How we helped this Centre Drop Turnover by 42%
They stopped hiring on repeat. You can too.
When we first connected with this Sydney-based early learning centre, they were stuck in a frustrating cycle that many in the sector will recognise. Vacancies were filled quickly, only to become vacant again within months. Staff were disengaged, morale was low, and leadership felt like they were constantly playing catch-up. The team was passionate about delivering quality education, but they couldn’t build momentum with constant turnover dragging everything backwards.
It was clear they didn’t just need people in roles. They needed the right people, committed for the long term. That’s where Radical Recruitment came in.
Understanding the Real Problem
What we uncovered during our first conversation wasn’t surprising, but it was critical. Their recruitment process was purely reactive. As soon as someone left, the rush was on to fill the spot. Interviews were rushed. Job descriptions were vague. There was no real system to assess cultural alignment or long-term fit. Candidates were being hired based on availability, not values or shared purpose.
This wasn’t about laziness or neglect. It was about capacity. The centre’s leadership team was stretched, and they simply didn’t have the time or tools to recruit strategically. They knew what they wanted in their team, but not how to consistently find it.
Building a Smarter, Human-Focused Hiring Strategy
We began by reshaping the way they approached recruitment. The first step was clarity. We helped the centre refine each job description to reflect not just the tasks involved, but the expectations, values and culture the role supported. Together, we mapped out a hiring strategy that wasn’t just about filling seats, but about building a high-performing, values-aligned team.
We implemented a multi-stage vetting process for each candidate, including a detailed values interview, a cultural fit assessment, and behavioural-based questions that offered real insight into how the educator would handle challenges, conflict and communication.
This wasn’t about creating more work. It was about saving time and energy by doing it right the first time.
What Changed Inside the Centre?
Within a few months, the impact was clear. The centre had hired three new educators through Radical Recruitment. Each of them was selected not just for their qualifications, but for their alignment with the centre’s vision and approach to child-led learning.
Team culture began to shift. With fewer gaps in the roster, educators had more consistency in their day. There were fewer behavioural issues in the rooms, and communication among staff improved significantly. The leadership team reported feeling more confident in their decisions and no longer felt the urgency to compromise on quality.
Perhaps most importantly, families noticed. Parent feedback improved, and so did educator engagement. With stability in the team, children thrived. There was a renewed sense of calm and collaboration across the service.
The Results
A strong onboarding program is one of the most powerful tools in improving retention. When teachers feel prepared and supported from the beginning, they are more likely to stay. Schools should provide structured orientation programs that cover everything from policies and procedures to using technology in the classroom. Allowing time and support to set up classrooms properly can also ease the transition. Mentorship is particularly important for early-career teachers. Pairing them with experienced colleagues helps build confidence, encourages peer-to-peer learning, and fosters a sense of belonging. Regular check-ins from leadership and designated feedback sessions can help address issues before they escalate. Setting clear performance expectations is also vital. Teachers should understand what success looks like, how their progress will be assessed, and what kind of development support is available to help them grow. This clarity helps eliminate ambiguity and provides a roadmap for long-term success.
Why It Worked?
This wasn’t just a quick fix. It was a shift in mindset. The centre stopped rushing to fill roles and started investing in the process of finding the right people. They stopped treating recruitment as a transactional task and began to see it as a strategic lever for quality and growth.
At Radical Recruitment, we see this again and again. When centres slow down and commit to hiring with clarity and intention, they break free from the hiring-on-repeat cycle. They get time back. They get culture back. They get their momentum back.
Your Centre Can Do the Same
If you’re facing constant staff changes, burnout and frustration, you’re not alone. But there is another way. It starts with a conversation. It grows with strategy. And it leads to the kind of team that stays, supports and builds your centre’s future.
If you’re ready to stop hiring on repeat and start building a team that lasts, we’re here to help.