Check out our Honest house promise!
Check out our Honest house promise!
Welcome to Part 2 of our nanny hiring guide! By now, you should have a detailed job post out in the world and hopefully a pool of applicants for your nanny position. (If you haven’t read Part 1 covering planning, budgeting, and writing a job description, be sure to start there.) In this installment, we’ll walk you through what comes next: screening applications, interviewing candidates, conducting a trial period, and extending a final offer. These steps will help ensure you hire a nanny in Los Angeles who is not only qualified on paper but is the perfect fit for your family in practice.
Once your job post goes live, you may receive dozens of responses (especially in a big city like LA). Efficient screening is key. Start by reviewing each application or resume against the must-have criteria you set in Part 1. It helps to keep your list of requirements handy as a checklist. Did the candidate mention the required experience (e.g., “5 years as a nanny for toddlers”)? Do they have the certifications or education you wanted? If a candidate doesn’t meet a non-negotiable (say, you need a driver and they don’t drive), it’s okay to set that application aside. A quick, polite note of “thank you, but we’re moving forward with candidates who better fit our needs” can be sent to clearly unqualified applicants as a courtesy, so you can focus on the top contenders.
For those who look promising, dig a bit deeper. Look for any red flags or standout positives in their info. Red flags might include large unexplained employment gaps or a lack of references. Positives might include longevity with past families (a nanny who stayed 3 years with one family shows commitment) or relevant special skills (e.g., former preschool teacher, or fluent in a second language your family values). In Los Angeles, you might come across candidates with a wide range of backgrounds – some could be career nannies with glowing references, while others might be younger babysitters looking to move into a full-time role. Weigh their qualifications against what matters most to you.
At this stage, it can be helpful to do a short phone screen with candidates you’re on the fence about. A 10-15 minute phone call can quickly give you a sense of the candidate’s communication skills and professionalism. Have a few key questions ready, such as confirming their availability, driving status, or comfort with the salary range. Pay attention to their phone etiquette and enthusiasm for the job. After a few phone screens, narrow down your list to a handful (perhaps 3–5) top candidates to invite for formal interviews.
Tip: Consider using a rating system or notes. After reviewing each application, jot down a few notes or give a score (e.g., 8/10 – great experience, but no infant experience). This will help when you compare finalists. Some families even use spreadsheets to track candidates on criteria. If you’re working with a nanny agency in Los Angeles, the agency might do the initial screening for you, presenting you only with vetted candidates – but you should still conduct your own interviews to ensure a good personality fit.
Interviewing is your opportunity to really get to know the person who may care for your children. It’s a two-way street: while you evaluate the nanny, they are also evaluating you and your job offer. Aim for a conversation that is professional but friendly, allowing both sides to get a sense of each other. Here’s how to make the most of the interview phase:
Start with a Phone or Video Chat: Before an in-person meeting, many parents in LA do an initial interview via phone or video (Zoom/Facetime). This saves time and can be done during work breaks. In this call, cover basics: an overview of the job, verify the candidate’s experience and why they left prior positions, and ask a couple of situational questions. You can also discuss pay and schedule upfront to ensure you’re on the same page. If the phone/video chat goes well and the candidate seems like a good fit, move to the next step.
Plan the In-Person Interview: Ideally, meet in person at your home (since that’s the work environment). If you prefer a neutral location first (like a coffee shop), that’s fine, but an at-home interview at some point is valuable – it lets the nanny see the environment and possibly meet your children. Prepare a list of interview questions in advance. Good nanny interview questions cover a range of topics:
Experience and Background: “Can you tell me about your previous nanny jobs and the ages of children you’ve cared for?” “What do you find most challenging about being a nanny, and how do you handle it?”
Childcare Philosophy: “What’s your approach to discipline? Can you give an example of how you handled a toddler tantrum or a child refusing to eat?” You want to see if their style aligns with yours.
Scenario Questions: “How would you handle an emergency, like if my child fell and was hurt?” (Look for mention of remaining calm, administering First Aid, calling you/emergency services as needed.) Or, “What would you do if the baby is crying inconsolably?” Real-world scenarios help you gauge their problem-solving and patience.
Daily Routines: “What does a typical day with a 2-year-old look like for you?” A great candidate might describe a mix of play, learning, outdoor time, naps, etc., showing they understand balance and structure.
Motivation and Expectations: “Why are you a nanny? What do you enjoy about this work?” and “What are you looking for in your next family?” Their answers can reveal passion and whether they view this as a long-term career or a short-term gig.
