Hiring on Your Own

Get Educated (Research)

• Budget: First, it’s important to know the market. We recommend perusing the pay rate listed on existing local jobs, from agency job boards, to Facebook groups, Indeed postings, etc. to get an idea of the average (and competitive) hourly rates. Please note that while you may see some lower paying listings, it does not mean that they are attracting quality nannies to apply, so be sure to get an idea of the average.
• Other cost considerations: You will also want to reach out to a household payroll company as well, so you can understand your tax obligations (by law, nannies can not be 1099 employees). If there is any driving on the job, don’t forget to factor in mileage costs (see the latest IRS rates) if they are using their own car. If your location is not where a high concentration of nannies typically live, you may want to also factor this into your rate. Lastly, if your schedule is atypical (e.g., not M-F 8a-5p or thereabouts), you also will need to increase your pay range to attract nanny candidates.
• Benefits: You’ll then want to understand what is typically offered in terms of industry-standard benefits. This can include vacation, sick time, holidays, guaranteed hours, travel pay (if they will be traveling with your family), etc.
• Duties: There are typical duties that are generally accepted for nanny positions, as well as responsibilities that quality nannies will not accept, so be sure to do your research on industry-standard expectations.

Create a Job Description

Build a basic job description that you can use for postings. This should include schedule, pay, benefits, location, experience required (number of years, age experience), any expertise required (e.g., Montessori background, Bilingual), qualities you are seeking, your family’s philosophies and/or values, an outline of the duties, and any pets in the home.

Advertise the Position

You can post in a number of places, from online job listings, to nanny-specific job listings, to Facebook groups, to your own social media pages, word of mouth, etc.

Screening

• Prescreen: Be prepared to sort through dozens (sometimes hundreds) of responses. In our experience, we only invite about 10% of applicants to interview with our team.
• Interviews: You’ll want to start with a phone call, and then move on to an in-person meeting. You can create interview questions yourself, or Google some, but it’s a good idea to have a standard set of questions that are specific to your position. Look for any red flags and any gaps in their experience.
• Reference Checks: Once you have completed an interview with a nanny who looks like they might be a great fit, you’ll want to gather their references, and make sure you align them with the dates on their resumes. When you contact the references, be sure to ask detailed questions using a reference form (you can create or find one online).
• Background Checks: You’ll want to run a background check before you invite them to care for your children. These vary widely, so do your research about the various offerings and what is important to your family. NOTE: Mom’s Best Friend does offer a la carte checks if you’d like us to handle this for you (email Kimberly for information).
• Other Checks: You’ll want to verify their eligibility to work in the U.S. (I9 form), and view their CPR / First Aid certifications, drivers license, and car insurance to make sure they are current. You can also double-check any other requirements such as vaccinations, education, etc.
• Trial Time: Schedule a working interview to see how the nanny interacts with your child(ren). A personality fit, communication skills, reliability, and how well they follow instructions are all important.

Formalize the Hire

You’ll want to create an employment agreement that spells out all of the details for the contract. This will include the parties involved, length of the term, schedule, compensation (include OT), PTO (vacation, sick, and holidays), how transportation will be compensated (family car, mileage), travel pay (if applicable), responsibilities, frequency of evaluation, termination policy, confidentiality, social media policy, and any other items specific to your position. You will also want to set up payroll for your nanny, as by law, nannies can’t be classified as 1099 employees or be paid in cash.

Odds and Ends

Some final warnings of what NOT to do are:

• Have unrealistic expectations
• Move too quickly (skipping steps)
• Ignore red flags

Why Families Often Prefer to Use Mom’s Best Friend

• Time Saved: What can take you 4–6 weeks+ can be done in a fraction of the time.
• Safer and More Reliable: We source and screen qualified candidates to present to you, saving you hours of vetting.We conduct deep background checks and driving checks, call references, verify employment eligibility, and make sure that all nannies are experienced, CPR/First Aid certified, and have all of the other qualities and credentials you are seeking. We also offer trial time to make sure you find the right fit.
• Built-in Support: We have a sitter team for back-up care, and if the hire doesn’t work out for any reason, we have a 4-month free replacement guarantee.
• Peace of Mind with Compliance: We walk you through employer responsibilities and industry standards, connect you with payroll partners, and draft an employment agreement with all of the necessary components.

If you are detail-oriented, have extra time, and are comfortable managing the entire process, hiring on your own is definitely an option. However, if you are seeking expert guidance, peace of mind, and a process that’s been refined over decades, working with Mom’s Best Friend as a trusted agency can make all the difference. Please reach out to us if you want to start a search or ask any questions.