Vhire is an Australian AI-powered childcare recruitment platform. We place qualified early childhood educators in permanent, full-time roles across regional NSW, VIC, QLD, SA, WA and NT.

Which regions does Vhire recruit in?

Vhire operates across all Australian states with a focus on regional areas including regional NSW, Victoria, Queensland, South Australia, Western Australia and the Northern Territory.

Does Vhire help with childcare recruitment?

Yes. Vhire specialises in childcare recruitment across regional Australia, placing Certificate III educators, Diploma educators, Early Childhood Teachers, Room Leaders and Centre Directors in permanent, full-time roles.

How does Vhire's AI-powered recruitment work?

Vhire uses AI-powered screening to match employer vacancy requirements against a national and international candidate database, delivering pre-screened, interview-ready candidates faster than traditional job advertising.

What is the DAMA visa program for regional employers?

The Designated Area Migration Agreement allows regional Australian employers to sponsor overseas workers with concessions not available through standard visa pathways. Vhire refers eligible employers to trusted registered migration agent partners. Vhire is not a migration agent.

How do I post a childcare vacancy with Vhire?

Brief us on a role at vhire.com.au/employers or email info@vhire.com.au. We'll be in touch to talk through your role.

What does the Worker Retention Payment mean for childcare recruitment?

The Worker Retention Payment adds 10% above award rates for eligible childcare educators from December 2024, rising to 15% from December 2025. Regional centres can now compete with metro on pay. Vhire briefs every candidate on the WRP as standard.

What childcare qualifications does Vhire screen for?

Vhire screens for Certificate III in Early Childhood Education and Care (CHC30121), Diploma of Early Childhood Education and Care (CHC50121), Bachelor of Early Childhood Education and ACECQA-assessed equivalent international qualifications.

What is Vhire's placement guarantee?

Vhire conducts post-placement check-ins at day 7, day 30 and day 90. If a placed educator leaves within the guarantee period, Vhire initiates a replacement search at no additional placement fee.

How Vhire Finds Educators Willing to Relocate to Regional Centres

Mar 9

3 min read

Updated: Oct 16

Many regional childcare centres cannot fill every role from their own town. When the local pool is small, the next best option is an educator who is genuinely willing to move. The challenge is telling the difference between someone who is curious about regional life and someone who is ready to commit to it. Vhire, which works only in early childhood education and care, focuses on exactly that: putting forward only educators who are genuinely willing to live and work in your centre's town.

Why Relocation Matters for Regional Childcare Centres

Regional centres often struggle more than metro services to attract qualified staff. Even with fair pay and a strong team, there may simply be too few Diploma educators or Early Childhood Teachers living nearby. Educators willing to relocate widen the pool, but only if they are committed to the move and ready to settle into the community.

Here is why a careful approach to relocation matters:

Stability: An educator who genuinely wants to live in your town is more likely to stay.
Ratios: A committed hire helps keep rooms staffed in line with NQF ratio requirements.
Access to qualified educators: Looking beyond your town opens the door to educators you would not reach through local ads.
Better fit: Candidates who understand what regional life involves are better placed to settle in.
Team wellbeing: Fewer gaps mean less pressure on your existing educators.

With the right approach, relocation can be a reliable way to strengthen a regional team.

Eye-level view of a recruiter reviewing candidate profiles on a laptop — Recruiter reviewing candidate profiles

What Makes an Educator Ready to Relocate?

Willingness to relocate is more than ticking a box on an application. When Vhire talks with candidates, the aim is to understand whether a move to your town genuinely suits them. Things worth exploring include:

Why they want to move to a regional town
Whether they have visited or know the area
What they need to settle in, such as housing or a community connection
How the role fits their career goals and qualification
Whether family or partner plans support the move

Exploring these questions helps separate genuine interest from passing curiosity. Vhire only puts forward educators who are genuinely willing to live and work in your town, so every candidate on your shortlist has already thought about the move.

How Vhire Finds Educators Willing to Relocate

Vhire searches its own network of early childhood educators and the major job boards, using AI-powered screening and matching to find candidates whose qualifications, experience and location preferences suit your role. Every candidate is interviewed, and qualifications, Working With Children Check, National Police Check and First Aid are checked.

Here is how the process supports relocation hires:

Interviews that explore the move: Every interview includes a conversation about the candidate's commitment to living in your town.
A clear shortlist: You receive 3–5 candidates, each with a profile summary, interview scorecard and check status.
Reference checks: Vhire completes two reference checks on your preferred candidate.
Check-ins after the move: Vhire checks in at day 7, day 30 and day 90, which is especially valuable while a new educator settles into a new town.

Using Vhire means working with a team that understands both early childhood education and the realities of moving to a regional community.

High angle view of a team meeting in a modern office discussing recruitment strategies — Team meeting discussing recruitment strategies

Practical Tips for Supporting an Educator Who Relocates

Your centre plays a big part in whether a relocation succeeds. Here are some practical tips:

Be honest about your town: Share what local life is really like, including housing, services and community activities.
Offer relocation help where you can: Support with moving or finding somewhere to live can make a real difference.
Use video interviews: Video calls let you meet candidates from further away before inviting them to visit.
Plan a warm welcome: Introduce new educators to your team, families and local community groups.
Offer mentoring and career pathways: Mentoring, study support, predictable rosters and clear pathways help new educators settle in and see a future at your centre.

By following these steps, you give a relocating educator the best chance of settling in and staying.

A Lower-Risk Way to Hire from Further Afield

Hiring someone who is moving to your town can feel like a bigger decision than hiring locally. Vhire's terms are designed to reduce that risk. You only pay when you hire, with no upfront fee, and the invoice is issued on the educator's start date with 14 days to pay.

If an eligible placement ends within three months, Vhire provides a replacement in line with its placement terms. Vhire places permanent, full-time roles only, and the service is free for educators.

Some centres also consider qualified educators from overseas. Vhire is not a migration agent and does not give visa or immigration advice, but it can connect centres with registered migration agent partners for sponsorship and visa processes.

To brief a role, visit https://www.vhire.com.au/employers or email info@vhire.com.au. Educators interested in moving to a regional centre can learn more at https://www.vhire.com.au/jobseekers.