Practical Details: “Are you comfortable driving in LA traffic with kids in the car?” (If applicable.) “Do you have any allergies or limitations that might affect your work (like pet allergies if you have a dog, or an inability to lift a 30-pound child)?” Also, discuss schedule flexibility if you might occasionally need earlier or later hours, and see how they react.
Take notes during each interview. It’s easy to forget who said what, especially if you meet multiple people in a day or two.
During the interview, observe the intangible elements too. Is the candidate punctual? Are they engaging and warm when talking about kids? Trust your gut feelings – if someone has a stellar resume but you feel uneasy, it’s important to investigate that (either through deeper questions or ultimately by choosing someone you feel more comfortable with). On the flip side, you might “just click” with a candidate who has slightly less experience but an amazing attitude.
If your children are around, see how the candidate interacts with them. Do they get down on the child’s level to say hi? Kids can be a great judge of character – a candidate who shows genuine interest in your child during the interview makes a good impression.
Discuss Next Steps: Near the end of each interview, let candidates know what to expect. If you have more people to meet, tell them your timeline (“We’re meeting others this week and will decide on next steps by Monday”). If you’re excited about them, you can also foreshadow a trial: “We often do a paid trial day as the next step to see how it feels – would you be open to that?” Gauge their reaction; most good nannies will welcome a trial if they’re seriously interested (more on trials in the next step).
After interviews, you should have one or two front-runners. It’s essential not to skip a trial period before making a final hiring decision. A trial lets you see the nanny in action with your child(ren) and ensures the chemistry is right on both sides. In fact, nanny placement experts say that the vast majority of families in California set up a trial before finalizing a hire – one agency notes about 95% of their clients do a nanny trial.
What is a Nanny Trial? It’s a short-term arrangement (ranging from a few hours to a week) where the nanny candidate works for you on a provisional basis. Think of it as a working interview. Both you and the nanny understand that it’s a trial with no commitment to continue if it isn’t a fit. This can be as brief as one afternoon of babysitting or as extensive as a full week of work. In Los Angeles, many families opt for about a one-week trial if possible, but if scheduling a whole week is hard, even a single day or a couple of half-days is valuable.
Setting Up the Trial: Align on expectations and put it in writing if possible. You might draft a short trial agreement or simply email the plan: dates/times the nanny will work, the pay rate (trials must be paid – treat it like a temp job, at the same rate you’d actually hire them for), and duties during the trial. It’s also wise to share any important info about your child’s routine or house rules beforehand. One parent shared that they even created a “nanny handbook” with the daily schedule, emergency contacts, Wi-Fi password, etc., and gave it to the nanny at the start of the trial. You don’t have to go that far, but do communicate clearly. For example, if you expect the nanny to do school pickup during the trial, show them the route or accompany them the first time.
During the Trial: Treat it as a typical workday for a nanny. If possible, be present for the first hour or so to orient the nanny – show them around the house, where supplies are, walk through the day’s schedule. Then, step back and let them take charge so you can observe their style. It’s often recommended that parents eventually leave the nanny alone with the children for some time during the trial. If you’re working from home, stay in a different room. If you’re able, actually leave the house for a bit (maybe run an errand or take a walk) so the nanny and kids can interact without you hovering. This gives a more realistic picture of how it will be when you’re not there. When you come back, see how everyone is doing – Are the kids comfortable? Is the nanny managing routines (snack time, nap time) smoothly?
Each day (or at the end of the trial period), have a debrief with the nanny. Set aside 10-15 minutes when the kids are occupied to discuss how things went. Ask specific questions about challenges: “Was our stroller easy to handle on the walk? How did Johnny do at lunchtime with you? Any questions about how we do his nap?” Encourage the nanny to share feedback too. Maybe they felt the day was very long or they weren’t sure how to use the car seat – these are things you want to know now. Open communication during the trial sets the tone for a transparent relationship.
What to Observe: Key things to look for include the nanny’s engagement level (are they attentively interacting with your child or sitting disengaged on the couch?), initiative (do they clean up the playroom without being asked, or suggest an activity?), patience and problem-solving (how did they handle it when your toddler threw a tantrum?). Also note your child’s reaction: children may be shy or clingy initially, but do they seem to warm up? By the end of a trial day or week, many kids will start to bond with a good nanny. Trust your child’s instincts as well as your own.
