Your Step-by-Step Guide to Hiring a Nanny in Los Angeles, Part 2
The second half of hiring a nanny covers interviews, reference calls, and the job offer. Most placements succeed or fail based on how thoroughly families conduct references -- not interviews. Call every reference directly. Do not accept emails.
Quick Answer
The second half of hiring a nanny covers interviews, reference calls, and the job offer. Most placements succeed or fail based on how thoroughly families conduct references -- not interviews. Call every reference directly. Do not accept emails.
The Interview: What to Cover and What to Skip
Your interview has one job: surface how this person thinks and behaves under real conditions. Skip questions about why they love children. Instead, present scenarios: a child who will not stop crying, a parent who calls while the nanny is managing a difficult moment, a scheduling conflict. The specific answers matter less than whether the candidate engages thoughtfully and draws on real experience.
Cover schedule logistics, pay expectations, driving requirements, and household rules in the first conversation. Do not leave these for after you are emotionally invested in a candidate.
The Working Trial
A two to four hour paid trial in your home before a job offer is standard in Los Angeles. Observe how the candidate interacts with your children without your involvement. Do they get on the floor and engage, or do they stay standing and passive? Do the children respond? The trial tells you more than any interview question.
Reference Calls: The Most Important Step
Call at least two employer references directly. Ask for phone numbers, not emails. The questions that reveal the most:
- How long did they work for you and why did it end?
- Can you describe a challenging situation they handled well?
- What would they improve if you could?
- Would you hire them again without hesitation?
A reference who pauses before "yes" on the last question is telling you something. Follow up on any hesitation directly.
Making the Offer
Make the offer by phone, confirm in writing. State the start date, rate, schedule, and trial period length. Ask for written acceptance before they give notice to their current employer. Do not assume an enthusiastic verbal response is a commitment.
The Work Agreement
Before day one, both parties should sign a written work agreement covering pay, schedule, overtime, sick leave, duties, confidentiality, and termination terms. In California, this protects both sides. Your agency should provide a template as part of the placement process.
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