Best Childcare Job Boards for Employers (2026): Where Daycares and Preschools Should Post

Ranked for a childcare center or preschool posting teacher, assistant, director and support roles — best fit first:

1. ChildcareHires — a job board built only for early-education jobs. A Standard post is $199 and a Featured post $399 at launch pricing, each live for 30 days as a one-time payment, and candidates apply on your own page or inbox.
2. Indeed — the general job site. Many jobs post free subject to Indeed's limits, Sponsored Jobs run on a budget you set with no fixed list price, and a $75 credit covers a first sponsored job for new US accounts.
3. NAEYC Early Childhood Career Center — a 30-day post is $195 for NAEYC members and $220 for non-members, with resume search included.
4. Child Care Aware of America Child Care Career Center — from $199 per 30-day post, free basic listings for CCAoA members, and Job Flash packages that email your job to child care professionals.
5. LinkedIn — one free job post at a time, live up to 14 days; promoted posts are pay-per-click for clicks in the job's country.
6. EarlyDay — a career marketplace for early childhood educators where centers receive applications from a pool it describes as pre-screened (self-reported). No published price.
7. Monster + CareerBuilder — pay-as-you-go promoted posts from $8 a day that run on both sites, ended any time.
8. Care.com — one business listing that combines a family-facing center profile with staff job posts. No published price.
9. State and local job banks — free: Delaware's licensing office lists openings for licensed facilities as a courtesy, and New York City's Early Childhood Career Center posts at no cost.
10. Wonderschool SubPool — post half- or full-day substitute jobs and alerts go to available subs in a radius; Wonderschool handles the subs' recruiting and training. No published price.
11. SitterTree — post for a provider, substitute or direct hire and invite up to 5 candidates per job.
12. ChildCare Careers — a staffing firm rather than a board: it supplies pre-screened teachers, assistant teachers and site directors, with on-demand substitutes.

The order is a judgment about fit for a childcare employer, not a measure of size: we counted no applicants, traffic or job volume for anyone.

Four things decided the ranking: who the audience is (early-education job seekers or the general public), what the site publishes as a price, what you commit to (a one-time payment, a budget you control, or a package of posts), and how much screening falls on you once applications arrive.

Every price and term in this comparison was read on the company's own website in October 2026.

Where a company publishes no price on the pages we read, the table says Not published — that is what those sites showed, not a figure we missed.

Prices change, so confirm on the site before you buy.

Indeed puts your opening in front of a general audience of job seekers.

Many jobs can be posted free, subject to Indeed's terms, quality standards and usage limits — and some jobs are sponsored only, which Indeed makes clear in the product.

When you do sponsor, there is no list price to compare: the Standard price is generated by Indeed's recommendation system, the minimum for a given job appears on the sponsorship page, and you set your own amount as long as it meets that minimum.

A new US account posting its first job can start with a $75 sponsor credit.

Indeed is the better pick when volume matters and you have someone with time to screen.

LinkedIn works the other way round: one job can post free — live up to 14 days, then paused, and closed after 30 days if never promoted — while promoted posts are pay-per-click, charged only for clicks in the country the job is posted in.

That shape suits a single director or administrative hire more than filling three assistant lines at once.

Monster and CareerBuilder now run as one: Monster's pricing page says the two have joined forces, and a promoted posting appears on both.

The pay-as-you-go plan starts at $8 a day, averaged over a 30-day run; you pay only when candidates click the posting, and you can end a promotion at any time.

Two sites on one budget is the reason to pick it over a single general board.

ChildcareHires, which publishes this page, is a job board that carries early-education jobs only: lead and assistant teachers across infant, toddler, preschool and pre-K rooms, floaters and aides, Head Start and school-age staff, directors, cooks, drivers and front-office staff.

A Standard post costs $199 and a Featured post $399 at launch pricing; each runs 30 days as a one-time payment with nothing to sign, and the post goes live the moment payment clears.

Candidates apply on your center's own application page or inbox — the board holds no candidate profiles or résumé database, and it does not screen candidates.

