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Hiring a nanny is a big decision, and as a parent you want to get it right. You’re searching for someone who will love and care for your children—and who is truly qualified and trustworthy. One of the first hurdles in a nanny search is evaluating their résumé. But how do you interpret a nanny’s résumé and read between the lines to spot the standout details or any red flags? In this post, we’ll walk through what a strong nanny résumé should include, what might be cause for concern, and how to follow up with smart questions and reference checks. With a mix of professional insight and parent-to-parent advice, this guide will help you confidently sift through nanny applications and find the best fit for your family.
Reviewing a nanny’s résumé carefully can reveal both the candidate’s strengths and potential red flags. Parents should know what to look for—and what to question—in each section of the résumé.
A great nanny résumé will give you a clear picture of the person’s childcare background and qualifications at a glance. Here are the key elements to look for:
Relevant Childcare Experience: Look for specific nanny or babysitting jobs listed with dates and details. A strong résumé will note how many years of experience they have and the ages of children they’ve cared for (infants, toddlers, school-age, etc.). Ideally, the experience matches your needs (for example, infant experience if you have a baby). Longer-term positions (e.g. 2+ years with one family) show commitment and reliability in a caregiver role.
Certifications and Training: Experienced, professional nannies often list certifications like Infant CPR and First Aid, newborn care specialist training, or even early childhood education coursework. These credentials demonstrate a commitment to safety and child development. If you see them, it’s a great sign that the nanny takes their role seriously. (And if you don’t, you might plan to ask if they are certified or willing to get certified.)
Detailed Job Duties and Accomplishments: The best résumés don’t just say “childcare duties” – they outline what the nanny actually did. Look for specifics like “managed daily routines and nap schedules,” “prepared healthy meals for children,” “planned educational games and crafts,” “helped with homework,” or “organized playdates and outings.” Concrete examples show that the nanny was actively engaged and adds structure to a child’s day. It also helps you understand the scope of their past roles (did they only watch the kids, or also handle cooking, driving, tutoring, etc.?).
Ages and Number of Children: Along with duties, a good résumé typically mentions how many kids the nanny cared for and their ages (e.g. “Nanny for 3 children, ages 2, 4, and 7”). This lets you gauge their comfort level with situations similar to yours (twins, multiple siblings, special needs, etc.). Experience with a range of ages can be a plus if you have more than one child or plan to in the future.
Longevity in Past Roles: Pay attention to how long the nanny stayed in each position. Consistently long durations (1 year, 3 years, etc. in each job) indicate stability and dedication. Someone who has grown with a family (for example, from newborn to toddler years) clearly values building a strong relationship. Longevity also means they likely left on good terms – families tend to keep great nannies as long as possible! By contrast, a pattern of very brief jobs might need a closer look (more on that below).
Professional Presentation: While not every great nanny is a great résumé writer, a well-organized résumé with proper grammar and clear formatting does show a level of professionalism. It should be easy to read and understand. Bonus points if they include a short summary or objective at the top highlighting their passion for childcare, and if they list any additional skills (like bilingual ability, special needs care experience, or a clean driving record). Some nannies also note that references are “available upon request” or even include written references or letters from past families, which can be reassuring.
In short, a strong nanny résumé will give you confidence about the candidate’s background. You should see solid experience with kids similar to yours, evidence of relevant skills and training, and stable job history. Next, let’s look at some red flags or caution signs that might appear in a nanny’s résumé.
Even the best-looking résumé can have subtle hints that warrant further questioning. As you review nanny applications, keep an eye out for these potential red flags:
Unexplained Gaps in Employment: Gaps in the timeline aren’t uncommon, but they should have a reasonable explanation. If a nanny’s résumé shows a long break (months or years) between jobs with no note (such as “Travelled abroad” or “Attending college”), make a note to ask about it. It could be something harmless, but unexplained gaps might indicate periods of unemployment they’d rather not discuss. A trustworthy candidate will be happy to explain a gap (maybe they took time off for family, school, or had a position that isn’t on the résumé).
Overlapping Dates or Inconsistent Timeline: As you check the dates for each job, do they make chronological sense? If two jobs seem to overlap (e.g., both listed as 2019–2020) or the sequence is confusing, it might be a typo – or it could be a sign of something fishy like embellishment. Clear, month-by-month dates (e.g., May 2018 – June 2020) help you verify exactly how long they were with each family. Inconsistencies in dates could be a mistake, but they are worth verifying during an interview or reference call to ensure the candidate isn’t stretching the truth on how long they worked.
Multiple Very Short Jobs: A résumé that shows many jobs only lasting a few weeks or months each is a potential red flag. High turnover can suggest that the nanny had trouble staying in a position – perhaps due to performance issues or poor fit. Of course, there are valid reasons for short jobs (a summer-only nanny position, a family moved away, a temporary contract). But if you see a pattern of quick departures without explanation, approach with caution. You’ll want to ask why each short job ended. If the answers are vague or blame all the families, consider that a warning sign. Generally, a history of longer-term jobs is a better indicator of a dependable nanny.
