Let me say this upfront, most Approved Providers are doing their absolute best.
They’re hiring under pressure. They’re juggling compliance, staffing ratios, families, budgets, and their own wellbeing. And often, they’re trying to hire a Centre Director at the exact moment they can least afford to get it wrong.
So when we talk about “mistakes”, this isn’t about blame. It’s about patterns we see every single week working in early childhood education (ECE) and outside school hours care (OSHC) recruitment, and how small shifts can completely change outcomes.
Because hiring a Centre Director isn’t just filling a role. It’s setting the tone for your culture, your quality, and your relationship with families.
Mistake #1: Hiring for urgency, not alignment
When a Director resigns, panic sets in fast. And understandably so.
The risk? Appointing someone who can cope – but doesn’t truly align with your service philosophy, leadership expectations, or community.
What we see instead:
- A strong resume, but little connection to your values.
- Leadership experience that doesn’t translate to your context.
- Someone who can keep the doors open, but not lift quality.
What works better
Slow the decision, even when the pressure is real.
The National Quality Framework reminds us that leadership is foundational to quality practice. Alignment matters – to your philosophy, your team, and your families.
Mistake #2: Overweighting qualifications, underweighting leadership capability
Qualifications matter. Of course they do.
But a Diploma or Degree alone doesn’t tell you how someone leads through conflict, supports educators, or navigates complex conversations with families and regulators.
We often see:
- Technically strong candidates who struggle with people leadership.
- Directors promoted too early, without the right support.
- Burnout within months because expectations weren’t realistic.
What works better
Assess how someone leads, not just what they hold on paper.
Under the NQS, effective leadership is about relationships, reflective practice, and continuous improvement, not just compliance knowledge.
In a recent conversation with Adrian Pattra-McLean from Farran Street Education, we discussed this exact topic. Check it out HERE.
Mistake #3: Assuming ‘good educator’ equals ‘good Director’
This one’s common, and costly.
Great educators don’t automatically make great Centre Directors.
The Director role requires:
- Strategic thinking.
- Adult leadership.
- Difficult conversations.
- Business awareness.
- Emotional regulation under pressure.
Without the right preparation, even your best people can feel set up to fail.
What works better
If you’re promoting internally, build a runway.
Support, mentoring, and realistic expectations make all the difference – and protect both the individual and your service.
Mistake #4: Rushing the process (or skipping it altogether)
When time is tight, processes shrink.
We see:
- One interview.
- Limited reference checking.
- No leadership scenarios.
- Gut feel decisions.
And while instinct has its place, Director hires are too critical to rely on instinct alone.
What works better
A structured, thoughtful process that looks at leadership style, values alignment, and long term fit.
This isn’t about overcomplicating, it’s really about being intentional.
Want an easy way to assess your processes? Download the Childcare Recruitment Health Check Toolkit.
Mistake #5: Treating recruitment as transactional, not relational
Centre Directors aren’t commodities.
The best leaders are already employed, already valued, and already selective.
If your process feels rushed, impersonal, or purely compliance driven, strong candidates disengage quietly.
What works better
Recruitment that reflects the experience you want families and educators to have.
Warm. Respectful. Clear. Human.
That’s how trust is built, from the very first interaction.
Firefly HR: A different way forward
At Firefly HR, we don’t believe in fear based recruitment messaging. Our childcare recruitment strategy involves working closely with our clients to develop long-term goals – not short-term problem-fixing.
We believe in:
- Thoughtful, values led hiring.
- Leadership that supports quality outcomes for children.
- Processes that respect people and the profession.
Hiring a Centre Director is one of the most important decisions you’ll make. And you don’t have to do it alone.
If you’re thinking about your next leadership hire, or reflecting on a recent one, we’re always happy to have a grounded, honest conversation. Book Your No-Obligation, FREE Consultation Today!
Firefly HR works alongside Approved Providers across NSW, QLD, VIC, supporting leadership recruitment in ECE and OSHC with clarity, care, and sector expertise.
