategies adopted by schools and government to attract and retain English teachers. The
research found that several factors have been identified encompassing intercultural, organizational, and leadership-related elements, this included by not limited to including non- competitive compensations and benefits, heavy workload, inadequate support and limited, additional to cultural barriers and boreoarctic process, and the lack of a career grow. The study identifies HR strategies that could help address these challenges and mitigate this ongoing issue, providing insights that can guide educational institutions in Taiwan and other countries dealing with similar challenges in recruiting and retaining qualified foreign English teachers, especially as Taiwan is getting ready to become a bilingual country by 2030.

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