Frequently Asked Questions

Where do I begin?

Begin with the job, not the candidate. Write a one-page description of the schedule, duties, qualifications, and pay range before you talk to anyone — it is the difference between interviewing and wandering. Our step-by-step family guide walks the whole process from job description to first day, and defining your family's needs helps if you are not yet sure what kind of care fits your household.

What does proper screening look like?

The screening process reputable agencies have used for decades is the same one families hiring on their own should follow:

• An in-depth, structured interview (phone screen first, then in person)
• Academic, childcare, and character references — actually called and verified
• A criminal background check through a reputable consumer reporting agency, with the candidate's written consent
• A motor vehicle (DMV) report if the caregiver will drive children
• Employment history verification
• Current CPR and First Aid certification — see the American Red Cross course finder
• A paid trial day before the final offer

Our interviewing and evaluating guide covers each step in detail.

What is the average wage of a nanny?

Nanny wages vary widely by region, experience, number of children, and duties. As a rule of thumb, expect to pay at or well above your local market rate for experienced childcare — in most U.S. metro areas that means a meaningful premium over minimum wage, with experienced career nannies in major cities earning substantially more. Twenty years ago the going rate was $300–$600 per week; today's rates are several times that in most markets. Three principles have never changed:

• Pay should be commensurate with the nanny's education and professional experience.
• The job description drives the price — more children, more hours, more duties, more pay.
• The better the package, the better your chance of hiring — and keeping — a quality nanny.

Remember that nannies are employees entitled to minimum wage and overtime under federal law; the Department of Labor summarizes the rules at dol.gov.

What benefits are generally offered to a nanny?

Benefits are not mandated in most circumstances — but as in any employment relationship, retention is far higher when a fair package is offered. Consider what you would expect from your own employer: paid federal holidays, one to two weeks of paid vacation (often split between dates the family chooses and dates the nanny chooses), paid sick days, and overtime pay for hours beyond the agreed schedule. Some families add health-insurance stipends, transportation allowances, or an annual education budget. Every benefit you offer belongs in the written work agreement.

What does becoming a household employer involve?

Hiring a nanny generally makes you a household employer: you will obtain a federal Employer Identification Number, register with your state, withhold and pay Social Security and Medicare taxes, and file a Schedule H with your federal return. It sounds heavier than it is — payroll services handle it for a modest monthly fee. The authoritative reference is IRS Publication 926, the Household Employer's Tax Guide, and our Pay & Tax FAQ translates it into plain English. One caution that has appeared on this page for twenty years: this site is not a tax adviser, and general information should never replace a tax professional.

Should I use an agency or hire on my own?

An agency sells you recruiting, pre-screening, and a replacement guarantee; hiring on your own saves the fee but moves all of that work to you. Neither answer is wrong. If you are short on time, an agency shortlist is often worth the money. If you have the weeks to run a careful process yourself, this site gives you the same playbook agencies use. Either way, read how nanny agencies work first so you can evaluate any agency like a professional.

Live-in or live-out — which is better?

It depends entirely on your space, schedule, and family culture. Live-in arrangements trade a private room and board for schedule flexibility and (often) somewhat lower cash wages; live-out arrangements preserve everyone's privacy and suit standard working hours. The full comparison is in our live-in vs. live-out guide, with the practical details in the live-in FAQ.

What is the difference between a nanny and an au pair?

An au pair is a young adult from abroad on a J-1 cultural-exchange visa who lives with your family, provides up to 45 hours of childcare a week under federal program rules, and stays for one to two years. A nanny is a professional employee with no visa-program limits on duties, hours (beyond labor law), or tenure. The U.S. Department of State explains the program on its official au pair page. Families wanting an experienced, long-term professional usually choose a nanny; families wanting cultural exchange at a regulated cost often consider an au pair.

How long does hiring take?

Budget four to eight weeks from job description to first day. Word-of-mouth candidates and agency shortlists shorten the search; high-demand seasons (late summer, post-holidays) lengthen it. The worst time to start looking is the week you need care.

What should be in the work agreement?

Schedule, pay and overtime, duties, paid time off, sick days, house rules, confidentiality, review dates, and how either party ends the arrangement. Our work agreement guide covers every clause with sample language — it is the single most-recommended page on this site.