- FAQS -

Frequently Asked Questions

Questions to Ask Nanny Agencies

The candidates find us through our website, referrals, job listings, and weekly emails sent out from our database. Our jobs are sponsored on all major job boards and are also listed on our own social media platforms.

We screen both their related experience and their complete employment history, education, certifications, skills, location, personality, longevity, and lifestyle.

Our phone screen and formal interview process helps us complete the candidate’s full file, which includes:

  • Updated Resume
  • Appropriate legal identification (driver’s license or federal identification, passport, green card, etc.)
  • Relevant certifications, ex: CPR/First Aid, COVID-19 Vaccination Record, Education
  • Photo
  • 3 to 5 professional references
  • We use a formal reference questionnaire during a direct phone call with each former employer or colleague to document their experience with the candidate in question-and-answer form. If any candidate provides us with letters of recommendation, we verify those as well.

It completely depends on the client. As part of our services, our qualified recruitment assistants are verifying and calling references for you. You may call the references yourself as well, it’s completely up to your discretion.

Yes, we work comprehensively with a full-service pre-employment screening company to ensure the most accurate, extensive, and up-to-date technology is used. Our background check will bring up all misdemeanor, felony, and federal crimes, as well as check all sex offender databases. We use the candidate’s name, date of birth, and social security numbers in all states they have lived and worked in, to get the most extensive possible results for you. We check all

associated addresses and conduct all appropriate driving record checks. We can also provide drug testing upon request, and we ask that it is requested for the hired candidate when you are starting your search.

Yes. We send them directly to you via email.

We run them when an offer letter has been signed by the candidate and client. The offer letter is contingent upon the results of the background check.

We want them as up-to-date as possible. Not every candidate we interview and reference is placed, and some are not placed immediately. Each completed background check is legally only good for 3 months before it would have to be run again.

This completely depends on how many states and counties that the hired candidate has lived in, and the reporting courts in those areas. Some state searches will take 48 hours or less. Each court operates differently, but most will report back within 3 to 4 days.

Not generally, no. Given the flexibility that most live-in domestic employees provide, they often charge a higher rate than a live-out nanny. They do not view this work as an exchange, this is their career.

Why not?

We do not place exchanges. Someone always feels like they are doing more. We place professional live-in’s. This means we are not placing people who need a place to live.

Most live-in candidates dedicate their lives to the family, give them more flexibility, work longer hours, and travel with the family. We fill your job description, and we are here to meet your needs. Some candidates stick to one role (ex: nanny, housekeeper, chef), and some will have a
more flexible role (ex: house managers, family assistants, butlers). When you are speaking with a representative of the agency about registering with us, make sure you are telling us your exact needs, as well as updating us with any changes to your family culture and search.

No, but many clients prefer to provide a car to:

  • Ensure safe transportation of their children or family members
  • Avoid liability
  • As a benefit and incentive for the position
  • The candidate can avoid wear and tear on their own vehicle
  • The candidate may need a larger vehicle in order to transport the client’s children or family members

Questions from Families to the Agency

There are many different factors to consider when paying your nanny. How much childcare experience does your nanny have? Is your nanny responsible for any household chores? Do you have more than one child? All of these things should be considered when determining what you are going to pay your nanny. Contact our agency for more precise numbers.

Most families will give their nanny two weeks vacation per year. Some families give one week after six months and one week after the first year. Discuss with your nanny whether or not they need to take their vacation at the dame time as your family vacation.

I recommend giving your nanny the same paid holidays as your company gives you. Whatever you may decide, make sure you communicate this information with your nanny.

I recommend giving your nanny sick days consistent with what your company gives you. Again, be sure to communicate this information with your nanny.

If your nanny’s schedule is until 6:00pm and you arrive at 6:30, your nanny should be compensated for the extra time. Some nannies would rather be paid for the extra time and some would have that extra time off another day.

The decision should be made between you and your nanny.

Paying your nanny to spend the night is a bit tricky. Some nannies want to get paid for each hour and some will give you an amount for that night. Remember, this amount is in addition to their regular daily pay. Make sure you and your nanny discuss this.

I recommend you pay your nanny her regular salary and an overnight amount. If your nanny is working harder on vacation, this should be taken into consideration. This is one of the biggest reason nannies don’t stay with a family.

Remember, this is YOUR vacation, not nanny’s. This is work for your nanny.

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