It is a new board that publishes no candidate, applicant or traffic numbers, so treat it as a focused, fixed-cost channel rather than a proven volume source.

The NAEYC Early Childhood Career Center points your posting at an early-childhood audience: an employer account posts jobs, reviews and organizes incoming applications, and searches a resume database filtered by key criteria.

A single 30-day posting is $195 for NAEYC members and $220 for non-members, every package includes resume search access, packages can be used within 1 year, and bulk packages cost less per posting — useful for a multi-classroom program hiring several roles at once.

The Child Care Aware of America Child Care Career Center has a member door: CCAoA members post basic 30-day listings free, non-members start at $199 for 30 days, and both can upgrade.

The Job Flash packages add an email send to qualified child care professionals — $299 posts and emails, $399 keeps the job high in search results and highlighted, and $599 adds a TalentBoost distribution to a network of 1,000+ sites.

A single resume purchase is $35.

If your program is already a CCAoA member, the free basic listing makes this a natural first stop.

EarlyDay is a career marketplace for early childhood educators whose site carries a Wonderschool, Inc. copyright: centers post openings and receive applications from a pool the company describes as qualified and pre-screened, and can search candidates — both claims are EarlyDay's own, so read them as self-reported.

No price is published on EarlyDay's homepage, and Wonderschool's teacher-recruitment page publishes none either; the latter says it recruits teachers at rates that work for the child care program.

Expect a conversation rather than a checkout page.

Wonderschool SubPool is built for the coverage problem, not the permanent hire: a program posts a half- or full-day substitute job, an alert goes to available subs within a geographic radius who are a good match, and the provider reviews the sub, decides whether to hire, approves the recorded hours and pays the sub directly.

Wonderschool says it recruits, screens, qualifies and trains the substitutes, with onboarding aimed at meeting state requirements.

The page publishes no price.

SitterTree works in the same direction — applicants come to the posting.

A group (a center) posts a job as a child care provider, a substitute or a direct hire (a full-time or part-time staff member), puts the hourly rate and schedule in the details, and can invite up to 5 candidates to apply per job; in California, SitterTree notes, providers set their own hourly rates.

The help page for groups does not state a cost.

ChildCare Careers is not a job board — it is a staffing firm.

It provides qualified, pre-screened teachers, assistant teachers and site directors to centers, preschools and before/after-school programs, with substitutes available on demand, even same day, for short-term assignments, long-term assignments or permanent placements.

A firm fits when a room must be covered now and you have no pipeline; you are buying placed staff rather than a posting.

State and local job banks cost nothing but a few minutes.

Delaware's Office of Child Care Licensing posts openings as a courtesy to licensed child care facilities — it notes it does not endorse the organizations, and the list covers openings posted within the last 4 weeks, with position, full- or part-time status, salary and contact details.

New York City's Early Childhood Career Center lets employers create an account and post openings at no cost, and runs an Early Childhood Education Employment Network that connects employers and job seekers through advisors.

Those are two examples, not a national system: ask your state's child care licensing agency or your local child care resource and referral agency whether it runs one.

Start with the role, not the site.

A permanent classroom or director opening suits a flat per-post price on a board where early-education job seekers look — ChildcareHires, the NAEYC career center or the Child Care Aware career center.

Substitute coverage gaps belong in a substitute pool (Wonderschool SubPool, SitterTree), or with a staffing firm such as ChildCare Careers if the gaps are constant.

A general board — Indeed, LinkedIn, Monster — buys volume when you have the time to screen, and the free state and city banks are worth using regardless, because they cost nothing.

Then match the price to the way you hire.

One opening a quarter points to a one-time post.

Constant churn across rooms points to a plan or a package rather than repeated single posts.

And where a board publishes no fixed price, set a small budget for the first posting, read the minimums it shows you, and judge from what it actually costs you.

For the full process — what to write, where the free listings are, and how the pieces fit together — see where to post childcare jobs.

ChildcareHires' own prices and terms are on the fact sheet and the pricing page.