How to Write a Nanny Job Post That Attracts the Right Candidates
A good nanny job description is specific, honest, and short. State the schedule, pay range, children's ages, primary duties, and what your household is like to work in. Vague descriptions attract vague candidates.
Quick Answer
A good nanny job description is specific, honest, and short. State the schedule, pay range, children's ages, primary duties, and what your household is like to work in. Vague descriptions attract vague candidates.
Lead With the Schedule and Pay
Candidates filter by schedule and pay before they read anything else. Put these at the top. If you are not comfortable listing a rate, at minimum give a range. "Compensation DOE" with no range increases applications from candidates who are wrong for your budget and wastes everyone's time.
Be Specific About the Children
List ages, not "young children." A candidate experienced with school-age kids may have limited infant experience. "Two children ages 4 months and 3 years" tells a candidate immediately whether they have relevant experience. Also note any special needs, allergies, or developmental considerations upfront -- this is important information that belongs in the description, not a mid-interview surprise.
Describe the Primary Duties Clearly
List what the role actually involves day to day: childcare, school pickup, meal prep for kids, light tidying of child areas, driving to activities. Then list what it does not include if relevant. "Light housekeeping" means different things to different families. Define it.
Describe Your Household Honestly
A brief sentence about your household helps candidates self-select. "We are a two-parent household in Brentwood, both work from home part of the week, have a dog, and value an organized routine" gives a candidate a sense of whether your home is a fit for them. Candidates who are a good cultural fit stay longer.
Include What You Are Looking For, Not a Wish List
List three to five genuine requirements. Candidates for whom 10 bullet point requirements apply are rare. Prioritize what actually matters: CPR certified, valid driver's license, TrustLine verified or willing to complete it, minimum years of experience, specific skills if relevant.
Keep It Under 400 Words
Long job descriptions perform worse than concise ones. The details get filled in during the interview. Your job description is a filter and an invitation, not a contract. State the essentials clearly and let the conversation do the rest.
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