Hiring a nanny: plan the job before you make an offer

A nanny job works better when the family and candidate can discuss the same clear description of the work. Start with the children’s needs, the hours you need covered, and the responsibilities you are offering. Then work through employment setup before the first shift.

Start with the care you need

Write down the number and ages of the children, the usual care location, and a typical day. Include school pickups, meals, naps, activities, and any care routines the nanny will need to learn. Describe relevant support needs without placing private medical details in a public job advertisement.

Choose the duties that belong in this position. Children’s laundry and meal preparation may fit the role you are offering; whole-house cleaning, family errands, pet care, or household management should be discussed separately. Avoid “anything the family needs.” A candidate needs enough detail to assess both the workload and the compensation.

Use the editable nanny job-description template to make these decisions concrete.

Make the schedule specific

List regular days and start and finish times. Identify early starts, late evenings, travel, overnight care, or work in a second home. Say whether the schedule is fixed and how you will discuss changes. If you are offering guaranteed hours, define the arrangement in the employment agreement rather than leaving the phrase unexplained.

For a nanny share, identify both households and arrange advice on each household’s responsibilities before making an offer. A shared schedule needs clear decisions about locations, communication, and whose instructions apply.

Resolve employment questions early

For federal household-employment taxes, the IRS looks at control over what work is done and how it is done. Calling the position freelance or paying through an app does not settle the question. Review the household employee basics and IRS Publication 926 before choosing a payroll arrangement.

Prepare the facts an adviser will need: duties, work locations, hours, live-in or live-out arrangement, and any agency involvement. Check applicable wage, overtime, leave, insurance, notice, and registration requirements for the actual work location. A national guide cannot resolve every state or city rule.

Describe pay so candidates can compare the offer

State the proposed gross pay range and its basis, expected weekly hours, pay frequency, and offered benefits. Explain how you plan to handle extra hours, mileage and other approved expenses, holidays, and family travel. Verify applicable requirements before finalizing terms. Do not leave candidates to infer take-home pay from a gross figure.

Plan a method for recording actual time and reviewing each payday. The existing recordkeeping guide helps organize that conversation.

Interview against the actual role

Ask candidates to talk through situations the job will involve: two children needing attention at once, a changed pickup plan, an emergency, or a disagreement about a routine. Discuss communication preferences and boundaries around photos, visitors, screens, and private household information.

Explain your reference and screening process, obtain required permissions, and check applicable requirements before using screening results. If you arrange a working trial, clarify duties, supervision, pay, and employment responsibilities before it begins.

Turn the offer into a first-week plan

Use a separate written agreement to record the final terms. A job description is a recruiting tool; it does not replace the agreement or required notices. Assign payroll and employment-verification tasks, prepare emergency information, and plan an orientation with time for questions.

Next step: Work through the household employee onboarding checklist, including a review after the first payday.

What the Promise means

Honest House Promise invites a public commitment to legal household employment. Participation does not certify a household’s compliance. Learn about joining the Promise.

Information only. Source review: October 19, 2026. General planning information, not legal or tax advice. The federal classification reference was checked against the current IRS guide. State and local requirements need a separate review. No specialist sign-off.