Finding, keeping and supporting great educators presents the single biggest challenge to successful school turnarounds. Without teachers and administrators who bring the needed combination of skills and passion, nothing else will achieve the desired effect. The turnaround model supported by the U.S. Department of Education School Improvement Grant program requires the replacement of the majority of staff in turnaround schools, but most efforts to date have focused on terminating underperforming teachers and not on finding and keeping more effective replacements. Early initiatives often used compensation as the primary incentive for recruiting and retaining talent. However, it has become clear the best solution will go far beyond additional pay to include changes to working conditions that make incredibly challenging turnaround work more doable and rewarding for teachers and leaders. In this article, the author discusses six essential components for success in recruiting, retaining, and supporting top talent in the turnaround environment: (1) a team approach; (2) strong leaders; (3) empowerment; (4) additional training and support; (5) prestige; and (6) compensation. She profiles two districts--Boston and Pittsburgh--to show alternative ways to implement these six components. As school districts consider scalability and sustainability of turnaround efforts, the team-based structures of these efforts provide a solid basis for developing sustainable instructional capacity at turnaround schools.