How to hire a childcare administrator

How to hire a childcare administrator, step by step

Here's a step-by-step childcare administrator hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a childcare administrator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new childcare administrator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the childcare administrator you need to hire. Certain childcare administrator roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a childcare administrator to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a childcare administrator that fits the bill.

   Here's a comparison of childcare administrator salaries for various roles:

   Type of Childcare Administrator	Description	Hourly rate
   Childcare Administrator	Preschool and childcare center directors supervise and lead staffs, oversee daily activities, design curriculums, and prepare budgets. They are responsible for all aspects of their center’s program.	$10-22
   Site Director	A site director is in charge of delegating tasks to supervisors, and overseeing all construction operations, implementing all safety policies and regulations to ensure a safe and productive work environment for all employees. They are also primarily responsible for coordinating with architects and clients, reporting progress or any issues to them, negotiating contracts, and even deciding on workforce and suppliers... Show more	$10-40
   Center Director	A center director is responsible for ensuring and maintaining the efficiency of child care facilities. Their role is to conduct various assessments, ensure that all aspects adhere to federal requirements, develop programs and supplemental activities in collaboration with child care experts, recruit and hire an efficient workforce, and train staff for professional development... Show more	$31-82

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll

   Responsibilities:

   • Manage financial/accounting responsibilities, including payroll.
   • Maintain timesheets and payroll on a bi-weekly schedule report to the accountant promptly and meet deadlines.
   • Maintain oversight for $550K annual operations budget and ensure optimize cost containment, accountability and transparency for all expenditures.
   • Establish and facilitate implementation of facility CQI program.

3. Make a budget

   Including a salary range in your childcare administrator job description is a great way to entice the best and brightest candidates. A childcare administrator salary can vary based on several factors:

   • Location. For example, childcare administrators' average salary in oklahoma is 44% less than in new hampshire.
   • Seniority. Entry-level childcare administrators earn 53% less than senior-level childcare administrators.
   • Certifications. A childcare administrator with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a childcare administrator's salary.

   Average childcare administrator salary

   $15.84hourly

   $32,944 yearly

   ---

   Entry-level childcare administrator salary

   $22,000 yearly salary

   Updated December 19, 2025

4. Writing a childcare administrator job description

   A childcare administrator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a childcare administrator job description:

   Childcare administrator job description example

   Job DescriptionSalary: $16-$18hr
   

   The team is looking for dedicated individuals in the Santa Barbara area, with a passion for childcare who value honesty and commitment as much as BrightStar Care does. Our commitment to incorporating advanced technology has offered our employees an opportunity to deliver their best performance. If you are looking for per diem, flexible schedules, and a fantastic team to work with, please apply!

   Responsibilities

   • Supervising, nurturing and caring for children typically from ages 6 weeks and up.
   • Assist or supervise children with daily personal hygiene, meal preparation and light housekeeping as appropriate.
   • Planning and coordinating safe, age-appropriate activities.
   • Develop and promote a safe environment to provide quality childcare through adherence to established policies, procedures, and standards.
   • Provide transportation as required to and from school, appointments and other activities.
   • Assist in providing a safe environment for children in your care.
   • Comply with all documentation and record-keeping requirements.
   • Communicate with family throughout shift as requested and as required.
   • Follow principles of infection control and universal precautions.
   • Managing children's behavior appropriately and supporting children's social development.
   • Treat client, family, and staff with courtesy and respect.

   Requirements

   • High school diploma or GED
   • Valid Driver's License and reliable, insured vehicle
   • Self-directing with the ability to work with little direct supervision.
   • Certified in both First-Aid & CPR (we can help you obtain)
   • Negative TB skin test or chest x-ray
   • Covid-19 Vaccination

   
   

   Benefits

   
   

   • Paid Time Off (available after 90 days)
   • 100% Employer paid Medical (MEC Basic), Dental, Vision, Life Insurance for employees that qualify
   • Free Financial Wellness Program
   • 1 on 1, group and online trainings available
   • Wireless Provider Discount
     
   • And more...

   
   

   We also provide training opportunities to employees who wish to expand their skill set and gain experience in the healthcare field.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right childcare administrator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your childcare administrator job on Zippia to find and recruit childcare administrator candidates who meet your exact specifications.
   • Use field-specific websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with childcare administrator candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new childcare administrator

   Once you've selected the best childcare administrator candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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