How to Hire a Nanny, the Thoughtful Way.

Define What Your Family Needs

Every successful search starts with clarity. Before you post a job or take a single interview, get specific about what the role actually looks like.

Start with the essentials: the days and hours you need, your ideal start date, and whether you are looking for full-time care (35 or more hours per week), part-time care, or temporary coverage. Then think about your children's ages and stages. A caregiver who excels with newborns brings a very different skill set than one who thrives with school-aged kids and homework help.

Next, consider responsibilities beyond childcare. Will your nanny drive? Prepare meals? Handle children's laundry and tidying? Travel with your family? The more specific you are now, the fewer surprises later.

Finally, think beyond the resume. What personality would feel right in your home? What communication style works best for you? What values matter most in how your children are cared for? At Summit, we match on lifestyle and personality, not just qualifications, because the best placements come from fit, not just credentials.

Build a Competitive Offer

Exceptional nannies are in high demand across the Rocky Mountain West, and a competitive offer is the single most effective way to attract and keep them. Professional nannies in our region typically earn between $30 and $50+ per hour, depending on experience, number of children, and the scope of the role.

Pay is only part of the picture. The strongest offers include guaranteed hours, paid time off, paid holidays, paid sick leave, mileage reimbursement for driving, and an annual review. Many families also offer health insurance stipends or year-end bonuses. A thoughtful package tells candidates you value them as a professional, and it pays you back in loyalty and longevity.

Understand Your Responsibilities as an Employer

When you hire a nanny, you become a household employer. Paying your nanny legally protects both your family and your caregiver. It gives your nanny access to Social Security, Medicare, and unemployment benefits, and it keeps your family clear of back taxes and penalties.

In most cases, families who pay a nanny above the annual IRS household employee threshold must withhold and pay payroll taxes and provide a W-2. Nannies are employees, not independent contractors, so a 1099 arrangement is generally not appropriate.

Employment laws vary by state. Colorado families should be familiar with the Colorado Domestic Workers' Bill of Rights, which extends protections such as overtime pay, rest and meal breaks, and paid sick leave to nannies. Utah and Montana have their own wage and employment rules. A household payroll provider can manage tax calculations, filings, and paychecks for you and make sure your setup follows your state's requirements.

Every Summit placement includes employment agreement support, a sample nanny contract, and referrals to trusted household payroll providers.

Screen Thoroughly

This is the step families most often underestimate, and the one that matters most. A background check alone is not enough. A complete screening process should include:

• A resume review confirming recent, verifiable childcare experience
• In-depth interviews that assess professionalism and communication
• Direct conversations with previous childcare employers
• A social media review
• A comprehensive background check, including criminal history, sex offender registry, and motor vehicle records
• Verification of current Pediatric CPR and First Aid certification
• Confirmation of legal authorization to work in the United States

At Summit, every candidate completes our seven-step screening process before they are ever introduced to a family. Fewer than 5% of applicants make it through.

Interview With Intention

A great interview goes beyond the resume. It should show you how a candidate thinks, communicates, and connects with children. We recommend a brief phone or video conversation first, followed by an in-person interview with your top candidates.

Questions we recommend asking:

• Walk us through a typical day with the children in your last role.
• How do you approach discipline and setting boundaries?
• How would you handle a medical emergency?
• How do you like to communicate with parents throughout the day?
• What activities would you plan for children our kids' ages?
• Why did your previous positions end?

If your children are present, watch how the candidate engages with them. Warmth, patience, and genuine curiosity often tell you more than any answer.

Schedule a Paid Trial

A paid trial gives your family and your candidate the chance to experience the fit before making a long-term commitment. Plan the trial around a typical day so you can see how the candidate handles routines, transitions, and your children's personalities. Always compensate candidates at their expected rate for trial time.

Put It in Writing

A written nanny agreement is one of the best tools for preventing misunderstandings and protecting the relationship. It should cover the schedule and guaranteed hours, pay rate and overtime, paid time off and benefits, duties and responsibilities, household policies such as screen time and guests, confidentiality, and notice and termination terms. Review it together before the first day, and revisit it at least once a year.

Set Your Nanny Up for Success

The first few weeks shape everything that follows. If possible, overlap with your nanny for a day or two to walk through routines and the small details that make your household run. Provide a written guide with emergency contacts, medical information, allergies, daily schedules, and house rules.

Most importantly, establish a rhythm of open communication from day one. Brief daily check-ins and regular longer conversations build trust and give both sides space to address small things before they become big ones.