700+ Education & Training Jobs in Boston, MA

Observed government data for the Boston metro put the 2025 annual median for education, training, and library occupations at $78,500, with a mean of $85,360, a 25th percentile of $49,210, and a 75th percentile of $102,600. A current posting sample shows advertised salaried roles clustering around about $80k to $103k, while hourly roles center on about $21 to $26 / hour.

Full September 2026 market report

Advertised pay

Across the 515 openings that disclose pay, the advertised range midpoint runs $45,812 at the 25th percentile, $61,152 at the median and $95,416 at the 75th. These are advertised ranges, not earned pay.

Active openings as of October 17, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 250+ openings.

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What our analysts see this month

Competitive market | next 3-6 months

Boston is still a large, well-paying Education & Training market, but it is not an easy one to break into. Educational instruction and library occupations accounted for 6.7% of metro employment and about 180,160 workers in 2025, with a median annual wage of $78,500 and a mean wage of $85,360. Local demand has not disappeared—the metro's Education and Health Services supersector was up 0.7387% year-over-year in August 2026—but Massachusetts education & training postings were down 15.8% year-over-year in September 2026, so openings are narrower than the size of the local education ecosystem might suggest. In the last 90 days, the local sample still showed more than 1,300 postings across more than 300 companies, but about 90% were on-site and the mix tilted heavily toward entry and mid-level roles rather than senior openings.

Best positioned: The best odds right now are for candidates who can show recent student-facing or trainer-facing results, strong classroom management and curriculum skills, LMS fluency, and willingness to work on-site.

Main caution: Do not mistake Boston's brand-name school footprint for easy hiring: Boston Public Schools reported a 96% fill rate and more than 150 new teachers while also reassigning 512 teachers who lost positions, and statewide postings are down.

From the September 2026 market report

Who is hiring here

Counted across all 735 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Ymca Of Greater Boston, Inc.: 51 open roles
2. Boston Public Schools: 46 open roles
3. Cadence Education: 29 open roles
4. Bright Horizons Family Solutions, LLC.: 27 open roles
5. Boston University: 24 open roles
6. InstaSwim LLC: 23 open roles
7. Little Sprouts: 23 open roles
8. The Learning Experience: 20 open roles
9. Florida Gulf Coast University: 19 open roles
10. Greater Boston, Inc.: 14 open roles

Where the openings are

• Boston: 217
• Newton: 35
• Andover: 26
• Cambridge: 23
• Lexington: 21
• Lowell: 19
• Waltham: 18
• Framingham: 15

Work arrangement

on-site 668 (97%), hybrid 16 (2%), remote 8 (1%)

Where the demand is

Opportunity is concentrated in institution-heavy, on-site employers rather than remote-first teams. Over the last 90 days, the sample showed more than 1,300 postings across more than 300 companies, with industries led by education at about 55%, education administration programs at about 15%, non-profit organizations at about 10%, higher education at about 5%, and wellness and fitness services at about 5%. The employer base is fragmented, which helps resilience, but it also means no single application channel unlocks the whole market. In practice, that breaks into three main lanes. One is childcare and youth-serving organizations—such as KinderCare Learning Companies, Little Sprouts, Cadence Education, and YMCA of Greater Boston—which line up with early childhood, child development, classroom management, and first aid/CPR requirements. A second lane is public-school and school-partner roles, where demand exists but budget and reassignment issues can make hiring feel stop-start, as Boston Public Schools' fall staffing update showed. The third lane is higher education and specialist academic work at employers such as Harvard, Boston University, MIT, and Northeastern, where hiring exists but is more selective and often tied to narrower expertise such as multilingual education, special education, behavior analysis, program evaluation, or instructional technology.

• Childcare and early childhood (high): A visible share of named hiring comes from childcare chains and youth-serving nonprofits, and the skill mix heavily favors classroom management, child development, and first aid/CPR.
• K-12 district and school-partner roles (moderate): Public-school demand is real, but budgeting and reassignment matter; Boston Public Schools remained active while reporting a 96% fill rate and internal reshuffling.
• Higher education and faculty or specialist roles (moderate): Boston's university cluster creates openings, but they are more selective and often tied to narrow expertise such as multilingual education, special education, program evaluation, and behavior analysis.
• Instructional design and training-first roles (moderate): This lane is smaller than classroom hiring, but candidates with LMS, digital curriculum, and AI-assisted design skills can compete across colleges and employer training teams.

Where to focus: If you need the fastest path, focus on on-site child- and student-facing roles; if you can tolerate a longer search for better pay, focus on specialist higher-ed or instructional-design lanes.