Vague or Generic Job Descriptions: Be cautious if the résumé uses very generic language for every job, such as just “Responsible for childcare” or “Cared for children and kept them safe,” with no details. While any nanny’s primary duty is caring for children, an overly generic description can sometimes be a way to hide a lack of deeper involvement or experience. It might make you wonder: what did a typical day actually look like for this nanny? If you only see phrases like “cared for children” repeatedly, it could mean the candidate didn’t do much beyond basic supervision, or simply that they didn’t know how to articulate their contributions. Either way, you’ll need to ask for more specifics. Strong candidates usually provide at least a few specifics in writing; a lack of detail might be a sign of minimal experience or even embellishment.
Overuse of “Private Family” as Employer Name: It’s quite common for career nannies to list their past employers as “Private Family” (often with a city or location) instead of the family’s name, for privacy reasons. One or two entries like this, especially if the families are high-profile, is normal. However, if every job on the résumé is listed as “Private Family” with no other identifying details (no location, no timeframe of employment, no description of the children), it can be hard for you to verify those jobs. Use of “Private Family” is not automatically bad – agencies even recommend it when confidentiality is important. But excessive vagueness is a problem. If the nanny says they can’t talk about any of their past jobs due to NDAs or privacy, that may be a red flag. A genuine candidate should still be able to describe their duties and provide references for those private families (at least confidentially). So, if you see only “Private Family” everywhere, plan to ask follow-up questions about those roles and ensure the candidate can connect you with former employers in some way. It’s about striking a balance between respecting privacy and providing you, the potential new employer, enough info to trust their experience.
Missing or Outdated Certifications: This is a softer red flag, but worth noting. If a résumé claims many years of childcare work yet mentions no CPR/First Aid certification, it’s a point to clarify. Most families expect nannies to be CPR certified (or willing to become so). Also, if certifications are listed, check that they’re current (certifications typically expire after 1-2 years). You might ask in the interview if their certification is up to date. An enthusiastic, safety-minded nanny will either have a current certification or be open to renewing it. If they dodge the topic, that could be concerning.
Poor Formatting or Typos (with no language excuse): Everyone can make a typo, and many wonderful nannies are not native English speakers, so use judgement here. However, a very sloppy résumé (lots of mistakes, hard to follow) could indicate a lack of professionalism or attention to detail. Since a nanny will be communicating with you daily and maybe helping with your child’s homework or schedule, good communication skills matter. Don’t dismiss a candidate solely for a typo or two, but if the résumé is completely unpolished and the content is thin, you may have reason to doubt their seriousness about the job. (If English isn’t their first language, weigh this factor accordingly and perhaps focus more on speaking with them directly to gauge communication skills.)
In summary, trust your instincts when scanning a résumé. If anything in the nanny’s work history looks odd or raises questions, flag it and prepare to address it. Next, we’ll discuss what to do when you see these gaps or vague descriptions – how to get the real story behind the résumé.
Sometimes a nanny’s résumé will list very generic duties – for example, “cared for two children” or “responsible for all childcare needs.” While this isn’t inherently bad, it doesn’t tell you much. Such generic descriptions may hide a lack of meaningful involvement or structure. It’s possible the nanny truly just kept an eye on the kids without engaging in additional activities or learning opportunities. As a parent, you likely want more than a passive sitter; you want someone who will actively contribute to your child’s day.
If you come across a résumé that lacks detail, plan to dig deeper in conversation. You can say, “I see you wrote ‘cared for children’ – can you walk me through what a typical day looked like in that job?” A good nanny will then eagerly fill in the blanks (e.g. “Each morning I prepared their breakfast, then we did story time and a trip to the park…”). If they struggle to give specifics, that’s a clue that their involvement might have been minimal. Bottom line: Don’t reject a candidate just because their résumé is sparse, but do use the interview to press for details. The way they respond will tell you a lot about their actual experience and initiative.
A nanny’s résumé is essentially their version of their work history. It’s important to verify those details before you make a hiring decision. Here’s how you can confirm that what you see on paper checks out in real life:
Request References from Past Families: One of the most reliable ways to verify a nanny’s experience is to talk to people who’ve employed them before. Ideally, ask for references from each of the significant nanny jobs listed. During the hiring process, don’t hesitate to say, “I’d like to speak with the families you worked for in your last couple of positions.” A trustworthy nanny should be able to provide multiple references (and if they have an extensive work history, you may not call all, but the offer should be there). When you get on the phone with a reference, you can then cross-check details from the résumé: confirm the dates they worked, the ages of the kids, and the duties they performed. If the résumé says they managed potty training and the reference pauses and says “Hmm, actually we handled that ourselves,” that discrepancy is important to note.
