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When you’re looking to hire a nanny in Los Angeles, one of your first tasks is creating a nanny job post or advertisement. This job post is essentially your sales pitch to attract great caregivers – and in a competitive market like LA, you want to make it compelling! A well-written job post can be the difference between getting swamped with ill-fitting applicants versus drawing in a handful of highly qualified candidates who match your family’s needs. In this guide, we’ll show you how to write a nanny job post that attracts top candidates, with tips on structure, wording, and SEO (search engine optimization) phrases to help the right people find your post.
The title or headline of your job post is the first thing potential nannies will see, whether it’s on a website like Care.com, a Facebook group, or a bulletin board. Make it count. A good title is specific and descriptive. Include:
So a full example might be: “Full-Time Nanny Needed in Brentwood – Loving Family with Two Toddlers”. Or “Seeking Experienced Nanny in Pasadena (M-F, 8-6) for Infant Twins”. These titles immediately tell candidates if it’s relevant to them. Top nannies often skim titles to find jobs in their wheelhouse, so make it easy for them to say “Yes, I fit that.”
Using phrases like “nanny needed in [Los Angeles area]” can also help your post appear in search results when candidates search “nanny jobs in Los Angeles.”
Open your post with a short introduction of who you are and what you’re looking for. This is your chance to connect on a human level and set a positive tone. Top nannies often look for families they’ll mesh well with, not just a paycheck, so painting a picture of your family helps. For example:
“We are a friendly family of four living in the Hollywood Hills. Our children are 4 years old and 18 months old. Mom and Dad both work full-time (currently some days from home) and we’re seeking a caring, proactive nanny to become part of our team.”
Mention values or personality points: “We value open communication, a healthy lifestyle, and a lot of laughter in our home.” Keep it genuine. If you have pets, include that (“and one very sweet golden retriever who will be your buddy, too!”) since that can be a factor for candidates (allergies or pet-loving preferences).
This section doesn’t need to be long – 3-5 sentences is fine – but it sets the scene and can make candidates feel excited about possibly working with you. As The Modern Help recommends, include ages of kids and whether parents work in or out of home, because that influences the nanny’s day.
Next, get into the specifics of the job:
Schedule: State the days and hours as precisely as possible. Instead of “40 hours a week,” say “Monday–Friday, 8:30 AM – 5:30 PM.” Include any flexibility needs (“with occasional later evenings if parents are stuck at work, agreed in advance”). If you require weekends or travel, spell it out. Also mention the start date and if you’re looking for a long-term commitment (e.g., “looking for someone who can commit at least one year, hopefully longer”).
Childcare Duties: Bullet points can be very effective here for readability:
Provide loving, hands-on care for two children (4 years and 18mo).
Plan engaging activities – from crafts and story time to park outings – appropriate for each child’s age.
Manage meal prep and feeding for the kids (simple breakfast, lunch, snacks; we’ll have food available).
Handle nap times and maintain our established nap routine for the toddler.
Do school drop-off/pick-up for the 4-year-old (school is 2 miles away).
These specifics help a nanny visualize their day and also signals you know what you need. It will attract candidates who are confident in these tasks and deter those who might not be up for, say, driving or planning activities.
Household Duties: Many nanny jobs include some non-childcare tasks, which is fine as long as you’re up-front. Clearly differentiate child-related chores versus others:
Child-related housekeeping (tidying play areas, doing the children’s laundry, washing their dishes/bottles).
If you expect any broader chores, state them: Family assistant duties such as light grocery shopping, accepting packages, or meal prep for family dinner a couple times a week.
However, be cautious: If you pile on too many household duties, you might scare off great nannies or attract those more interested in housekeeping than childcare. Balance is key. In LA especially, some families hire nanny/household managers – if that’s what you want, describe it that way. Otherwise, keep duties mostly focused on the kids.