Roles worth searching next

• Academic technology or LMS administrator: Local demand signals repeatedly mention Canvas, Blackboard, educational technology, and digital curriculum work, so teaching or training candidates with platform depth can move sideways into support and implementation roles.
• Nonprofit program coordinator: Non-profit organizations and education administration programs make up a meaningful slice of local hiring, so educators who can run programs, schedules, and community partnerships can widen their landing zone.
• Public health outreach educator or community engagement coordinator: Boston's BPHC-UMass Boston partnership highlights demand at the education-health boundary for facilitation, health education, and community engagement skills.
• People enablement or onboarding specialist: For corporate trainer backgrounds, the move into onboarding or enablement keeps the facilitation and curriculum side of the job while shifting the home department away from pure training.
• Knowledge base or learning content designer: Instructional design hiring managers are asking for AI-assisted design, prompting, and quality control, which also transfer to content operations and knowledge-management work.

What postings ask for

• Classroom management (table_stakes | immediate): It is the single most visible hard-skill signal in local postings, appearing in about 35% of the sample. Who: Entry-level educators, paraprofessionals, and anyone targeting student-facing roles.
• Curriculum development and implementation (differentiator | immediate): Local postings repeatedly call for curriculum development and curriculum implementation, and broader local skill signals also highlight digital curriculum delivery. Who: Mid-career educators, trainers, and career switchers building a learning-design portfolio.
• Student assessment and lesson planning (differentiator | immediate): Assessment and lesson planning show up directly in the local skills mix and help prove you can move from content knowledge to learner outcomes. Who: Teachers, instructors, tutors, and program educators.
• Canvas or Blackboard LMS fluency (differentiator | immediate): Local skill signals specifically call out LMS tools such as Canvas and Blackboard alongside instructional design and educational technology. Who: Instructional designers, higher-ed candidates, and corporate trainers.
• Early childhood education and child development (premium | immediate): These skills appear in the local postings mix and line up with several of the most active named employers in the market. Who: Candidates who want the broadest near-term entry path.
• First aid and CPR (table_stakes | immediate): They are the most commonly cited certifications in local postings, especially in student-facing and care-heavy settings. Who: Early-childhood, after-school, camp, youth fitness, and support-role candidates.

Questions about this market

What do Education & Training roles pay in Boston-Cambridge-Newton, MA-NH?

Observed government data for the Boston metro put the 2025 annual median for education, training, and library occupations at $78,500, with a mean of $85,360, a 25th percentile of $49,210, and a 75th percentile of $102,600. A current posting sample shows advertised salaried roles clustering around about $80k to $103k, while hourly roles center on about $21 to $26 / hour. This is solid nominal pay, but it needs to be read against Boston living costs: the local home price index was up 2.1% year-over-year as of July 2026.

Where is demand for Education & Training roles in Boston-Cambridge-Newton, MA-NH concentrated?

Opportunity is concentrated in institution-heavy, on-site employers rather than remote-first teams. Over the last 90 days, the sample showed more than 1,300 postings across more than 300 companies, with industries led by education at about 55%, education administration programs at about 15%, non-profit organizations at about 10%, higher education at about 5%, and wellness and fitness services at about 5%. The employer base is fragmented, which helps resilience, but it also means no single application channel unlocks the whole market. In practice, that breaks into three main lanes. One is childcare and youth-serving organizations—such as KinderCare Learning Companies, Little Sprouts, Cadence Education, and YMCA of Greater Boston—which line up with early childhood, child development, classroom management, and first aid/CPR requirements. A second lane is public-school and school-partner roles, where demand exists but budget and reassignment issues can make hiring feel stop-start, as Boston Public Schools' fall staffing update showed. The third lane is higher education and specialist academic work at employers such as Harvard, Boston University, MIT, and Northeastern, where hiring exists but is more selective and often tied to narrower expertise such as multilingual education, special education, behavior analysis, program evaluation, or instructional technology.

Which employers are hiring the most Education & Training talent in Boston-Cambridge-Newton, MA-NH?

Recent postings show the most activity from KinderCare Learning Companies (50 postings), Boston Public Schools (50 postings), Ymca Of Greater Boston, Inc. (40 postings), Kreyco Inc. (30 postings), Little Sprouts (30 postings). See the full market report for the complete employer landscape.

Can Education & Training roles in Boston-Cambridge-Newton, MA-NH be done remotely?

Of recent postings, 5% are remote and 5% hybrid, with 90% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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• Associate Director: 126 open roles statewide

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