Verify Employment Dates and Lengths: As part of reference checks, specifically ask, “What were the start and end dates when Jane was your nanny?” This ensures the duration matches what the candidate listed. Honest nannies will have matching dates, whereas someone who stretched the truth on their résumé might be tripped up by a reference’s account. Even a slight exaggeration (claiming a year when it was really 8 months) should be clarified. You want to be confident that the nanny has the experience they claim to have.
Confirm Duties and Responsibilities: Similarly, ask past employers about what the nanny did day-to-day. Did they only watch the kids, or also cook meals, drive to activities, handle bedtime routine, etc.? Compare that to the bullet points on the résumé. This helps you see if the candidate might have embellished their role on paper. For instance, if the résumé lists lots of cooking and curriculum planning, but the reference says the nanny mainly supervised play and the parents did the rest, that’s a red flag. The reference’s description should align reasonably well with the candidate’s description of the job.
Ask for Proof of Certifications or Training: If a résumé mentions CPR/First Aid certification (or any specialized training), it’s perfectly fine to ask to see a copy of the certification card or document during the interview process. You can also verify certification online if you have the ID number and issuing organization, but simply seeing that they have the card and that it’s current (check the expiration date) can be enough peace of mind. For any listed education like a college degree or early childhood courses, you likely won’t need transcripts for a nanny position, but you can ask them to talk about their coursework or what they learned, just to gauge authenticity.
Conduct a Background Check: A background check goes beyond the résumé, but it’s a critical verification step. Services are available to run criminal background checks, driving record checks, and even verify Social Security number and identity. In California, for example, you can use TrustLine (a registry of vetted childcare providers). Many agencies handle this for you, but if you’re hiring privately, factor this step in. A clean resume is great, but a clean background is non-negotiable for anyone who will be alone with your kids.
Look for Online Footprints (with Caution): In some cases, you might find additional info online. For example, the nanny might have a profile on a caregiver site or LinkedIn that mirrors their résumé. Or you might find a personal blog or social media. While a basic online search can sometimes provide extra verification (or reveal inconsistencies), use any information found online judiciously and ethically. It can, however, be useful to confirm things like if they said they worked at a daycare center, you might find that center’s staff page or an old job listing that corroborates it.
Trust but Verify “Private Family” Jobs: If the résumé had those “Private Family – City” entries, references might not be listed publicly. In that case, ask the candidate if they could arrange a reference call with those families. Often, high-profile families will still provide a reference if the nanny asks and if it’s done discreetly. If a candidate cannot produce any reference for a long-term private family job, you have to weigh that carefully. They might be bound by a strict nondisclosure agreement, but usually there’s a way to at least confirm employment (even if the reference only verifies dates and titles without disclosing identity). Some families provide a written reference letter instead for privacy. Be sure to get something that vouches for those mysterious entries.
Examine Any Letters of Recommendation: Nannies will sometimes include or offer written recommendation letters from past families. These can be very insightful, as parents often mention the nanny’s strengths and how they benefited their family. Read those letters closely if provided. They can confirm timeline and duties, and also give you a sense of the nanny’s personality and impact on the children. Just ensure the letters seem genuine (on letterhead or signed, if possible). If anything seems off, a quick call to the signer (even just to say thank you for the letter and ask one question) can verify authenticity.
In short, don’t accept everything on a résumé at face value – verify it. Good nannies won’t be offended by this; they know it’s part of a thorough vetting process. By confirming past employment and qualifications, you’re protecting your children and finding a caregiver who truly fits their needs.
Once you’ve screened résumés and narrowed down your candidates, the next step is using that information during interviews and reference calls. Here are some tips on following up on résumé details to ensure you get the full picture of your potential nanny:
Use the Résumé as an Interview Roadmap: Go through the nanny’s résumé and jot down questions for each item. Treat the interview like a friendly conversation where you’re curious about their experiences. For example, if their résumé says they “planned daily learning activities,” ask specific questions: “Can you give me an example of a learning activity or a game you did with the kids in your last job?” If they mentioned a duty like managing nap times or potty training, ask how they approached those tasks. Open-ended questions encourage the candidate to provide detail and also let their passion shine through. The way they describe past routines or challenges can show you how engaged and knowledgeable they are.
Ask About Short Stints or Gaps Directly: Don’t be shy about addressing any short jobs or gaps you spotted. You can ask in a non-accusatory way, like, “I noticed the job in 2021 only lasted three months. Was that a summer position or what led to that short duration?” A good candidate will answer honestly – maybe the family’s situation changed, or it was always meant to be temporary. Similarly, for a gap: “I see there’s a break in your childcare work between 2019 and 2020. What were you up to during that time?” Their answer will tell you if it was something like personal/family needs, a different job, travel, or if they hesitate and struggle to answer (which could be a red flag). Speaking to all past employers is key – and asking about gaps – according to expert hiring advice, so don’t skip these questions.
