<![CDATA[Teacher recruitment management plays a strategic role in improving educational quality through the provision of qualified human resources. In Islamic elementary schools, recruitment is expected not only to identify teachers with pedagogical and professional competence but also to ensure their alignment with Islamic values and the institution's vision. This study aimed to analyze teacher recruitment management at SD Celebes Islamic School, Luwu Regency, based on the management functions of planning, organizing, actuating, and controlling, as well as to identify the supporting and inhibiting factors affecting its implementation. This study employed a qualitative descriptive approach. Data were collected through interviews, observations, and documentation involving the principal, foundation representatives, recruitment committee members, and teachers. Data were analyzed using the interactive model of Miles, Huberman, and Saldaña through data condensation, data display, and conclusion drawing. The findings reveal that teacher recruitment management has been implemented systematically through teacher needs analysis, committee formation, administrative screening, competency testing, microteaching, interviews, and evaluation. Assessing candidates' Islamic integrity constitutes a distinctive aspect of the recruitment process and supports consistency with the school's organizational culture. Supporting factors include institutional commitment, effective coordination, and clear recruitment criteria, whereas limited qualified applicants, the absence of standardized instruments for assessing Islamic integrity, and limited recruitment dissemination remain major challenges. The study concludes that the comprehensive implementation of management functions contributes to improving teacher recruitment quality and strengthening human resource management in Islamic elementary schools.]]>