Transparency here is crucial. As one nanny hiring resource notes, “clearly defining the duties and compensation will help you find the right candidates”
. You don’t want a situation where a nanny expects just childcare and then feels blindsided by cleaning tasks. So list it all, but reasonable duties for one person.
Now, outline what qualifications or traits the ideal candidate should have. This helps filter applicants and signals professionalism:
Experience: e.g., “At least 3 years of nanny experience with similar ages preferred” or “Experience caring for infants a must.” If you have an infant and want someone knowledgeable about baby milestones, say it. If you have multiples, say “experience with twins or managing multiple young children is a big plus.”
Education/Certifications: “CPR and First Aid certified (or willing to get certified ASAP)” is almost standard to include – it shows you prioritize safety. Some families mention ECE (Early Childhood Education) units or a college degree if that matters to them. In LA, you might find many nannies with formal training or even backgrounds in child development.
Transportation: Do they need a driver’s license and a car? If yes, say “Must have a reliable car, clean driving record, and be comfortable driving children in Los Angeles.” If you’ll provide a vehicle for on-the-job driving, mention that (“Family car provided for driving the children”). If no driving is needed, you can say “Driving not required; we live walking distance to parks and school.”
Background check and References: It’s implied, but you can note “Able to pass a background check and provide excellent references.”
Legal work status: If you plan to pay on the books (which you should in California), you might mention “Authorized to work in the U.S.” (This hints that you’ll be doing legal payroll; some nannies look for families who pay legally.)
Attributes: Describe the personality or work style that would thrive in your home. For example: “Our ideal nanny is reliable, punctual, and truly passionate about childcare. We’d love someone who is proactive in planning fun educational activities and can be firm but kind with boundaries.” If speaking another language is a bonus (maybe you’d love a Spanish-speaking nanny to teach your kids Spanish), mention that as a “plus, but not required.”
In summary, this section might read like a mini job description under a heading like “Ideal Candidate Qualifications”:
5+ years of experience as a nanny or preschool teacher.
Training in early childhood education or child development is a plus.
Non-smoker, fully COVID-vaccinated (if that’s important to your family).
Comfortable with dogs (we have a Labrador).
Fluent in English; Spanish language skills a bonus.
CPR/First Aid certified.
Must have valid driver’s license and good driving record.
By bulleting these, you make it easy for a candidate to skim and self-assess. Top candidates will appreciate the clarity and will apply if they meet most or all of them.
If you want to attract top candidates, remember that the best nannies often have multiple job options. Including a section about what you’re offering them can make your job more enticing:
Competitive Pay: If you’re offering a strong rate, say so: “$25–$30 per hour DOE” (Depending on Experience). If you prefer to discuss after, you can say “competitive pay (negotiable based on experience).” Not listing any pay range can sometimes deter candidates who assume it might be low.
Benefits: List any benefits you will provide: “Paid holidays, 2 weeks paid vacation, and 3 paid sick days per year.” If you offer health insurance stipend or contribution (some families do for full-time nannies), mention it. If you will cover mileage or provide a car, mention that. Are there any other perks? Maybe “opportunities to travel with family” or “year-end performance bonus.” Top candidates definitely take note of benefits.
Work Environment Perks: If you have a nice setup – say a private room and bathroom for a live-in, or just a pleasant work environment (“We have a dedicated playroom and a big backyard for outdoor fun”), it doesn’t hurt to mention. It subtly signals “this will be a nice place to work.”
It might feel odd to “sell” the job, but remember, you want to attract the best, so show that you value your nanny by what you offer. A line like “We treat our nanny as a respected part of our family and team” also can go a long way.
Use headings or sections in your post: e.g., About Us, Job Details, Qualifications, Compensation. This makes it easy to read. Many job sites have fields for these, but if not, you can still format text to be clear.
Keep paragraphs short or use bullets for duties and requirements. Walls of text can turn people off or cause them to miss key info.
