Hiring a full-time nanny is one of the most important decisions you'll make as a parent—this person will spend more waking hours with your child than you do. Red flags during the hiring process can save you from months of stress, safety concerns, or worse. Learning what to watch for helps you make a confident choice and protect your family.
Vague Employment History and References
A trustworthy full-time nanny should provide a detailed work history covering the past 5–10 years. If a candidate glosses over employment gaps, refuses to provide references, or gives you contact numbers that turn out to be fake, that's an immediate warning sign. Call previous employers directly—don't rely on written references alone. Ask specific questions about reliability, how they handled difficult situations with children, and why they left each position.
Red flags include frequent job changes (more than one nanny position per year), a refusal to list previous employers, or references who can't verify their employment dates.
Lack of Formal Background Screening
Before a full-time nanny enters your home, they should have completed a criminal background check, fingerprinting, and reference verification. If a candidate pushes back against these requirements or expects to skip them, that's a dealbreaker. Most reputable nannies understand these protections exist for everyone's benefit.
Check for:
- Criminal history records (state and federal level)
- Sex offender registry clearance
- Child abuse and neglect records
- Driving record (especially if they'll transport your child)
Many agencies and platforms like Mercoly help compare and find trusted full-time nannies with verified screening completed. If you're hiring independently, you can run background checks through services like Checkr or GoodHire for $40–$100.
Unwillingness to Discuss Salary, Taxes, and Contracts
A full-time nanny in the U.S. typically earns $28,000–$45,000 annually, depending on location, experience, and responsibilities. If a candidate insists on being paid cash-only, avoids discussing taxes, or refuses to sign an employment agreement, you're exposing yourself to legal liability.
Legitimate nannies expect:
- Clear written contract outlining hours, pay, sick days, vacation, and duties
- Tax documentation (you're required to pay payroll taxes)
- Regular pay stubs
- Discussion of benefits (health insurance, 401k, paid time off)
Avoid candidates who seem uncomfortable with transparency around compensation or employment terms.
Evasiveness About Child Care Philosophy and Discipline
During interviews, ask specific questions about how they handle tantrums, discipline, screen time, meal preparation, and educational activities. If a candidate gives vague answers like "I just do what the parents want" or avoids discussing their approach to child development, you won't have clear expectations for their work.
A good full-time nanny should be able to articulate their childcare philosophy and align it with your values. They should discuss real scenarios—not hypotheticals—from past positions.
Poor Communication Skills and Lack of Documentation
Your full-time nanny will be your main point of contact about your child's day. If they're consistently late to interviews, don't respond to texts or emails, or avoid setting up communication routines, that pattern will continue once hired.
Before hiring, establish how you'll stay connected: daily written updates, photos, a nanny app like Bambino, or brief check-in calls. Candidates who agree readily to transparent communication and follow through during the hiring process are more likely to maintain it long-term.
Red Flags During Home Visits
Never hire without an in-home trial period or extended interview. Watch how the candidate interacts with your child. Do they seem genuinely engaged, or are they distracted? Do they follow your house rules, ask clarifying questions, and take initiative? If they seem uncomfortable with your home environment or dismissive of your parenting style, that won't improve after hiring.
Also observe: Do they wash hands before meals? Do they keep your child's safety in mind (not leaving hazards within reach)? Are they warm but appropriately professional?
Frequently Asked Questions
Q: What should I include in a full-time nanny employment contract? A: Cover hourly rate or annual salary, weekly hours, overtime pay, paid time off (sick days and vacation), start date, end date if applicable, duties and responsibilities, confidentiality agreements, and how either party can terminate the agreement. Have an employment lawyer review it ($200–$400) to ensure compliance with your state's laws.
Q: How many references should I contact before hiring a full-time nanny? A: Contact at least three previous employers or families, and speak directly with them by phone rather than email. Ask consistent questions across all references to identify patterns in their work style and reliability.
Q: Should I do a background check if I hire through an agency versus independently? A: Yes, regardless. Even agencies sometimes miss details or rely on incomplete checks. Running your own background check ($40–$100) gives you a second layer of verification and peace of mind.
Use these red flags as your hiring checklist to find a full-time nanny who's trustworthy, communicative, and genuinely qualified to care for your child.