Hiring the right teachers can make or break a preschool operation. The quality of your staff directly impacts parent satisfaction, child development outcomes, and your ability to attract and retain families. This guide covers practical hiring strategies that work for preschool owners looking to build a strong team.
Start with Clear Job Descriptions
A vague job posting attracts the wrong candidates. Write descriptions specific to your preschool's philosophy and daily operations. Include details like classroom size, age groups taught, curriculum approach (Montessori, play-based, Reggio-inspired), and specific responsibilities during arrival, playtime, meals, and transitions.
Mention required certifications upfront—whether you need CPR/First Aid, state-mandated early childhood credentials, or a bachelor's degree in Early Childhood Education. Be honest about pay range ($28,000–$42,000 annually for lead teachers, depending on location and experience) so applicants self-select.
Screen for the Right Temperament
Teaching preschool requires patience, creativity, and genuine affection for young children. During phone screening, ask behavioral questions like "Describe a time a child was having a meltdown. How did you respond?" and listen for calm, specific examples rather than vague answers.
Look for candidates who ask thoughtful questions about your program—it signals they care about fit, not just landing a job. Those who ask about your curriculum, behavior guidance philosophy, or parent communication approach tend to be more engaged long-term.
Run Multi-Stage Interviews
First round (phone or video): 20–30 minutes. Confirm certifications, assess communication, and gauge enthusiasm.
Second round (in-person): Spend time in your classrooms together. Observe how candidates interact with children naturally—do they get down to eye level, engage in conversation, respond to needs? This unscripted observation reveals more than a formal interview.
Third round (if hiring for leadership roles): Bring back finalists and have them lead a short activity or lesson plan discussion with your team. You'll see how they think about child development and collaborate.
Verify Credentials and Background
Don't skip this step. Confirm:
- Current CPR/First Aid certification (must be pediatric-focused)
- State early childhood education credentials or equivalent
- Clean background check (criminal history, sex offender registry, child abuse registry)
- At least two professional references you actually contact
Many preschool owners use third-party background check services that cost $30–$75 per candidate but save liability risk. Contact previous employers directly—written references are often too generic to be useful.
Look for Red Flags
Candidates who can't articulate how they'd handle a specific behavior challenge, seem uncomfortable around children during observation, or have frequent job-hopping in early childhood roles warrant a second look. Also watch for anyone dismissive of parental involvement or who views classroom management as punishment-focused rather than teaching-focused.
Someone with a one-year gap on their resume isn't necessarily a problem—life happens. But unexplained exits from multiple preschools in short timeframes suggest a deeper issue.
Consider Long-Term Retention
Hiring costs money. Recruiting, interviewing, and training a new teacher can run $2,000–$5,000 when accounting for time. Reduce turnover by offering:
- Competitive hourly rates ($16–$20/hour for assistants, $20–$28/hour for lead teachers, depending on credentials and location)
- Professional development stipends ($300–$500 annually)
- Flexible scheduling options where possible
- Clear advancement pathways to lead or director roles
Teachers stay when they feel valued and see a future. Preschool teaching isn't high-paying work, but stability and respect matter enormously.
Use Your Network
Post openings on your website and social media, but also tap your existing staff, parent referrals, and local university early childhood programs. Universities often have job boards and can connect you with students entering the field. Parent referrals are gold—families who trust you'll recommend people they trust.
Listing your preschool on platforms like Mercoly helps you reach qualified job candidates actively searching for positions in your area while simultaneously showcasing your program to prospective families.
Frequently Asked Questions
Q: What certifications do I legally need to require? This varies by state—some require a CDA (Child Development Associate) or Associate's degree for lead teachers, while others only mandate CPR/First Aid. Check your state's Department of Early Care and Learning website for exact requirements.
Q: How long should I expect the hiring process to take? Plan for 4–8 weeks from posting to hire, assuming you interview actively. If you're hiring urgently, expect quality candidates to notice and potentially negotiate higher pay.
Q: Should I hire teachers with no prior preschool experience? Yes, if they show genuine passion for the work and are willing to learn your curriculum. Pair them with an experienced mentor for the first month, and budget time for onboarding.
List your preschool on Mercoly today to attract more qualified teachers and families to your program.