Tone: Aim for professional yet warm. You want to come across as organized (so the nanny knows you’re not a flaky employer) and also friendly (so they feel like this is a warm household). Avoid sounding too rigid or overly demanding. Instead of “Nanny will strictly adhere to all instructions and not deviate,” you could say “We value consistency in our child’s routine and would appreciate a nanny who can follow our established approach while bringing their own creativity.” It says the same thing (follow our way) but in a more positive tone.
Avoid jargon or acronyms not everyone knows. Say “must be CPR certified” rather than “must have BLS.”
Be careful with phrases that might inadvertently turn off candidates. For instance, “flexibility to stay late with no advance notice” – that sounds like you plan to regularly keep them overtime unexpectedly, which top nannies might see as a red flag. If you need flexibility, phrase it reasonably (“occasional overtime with advance notice, as mutually agreed”).
SEO Phrases: Since the user also mentioned SEO, sprinkle relevant keywords naturally. In Los Angeles, common ones might be “nanny in [Your Area]”, “Los Angeles nanny job”, “nanny background check” (maybe note “willing to undergo nanny background check” in requirements), etc. But ensure it reads naturally for human readers first.
Putting it all together, here’s a mini-outline with content:
Title: Full-Time Nanny Needed in Encino – Two Young Kids, Long-Term Position
About Us: We’re a caring Encino family with two children, ages 6 months and 4 years. Both parents are professionals; Dad works from an office, Mom partly from home. Our family values kindness, learning, and a balanced routine. We’re looking for a nanny who will become an extension of our family and help our children thrive.
Schedule: Monday – Friday, 8:00 AM – 5:30 PM (approximately 47.5 hours/week). Occasional evenings or weekend hours only with prior arrangement and additional pay. Position to start in late September. We hope for a long-term collaboration of at least one year.
Responsibilities: (Childcare) Provide attentive, affectionate care for both children. Plan age-appropriate play, educational activities (crafts, reading, developmental games), and outdoor fun (we have a yard and parks nearby). Ensure the infant’s feeding and nap schedule is followed; engage the preschooler in activities and take him to pre-K (half-day program) and pick up (school is 1 mile away). Prepare healthy snacks and lunch for the kids, and bottle-feed the baby as needed. (Household) Tidy up play areas each day, wash bottles, and do children’s laundry weekly. We may ask for light errand help like a quick grocery run or putting away a grocery delivery. We have a housekeeper for deep cleaning, so housekeeping for this role is strictly child-related and maintaining tidiness.
Qualifications:
Compensation: $27–$30 per hour (gross) DOE. Time and a half for overtime hours over 45 per week. We pay via payroll, weekly or biweekly. Includes paid vacation (10 days/year), paid holidays, and 5 paid sick/personal days. We also provide a gas stipend for driving the children.
If you are a dedicated nanny looking for a wonderful long-term position, we’d love to hear from you! Please reach out with your resume, a bit about yourself, and why you are interested. We look forward to finding an amazing caregiver to join our family.
That example incorporates many of the tips we’ve discussed:
After writing your job post, do a proofread for any mistakes or ambiguities. If you have any special situations (like you work from home – some nannies prefer not to have parents around, so it’s good you mentioned it; or if your home has no air conditioning – probably not a selling point but if relevant maybe mention environment). Honesty prevents misunderstandings later.
Finally, once your post is live, be responsive. The best candidates might apply to multiple jobs; if you wait a week to reply, you might lose them. So check your messages and respond promptly to set up interviews (and then follow our hiring guide steps!).
A standout nanny job post is clear, thorough, and appealing. It shows you’re a thoughtful employer and helps nannies picture themselves in the role. By investing time in a great post, you increase your chances of attracting that superstar nanny who everyone in LA is searching for. Good luck, and happy posting!
References: The structure and recommendations above align with expert advice from nanny industry professionals. The US Nanny Association notes that a strong job description can attract or repel top talent, so including specifics and even a personal touch (like a quirky detail about the kids) can make a difference.
