<![CDATA[The shortage of Islamic Religious Education teachers can disrupt teaching schedules, increase teachers’ workloads, and weaken the continuity of religious character-development programmes in madrasahs. This study aimed to analyse the talent-sourcing strategy used by MTs Izzatul Kamilah to address the shortage of Islamic Religious Education teachers. A qualitative approach with a single-case study design was employed. Data were collected through semi-structured interviews with actors involved in teacher planning, recruitment, placement, and mentoring, supported by non-participant observations and document analysis. The data were analysed using reflexive thematic analysis, while credibility was strengthened through source and method triangulation, audit trails, and researcher reflexivity. The findings revealed that talent sourcing was implemented through teaching-load-based needs mapping, proactive activation of alumni, community, university, and teacher-education networks, competence- and value-based selection, appropriate teaching placement, and initial mentoring. These interconnected practices reduced vacant teaching periods, improved schedule regularity, and supported the continuity of Islamic Religious Education and religious character-development programmes. However, their sustainability was constrained by the limited availability of qualified candidates, uncompetitive incentives, dependence on particular teachers, and inadequate human resource data management. The study concludes that talent sourcing should be integrated with systematic workforce planning, institutional partnerships, professional development, and teacher-retention policies to establish a stable teacher pipeline and sustain the quality of Islamic Religious Education services.]]>
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