Mutual Evaluation: Remember, the trial is for the nanny to gauge fit too. A professional nanny will be evaluating whether your family meets their expectations – are you communicative, were the agreed hours/duties as expected, do they feel comfortable with your family’s dynamics? Be respectful of their time: pay promptly for the trial hours and thank them for their efforts, regardless of the outcome. If something isn’t working for either party, it’s much easier to part ways after a short trial than a month into a full hire. As one parent noted, “A trial is good for both families and nannies. You’re interviewing and evaluating each other to see if it’s going to work.”. It’s exactly the point – no harm, no foul if it’s not a match.
You’ve interviewed, you’ve done a trial, and you (hopefully) have found “the one” – the nanny who checks all the boxes and got along great with your family during the trial. It’s time to hire them! Here’s how to formalize the arrangement professionally and set the stage for a great working relationship:
Check References and Background (if not done already): Before making a firm offer, if you haven’t already, call the nanny’s references (previous employers). Even if everything seems perfect, a reference check can validate your decision and reveal any last-minute concerns. Ask reference questions like, “What were the nanny’s strengths and weaknesses?” and “Would you hire them again?”. Also, ensure you run a nanny background check (see our next blog post on how to do this thoroughly). Most agencies conduct these prior to placement, but if you’re hiring privately, you’ll want to use a background check service or TrustLine in California. It’s wise to tell the candidate you will be doing this; any hesitation on their part to agree to a background check is a red flag. Assuming all checks out, you can proceed confidently.
Craft a Work Agreement: Especially in Los Angeles where labor laws are strong, having a written nanny contract is highly recommended. This document should outline work hours, pay rate, overtime rate, duties, paid time off, sick leave, how schedule changes are handled, any perks, and termination policy (e.g., requesting a two-week notice if either party ends the arrangement). It protects both you and the nanny by clarifying expectations. You can find templates online or through nanny organizations. Many families review the agreement with the nanny at the time of offer so both sides can clarify questions. For instance, put in writing how you will handle holidays (which ones paid or not), and what the process is if the nanny or you need to cancel (like, how much notice for personal days).
The Job Offer Conversation: Call your chosen candidate (or meet in person) to extend the offer. Let them know you were impressed during the trial and you’d love to have them join your family as a nanny. Discuss the package you’re offering: confirm the hourly rate or salary, reiterate the benefits, and the start date. This is also the time to address any issues that came up during the trial – for example, “We’d like to move forward! One thing I wanted to mention: during the trial, we noticed the 8 AM start was sometimes closer to 8:15. Punctuality is very important to us, so in the future we do need a true 8 AM start. Does that sound okay?” It’s better to iron out wrinkles now. Hopefully, the candidate will be excited and accept on the spot or within a day or two. Give them a reasonable but firm deadline (“Please let us know by tomorrow if you’re happy to accept”) because if they decline, you’ll need to move to your second choice.
Notify Other Candidates: Once your preferred nanny accepts the offer and everything is set, be courteous to the runners-up. Send a brief email or text to those you interviewed or trialed but did not select. Thank them for their time and let them know you’ve made a hire. This closes the loop professionally. Who knows, if your first hire falls through at the last minute, you might return to one of these candidates, so it’s good to maintain goodwill.
Onboarding Your Nanny: This goes beyond hiring, but it’s worth mentioning: plan for a smooth first week. Maybe arrange one more day where you or the previous nanny (if there was one) works alongside the new nanny to introduce them to everything. Have all paperwork ready (tax forms like the W-4, I-9 verification for work eligibility, etc., if applicable). Provide any house keys, alarm codes, car seats – the tools they’ll need. A little orientation will set your nanny up for success.
With these steps, you’ve successfully navigated the nanny hiring process from start to finish. Give yourself a pat on the back – finding a great nanny is no small task, but the payoff is huge. You’re bringing on a caregiver who will not only look after your children’s daily needs but hopefully become a beloved and trusted part of your family life.
Screening diligently, interviewing thoughtfully, and testing the waters with a trial are all essential before you hire a nanny in Los Angeles. By the time you make an offer, you should feel confident in your choice. In our next posts, we’ll dive into important related topics like conducting thorough background checks, setting up that trial period for success, and building a positive long-term relationship with your new nanny. Congratulations on reaching the finish line of hiring – or should we say the starting line of a wonderful new partnership!
Don’t forget legal resources like the California Domestic Workers Bill of Rights for overtime rules, and consider using TrustLine (California’s background check service for nannies) before finalizing any hire. With the right steps completed, you can rest a lot easier knowing you’ve done your due diligence in hiring the perfect nanny for your family.