Clarify What “Private Family” Entailed: If the résumé had those private family listings, use the interview to get more color on those roles. For example: “For the private family you worked with in Beverly Hills, can you describe the children’s ages and your typical day with them?” You’re respecting privacy while still learning about their experience. You can also ask if they’re bound by any confidentiality (so you know how far you can dig). Most nannies will understand your need to know what they did, even if they can’t name names. They might say, “Yes, I worked with a high-profile family, two kids ages 4 and 7, and my day looked like XYZ.” If they completely shut down and refuse to discuss anything about a past job, that’s a concern. Usually they should at least describe the duties and skills used.
Scenario Questions to Gauge Depth: Résumé claims are best tested with scenario-based questions. If a nanny says “experience with toddler tantrums” on paper, in the interview you might ask: “How do you typically handle a temper tantrum in public?” or “What’s your approach to discipline or setting boundaries for a two-year-old?” Their answers will reveal if their philosophy aligns with yours and if they have practical techniques to back up their stated experience. Another example: if they mention “tutoring school-age children,” you could ask, “How would you help a 7-year-old with homework they find difficult?” These kinds of questions help verify that their experience is not just in writing but translates to real strategies and understanding.
Take Notes and Observe Communication Skills: During the interview, it’s okay to have their résumé in front of you with notes. Observe how the nanny communicates – do they listen well, do they answer the questions thoroughly? Since you likely expect clear communication when they’re on the job (with both you and your kids), the interview is a test-run for that. If the résumé was written in perfect English but in person the nanny struggles to communicate (or vice versa), factor that in with fairness (considering if English is their second language, etc.). Remember, approachability and professionalism should come through in how they speak as well as on their résumé. You want someone who is warm with your child but also someone you can easily discuss schedules or issues with.
Don’t hesitate to ask detailed questions during the nanny’s interview. Go through their résumé together and have them elaborate on each role. A genuine, experienced nanny will be able to share stories and specifics that back up what’s written on paper.
Verify Key Points Again in Reference Calls: When you talk to references, have the résumé handy. Ask questions that let the reference speak freely, but also cover specifics you want confirmed. For instance: “What were some of the key responsibilities Mary handled for your family?” and “Can you describe what a typical day looked like with Mary as your nanny?” Compare their answers to what Mary told you and what’s on her résumé. Consistency is a great sign – it means the nanny has been truthful and her account matches the employer’s. If there’s a mismatch (the reference describes duties or time frames differently), politely probe for more information. It could be a misunderstanding, or it could be that the nanny overstated something. Also, be sure to ask references questions like “What strengths did you observe in her childcare? Any areas for improvement?” and importantly, “Would you hire her again if you had the chance?” A pause or hesitation on that last question can speak volumes. Glowing references who enthusiastically recommend the nanny are the best reassurance.
Follow Up on Any Red Flag You Noted: If you had any lingering concerns from the résumé, make sure they’re addressed either in the interview or when checking references. For example, if the résumé looked too good to be true (loaded with every possible skill), you might ask a reference, “The résumé mentions she taught your toddler some sign language – did you find that helpful?” This not only verifies the claim but gives the reference a chance to elaborate (or say “Huh, I don’t recall that,” which is telling). By the end of your hiring process, you want every question mark turned into a clear answer or explanation.
Trust Your Gut in the End: Finally, after all the résumé scrutiny, interviews, and calls, trust your parental instincts. Sometimes a résumé can check out perfectly, but your gut feeling says “not the right fit.” Other times, a résumé might have had a quirk or two, but the person behind it wins you over with their sincerity and love for children. Use the information gathered as your guide, but let your comfort level with the person be the deciding factor. You need to feel good about who you are entrusting your children with each day.
Assessing a nanny’s résumé is an important step in a successful nanny search. By knowing what a strong résumé should include and what red flags to watch for, you can quickly narrow down your candidates to those most likely to be a great fit. Remember to read beyond the bullet points: a résumé gives you a snapshot, but through thoughtful interview questions and thorough reference checks you can verify that picture and fill in the details.
Ultimately, the goal is to find a caring, capable nanny who aligns with your family’s needs and values. A little detective work up front – spotting overly vague job descriptions, asking about short job stints, confirming that CPR certification – will pay off by giving you peace of mind. You’ll know that the wonderful person you hire is exactly who they presented themselves to be.
As you review résumés, keep this guide handy and trust yourself. You’ve got the tools to interpret those résumés like a pro. With each step, you’re closer to finding that gem of a caregiver who will not only look great on paper but will also make a positive difference in your children’s lives. Happy nanny hunting, and good luck in your search!
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