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When you’re hiring someone to care for your children, trust and safety are paramount. Even if a nanny candidate seems fantastic in interviews and trials, don’t skip the background check or reference calls. Doing your homework can protect your family and give you peace of mind. In this post, we’ll guide you through how to run a nanny background check (especially relevant for California and Los Angeles parents) and how to effectively verify nanny references. We’ll also mention some useful resources and tools to make these tasks easier.
A nanny background check is a comprehensive look into a candidate’s history – often covering criminal records, driving records, past employment verification, and more. This process is vital for ensuring the person you invite into your home has a clean and trustworthy track record. Think of it as an investment in your child’s safety: it might reveal red flags that a resume or interview wouldn’t, such as a history of violence, theft, DUIs, or serious financial issues. While it might feel awkward to subject a nice person you’ve met to a background investigation, any professional nanny will understand it’s a standard part of hiring. In fact, many Los Angeles nanny agencies automatically perform extensive background checks on all candidates before they send them to families.
Besides criminal history, a background check verifies that the information a nanny provided is accurate. It can catch discrepancies – for example, if a candidate lied about a degree or omitted a past job. It’s not about assuming the worst of people; it’s about due diligence. As the saying goes, “Trust, but verify.” By doing a thorough check, you’re not only protecting your kids but also fulfilling your responsibilities as an employer (in some states, certain checks might even be legally required, especially if you go through agencies).
Before you run any formal background check, you must get the nanny’s consent in writing. This is actually required by law under the Fair Credit Reporting Act (FCRA) when using a third-party service. Provide the candidate with a simple form or email stating that you will conduct a background check and have them sign it (or reply with agreement). Explain what the check will include. Reassure them that this is standard – especially in Los Angeles, nannies are very used to this step. If a candidate refuses consent, consider it a big red flag and reconsider your hiring decision.
You will need certain info from the nanny: typically full name, date of birth, Social Security number (for U.S. checks), and driver’s license number if you want a DMV report. Some background check services will get this info directly by having the candidate input it securely on their platform. Make sure you use a reputable background check service – examples include GoodHire, Care.com’s screening service, or local agency services. Prices can range from $20 for basic criminal checks to $100+ for more extensive ones.
For California specifically, you should know about TrustLine. TrustLine is California’s official background check program for in-home child care providers, established by the state. It’s unique because it checks databases that general background companies can’t, including the California Child Abuse Central Index and FBI records. In fact, licensed placement agencies in California are required to TrustLine-register their nannies. Parents can utilize TrustLine by having the nanny candidate submit fingerprints to the DOJ and be listed on the TrustLine registry. This process can take a few weeks, but it’s very thorough. You can call TrustLine or visit their website to get started. If you’re hiring independently and have time, consider making TrustLine registration a condition of employment (or using it as your background check). Many LA families do – it’s often referred to as the gold standard.
When ready, order the background check using the service of your choice. Common elements to include:
Criminal Records Search: Ensure the check covers national, federal, and county records. You want to see if the person has any felonies or misdemeanors on record. The search should include all states/ counties of residence. Since LA is large, make sure an LA County criminal search is part of it.
Sex Offender Registry: Most services will automatically check the National Sex Offender Registry. This is crucial.
Driving Record (DMV): If your nanny will be driving your kids, get a Motor Vehicle Report. This will show any traffic violations, accidents, or DUI offenses. A nanny with multiple recent speeding tickets or a DUI is a risk on the road.
Identity Verification: Some checks verify SSN and address history, which helps confirm the person’s identity and past residences (and ensures the criminal check covered those locations).
Credit Report (optional): Rarely, some families consider a credit check, which can show financial responsibility. This is usually more relevant if the nanny will also handle household finances or you just want a fuller picture. Keep in mind, a credit report requires separate explicit consent and some states restrict using credit checks for employment.
Employment Verification and Education Verification: You can opt to verify past jobs and degrees. This can sometimes be done via the background check service or you can do it manually by calling past employers (more on reference calls below).
Once you submit the request, it may take a few days to process, depending on the depth of the check and how fast courts respond. While you wait, you can proceed with reference calls if you haven’t done them yet (or do other prep like drafting the work agreement).
When the background report comes in, review it carefully. Hopefully, it says “No records found” in all the criminal searches. Small infractions (like a speeding ticket from 5 years ago) are common and usually not a deal-breaker, but look for any serious issues:
Any kind of assault, abuse, theft, or fraud charges – obvious no-go.
Multiple driving violations or a recent DUI – you’d need to seriously evaluate if you’re comfortable; often it’s best to choose someone with a cleaner record if driving is involved.
If the report shows an alias or different name the person didn’t tell you about, clarify that (maybe a maiden name, etc.).
Verify that their past addresses match the places they told you they lived or worked. If you see a state or county you weren’t aware of, you might ask, “I noticed a past address in Nevada in your report; did you ever live there?” (Could be nothing, but useful to know.)
If anything concerning appears, discuss it with the candidate to get their explanation. Occasionally records can contain errors or misunderstandings. However, trust your gut – if something doesn’t sit right, you are not obligated to hire someone if a check returns unsatisfactory results. Your family’s safety comes first.
