Teacher turnover is notoriously high in the field of early childhood education with an estimated 33% of staff exiting the workplace each year. Turnover is costly. Not only do high levels of turnover negatively impact children's growth and development, it also erodes the program's economic stability and wherewithal to provide effective operations and programming for both staff and children. In this article, the author discusses how to use turnover as a recruitment strategy. The author stresses that with the proper attitude and perspective directors, negative connotations of employee turnover can be turned into a positive one by learning from those who have exited the company.