California Bay Area school districts are experiencing a teacher shortage that threatens to further widen the opportunity gap for schools with the neediest student populations. Financial incentives, administrator support levels, appropriate and consistent professional development, and mentoring are often cited as areas that cause teachers to leave the profession before tenure. This mixed-methods sequential exploratory study sought to answer the research questions regarding perceived strategies and best practices that increase teacher recruitment and retention by district and school site leaders, as well as factors teachers perceive as most significant in their decisions to remain teaching in socioeconomically disadvantaged school sites. A convenience sample of California Bay Area transitional kindergarten (TK)-12th grade level administrators participated in interviews to share their perceptions of strategies and best practices they utilize to recruit, retain, and support novice teachers. Sequentially, a representative sample of 93 TK-12th grade teachers participated in an anonymous online survey about factors that led to their accepting a teaching position in the district, as well as support, professional development, and mentoring they have received. Study findings indicated that teacher recruitment in California Bay Area socioeconomically disadvantaged school districts was heavily affected by the teacher salary offered, a position of interest being available, and the position being in proximity to the teacher's home. Study findings also revealed that administrators were not providing the level of support on-site that was needed by novice teachers. Convergent stakeholder responses to the research questions included: continued increases in salary and benefits as well as providing teachers with more support and mentorship. The study findings yielded a strategic framework that can be used by site and district administrators in socioeconomically disadvantaged school districts that are experiencing challenges with teacher recruitment and retention. Further study is recommended to evaluate the salary schedule for beginning teachers as well as bringing esteem back to the profession as a whole. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]