Equally important to a background check is checking references – these are the real experiences other families or employers have had with the nanny. Speaking to at least two references can give you insight into the nanny’s work ethic, reliability, and how they bond with kids. Here’s how to go about it:
Ask the Nanny for References: Early in the process (during the interview stage), request contact info for references. Ideally, these should be past families they worked for as a nanny. If they are new to nannying, you might get childcare professors, babysitting clients, or other employers. It’s best if at least one reference is someone who saw them care for children. Get both phone numbers and emails if possible.
Set Up the Calls: People are busy, especially fellow parents. Send a quick text or email introducing yourself: “Hi, I’m considering hiring [Nanny Name] as a nanny and she provided your name as a reference. Do you have a few minutes to speak about your experience with her? I’d greatly appreciate it.” Once they agree, a phone call is usually most candid. (Some might prefer email questions, but live conversation tends to yield more depth.)
Questions to Ask References: You’ll want to confirm basic facts and then delve deeper. Start with verifying what the nanny told you: “I understand [Nanny] worked for you for two years, caring for an infant who was 3 months old when she started, is that correct?” Then proceed to open-ended questions:
“What was it like having [Nanny] work for your family? Can you describe a typical day or her responsibilities with your child(ren)?” This gives the reference a chance to speak freely.
“What are her strengths as a caregiver?” Maybe she’s extremely patient or wonderfully creative with activities. Take notes.
“Did you ever have any concerns or issues while she worked for you?” – This is where you might hear about any minor problems (maybe occasional tardiness or a miscommunication that was resolved).
“How did your children feel about her?” You’re hoping to hear something like “Oh, my kids adored her and still ask about her!” If the reference sounds hesitant or neutral, take note.
“Is there anything you think we should know to help her succeed if we hire her?” This sometimes prompts advice like “She’s great, just be very clear with schedule changes – she’s in school at night so she likes advance notice if we needed her late,” etc.
The big one: “Would you hire her again if you had the opportunity?” and/or “Would you recommend her to another family?”. A reference who enthusiastically says “Absolutely!” is a great sign. If you sense any pause or a less-than-excited “Yes… I suppose I would,” that’s something to dig into.
Some references might inadvertently share why the nanny left – listen for clues. If they say “We’d love to have kept her but our situation changed,” that’s positive. If they hint at performance issues (“It just wasn’t the right fit after a while”), you may need to ask for clarification.
Cross-Check Information: Compare what the references say with what the nanny told you. If a nanny claimed she left a job because the family moved, but the reference indicates she was let go due to issues, that discrepancy is a red flag about honesty. Minor differences in recollection are normal, but big contradictions are not.
Professionalism and Tone: Also, gauge the tone of the reference. Are they enthusiastic, chatting at length about how wonderful the nanny is? Or do they sound like they want to get off the phone quickly? Enthusiasm is hard to fake. If someone takes time to laud the nanny’s qualities (“She became like part of our family, we were so sad to see her go”), that’s gold. If you only get short, generic answers (“She was fine, did her job.”), it might be that the nanny was average or the relationship wasn’t great.
If a candidate cannot provide any relevant references, or only gives a friend or family member as a character reference, proceed with caution. It’s understandable if someone is new to nannying, but they should at least have childcare-adjacent references (like a family they babysat for regularly or a teacher from a daycare they worked at). No references often means no hire, as you’d have little external validation of their trustworthiness.
Social Media Check: A quick glance at a candidate’s public social media profiles (Facebook, Instagram, etc.) can sometimes be insightful. Do they post anything concerning (extreme profanity, reckless behavior, etc.)? Many employers do this nowadays. Use discretion and don’t invade privacy – just stick to public posts.
Trial Period Observations: Remember that your own experience with the candidate in a trial (if you did one) is also a reference of sorts. How they behaved during that period is very telling. If references and background are clean but you noticed something off in the trial, take that into account.
Trust Your Instincts: If everything on paper is great but you still feel uneasy, you’re not obligated to hire. You might decide to continue your search. It’s worth having full confidence in the person who will be alone with your child.
For Los Angeles parents: Consider joining local parenting forums or groups (such as “LA Moms” groups or neighborhood parents networks). Often, members share experiences about background check providers or even nanny reference insights. Sometimes you might find a family who had a near-hire with a nanny and can share why it didn’t work out – that’s like an unofficial reference.
Lastly, maintain the privacy of the information you obtain. If you decide not to hire a nanny because of something in their background check or a poor reference, you should still handle it professionally and discreetly. You aren’t generally obligated to explain the reason to the candidate (unless it’s something fixable like an out-of-date CPR, in which case you could allow them to update it). Simply inform them that you’ve decided to go with another candidate. Do not share their private background info with others unnecessarily.
Running a background check and checking references might feel like a lot of work, but these steps greatly increase the chances that the nanny you hire is safe, reliable, and a good person. Once these are done, you can enter the employment relationship with much more confidence.
Always obtain consent and use thorough methods for background checks – consider leveraging California’s TrustLine for Los Angeles hires. And never skip those reference calls; a 15-minute conversation with a previous employer can reveal volumes about a nanny’s suitability for your family. With a clear background and glowing references in hand, you’ll be ready to extend that job offer (see our Step-by-Step Hiring Guide Part 2 for making the final offer) and welcome a wonderful new caregiver into your home.
