How to hire a family educator

How to hire a family educator, step by step

Here's a step-by-step family educator hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the family educator you need to hire. Certain family educator 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 family educator 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 family educator that fits the bill.

   This list presents family educator salaries for various positions.

   Type of Family Educator	Description	Hourly rate
   Family Educator	Social workers help people solve and cope with problems in their everyday lives. One group of social workers—clinical social workers—also diagnose and treat mental, behavioral, and emotional issues.	$12-24
   Youth Development Professional	Youth Development Professionals are specialists in implementing and overseeing programs to help adolescents discover their abilities and interests. They are responsible for coordinating career days and field trips, organizing mentorship sessions, create youth outreach projects, and assisting community organizations in youth provision development... Show more	$9-45
   Student Worker	Student workers are students who are employed while also enrolled at the university. They usually work in a department or college where they handle different tasks... Show more	$9-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Social Work
   • Child Development
   • CPR
   • Childhood Education
   • Health Education
   • Community Resources
   • Family Education
   • Mental Health
   • Educational Programs
   • Crisis Intervention
   • Parent Education
   • IEP
   • Early Intervention
   • Community Agencies

   Check all skills

   Responsibilities:

   • Help children/youth in state custody achieve permanency whether through reintegration, adoption or custodianship.
   • Certify in CPR & first aid.
   • Perform developmental screenings and participate in IEP transition meetings.
   • Collaborate with special education teachers for implementation of IEP s for special needs children and curriculum development.
   • Mediate conflicts between patients, handle medical emergencies, assist patients in developing and implementing positive and cooperative living skills.
   • Determine participants' eligibility for program by gathering data and maintaining information to ensure clients are compliant for TANF program regulations.

3. Make a budget

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

   • Location. For example, family educators' average salary in mississippi is 64% less than in new jersey.
   • Seniority. Entry-level family educators earn 50% less than senior-level family educators.
   • Certifications. A family educator 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 family educator's salary.

   Average family educator salary

   $35,404yearly

   $17.02 hourly rate

   ---

   Entry-level family educator salary

   $25,000 yearly salary

   Updated December 15, 2025

4. Writing a family educator job description

   A family educator 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. Below, you can find an example of a family educator job description:

   Family educator job description example

   A Family Educator supports parents and pregnant women in promoting optimal development of their children. Provides regularly scheduled personalized home visitation and socialization services to eligible children and their families. Partners with families to increase understanding of child development while facilitating parent-child interactions to support learning and growth potential in their children. Connect families to resources in the areas of health, nutrition, family goal setting and crisis intervention.
   WORK SCHEDULE:
   
   This position involves frequent evenings, hours vary week to week. Days may begin as early as 7:30 a.m. and end as late as 8:00 p.m. Our goal is to meet with families when it is convenient for them, therefore our schedules meet their needs.
   
   FLEX SCHEDULING is available, this position can work no more than 40 hours per week.
   
   This position is currently eligible for a $2,000 sign-on bonus payable after 90 days of employment.
   
   Creates a supportive social/emotional environment while encouraging positive parent/child interactions, both in the home and while parents are on site.
   
   Empowers and supports parents in their role as primary care givers. Increases understanding of child development, strengthens parental understanding of child's needs and facilitates learning through regular home visitation and weekly group socialization experiences.
   
   Plans and facilitates parent-child interactions using individualized learning plans to stimulate growth in cognitive, language, social and motor skills.
   
   Conducts developmental screenings as scheduled, submits referrals and coordinates services.
   
   Assesses families' needs and connects families to appropriate agencies/services.
   
   Documents progress reports, family interactions, and referrals services provided to children and families served.
   
   Works effectively with all center staff utilizing a team approach.
   
   Maintains all current staff required certifications.
   
   Connects to community agencies as agreed upon with managers and directors.
   
   Maintains program standards.
   
   Staff will drive their personal vehicles to and from home visits. We reimburse $0.62.5 per mile.
   
   Requirements
   
   Bachelor's degree in Family Development, Early Childhood Field or related field with 9 early childhood education hours.
   
   Knowledge of child development and community resources helpful.
   
   Six to twelve months experience working with infants and toddlers.
   
   Flexibility and adaptability to adjust to crisis situations in the families.
   
   MUST BE AT LEAST 21 YEARS OF AGE TO APPLY WITH VALID DRIVER'S LICENSE.
   
   Attend and pass the requirements to obtain a CDL license to drive a small school bus at Child Start's expense.
   
   Reliable personal transportation and auto insurance.
   
   Must PASS pre-employment and random drug screens as well as KBI and driving record background checks.
   
   The employee must regularly lift and/or move up to 30 pounds for various classroom and event needs.
   
   Benefits
   
   This position pays $15.74/hour

   Copy this example

   

5. Post your job

   To find family educators for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any family educators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level family educators with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your family educator job on Zippia to find and recruit family educator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting family educators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 family educator

   Once you have selected a candidate for the family educator position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   Once that's done, you can draft an onboarding schedule for the new family educator. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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