8 Hiring Hacks for Agencies Looking to Attract Top-Tier Nannies & Sitters

With the increasing demand for experienced, top-tier nannies and sitters, more and more families are entrusting the hiring process to a reputable agency. This not only frees families up from the time and effort needed to find the right caregiver but should also ensure their peace of mind through a quick, seamless, and professional placement process. 

As a result, the ability to consistently recruit qualified, reliable, best-fit nannies and sitters is critical to the long-term success of your childcare agency – but it’s also one of the biggest (and most costly) challenges. 

The good news? With a few small but strategic changes, you can significantly improve your recruitment and hiring processes and give your agency that all-important competitive edge.

8 hiring hacks to consistently attract, engage, and secure top-tier nannies and sitters

Whether you’re a well-established agency or scaling up your team, the following hiring hacks offer practical, results-driven methods that will help you attract top-quality candidates, speed up time-to-hire, and build a loyal network of nannies and sitters to deliver quality childcare to the families you serve. 

Let’s dive in:

1. Create detailed candidate personas

Before you launch into writing a job description for any new nanny or sitter, it’s vital to decide precisely what you’re looking for. In addition to practicalities – like role responsibilities, hours required, specific skills needed, and salary – build up a comprehensive profile that defines all the characteristics your perfect candidate would possess.

Whether you’re looking for a caregiver for a specific family or working towards building a team for a new service line – for example, backup care for corporate childcare programs or NCS placements – having a clear understanding of exactly what you need is the first step to streamlining the hiring process and will significantly improve your chances of finding the right fit faster.

2. Write effective job descriptions

Once you’re clear on exactly what you need, it’s time to create a detailed job description to pull in the right candidates (and reduce unsuitable applications).

Job descriptions are often the first introduction any potential candidate will have to your agency, so spending time getting them right is essential. You want to stand out from the crowd in your local childcare market, make an impactful impression, demonstrate what your agency has to offer, and attract only the best, high-quality nannies/sitters to your door.

Your template should include the following:

• Job title
• Job summary
• Duties and responsibilities
• Required/preferred skills, qualifications, and experience
• Salary and any additional benefits
• Agency overview, conveying your company culture
• Equal opportunities statement
• A clear call to action (CTA), for example, an ‘Apply Now’ button linking directly to your website

Once you have a basic template in place, you can, of course, zhuzh it up to reflect your childcare agency’s unique personality and style!

If you’re using childcare software like Aaniie Kids, you will be able to create the perfect job postings using a built-in generator to share with internal candidates as well as an external share link. In addition, an integrated job board will allow existing staff to directly express interest in any placements they’d like to be considered for, maximizing hiring speed and efficiency.

3. Tap into niche platforms

When it comes to attracting top-tier nanny talent, general job boards like Indeed.com often fall short. Your agency can get better traction by posting job ads on niche platforms specifically designed for childcare professionals. Specialty industry websites and local Facebook groups tailored to nannies and families are more likely to reach quality candidates with relevant experience and a serious interest in finding a reputable agency to work for. 

These platforms typically attract a concentrated pool of childcare professionals actively seeking nanny/sitter roles who understand the expectations of working in private homes.

Beyond online platforms, consider connecting with training programs for newborn care specialists (NCS), early childhood education programs, and nanny training schools. These often have job boards or alumni networks where you can post new job opportunities and reach newly certified caregivers. 

By targeting spaces where nannies are already investing in their careers, your agency can increase the chances of finding qualified and committed candidates.

4. Encourage employee referrals

Your best candidates likely know other great nannies/sitters, so leveraging your existing network of employees is an effective way to tap into a pool of suitable individuals who are more likely to be a good cultural fit for your agency. 

While you can do this through advertising any new posts internally, to guarantee success, look to offer added incentives for referrals. These can be delivered through a formal employee referral program or loyalty program for maximum effectiveness or simply by offering a referral bonus for each new position advertised.

Referral hires are 40% more likely to be retained beyond the first year than non-referral hires.

The cost-per-hire for employee referrals is lower than any other recruiting method.

82% of employers rated employee referrals above all other sources for generating the best ROI in recruiting.

Employee referrals offer a cost-effective, speedy alternative to traditional recruitment methods, tend to deliver higher-quality talent, typically result in lower turnover rates, and will help drive business growth.

5. Use pre-screening questionnaires

With clear and well-crafted job descriptions, you’ll already be saving a lot of screening time by deterring many unsuitable applicants. However, adding a short pre-screening questionnaire can elevate your hiring process by quickly identifying the most promising candidates.

Questions about availability, driving status, experience with specific age groups or special needs, or a willingness to take on additional duties (like light housekeeping or travel) will help weed out applicants who aren’t a good match before you start investing time on interviews.

To speed up your screening process further, consider using an Applicant Tracking System (ATS) like Aaniie Kids, which enables you to automate communication and background-checking solutions – helping to move qualified candidates to the top of your list, saving hours of manual selection. It also ensures you’re only spending time on nanny candidates who meet your agency’s specific standards and each family’s unique needs.

6. Offer paid trial shifts

Offering short, paid trial shifts can be a smart hiring strategy that benefits both your agency and your top nanny candidates – and is especially important for permanent nanny placements. 

Unlike unpaid trials, which can feel exploitative or discouraging, a paid trial reflects your agency’s commitment to fair treatment, shows respect for a nanny’s time and talent, and helps build trust early in the relationship.

For your agency, paid trials are also a practical way to assess real-world compatibility. You can observe how a nanny interacts with children and families before finalizing a placement, reducing the risk of mismatches and future turnover. 

It’s a small upfront investment that can lead to stronger hires, happier families, and a better reputation for your agency in the nanny community.

7. Utilize reviews and testimonials from existing employees

One of the most powerful hiring hacks for nanny agencies is collecting and sharing reviews and testimonials from current employees. 

Real stories from satisfied, engaged caregivers create immediate trust with potential hires. When prospective nannies/sitters see that your agency’s team members feel valued, respected, and supported, it gives them greater confidence that they’ll have a similarly positive experience. It’s social proof in action – and far more persuasive than a job description alone.

Reviews and testimonials can also showcase your agency’s culture and values authentically. They highlight what makes your agency different – whether that’s great communication, fair pay, development opportunities, or consistent placements. 

In addition, featuring them on your website, in job ads, and across your social media channels gives your recruitment efforts a relatable, human touch. It’s an easy win that strengthens your reputation, builds credibility, and makes the decision to apply feel like a no-brainer.

8. Provide ongoing placement support

It’s important to remember that the hiring process doesn’t end once a nanny/sitter is placed with a family. Your agency provides valuable guidance to families throughout the hiring process, but ongoing support (especially in the first 90 days) is equally important to ensure every match is a success. 

Offering post-placement check-ins, conflict resolution guidance, or even a simple onboarding resource for both families and nannies can make a huge difference. This kind of support helps both parties navigate the early stages of the relationship, building trust and setting clear expectations from day one.

Providing continued support not only boosts hiring and placement success rates but also strengthens your agency’s reputation. Families appreciate knowing they have a reliable point of contact if challenges arise, and nannies feel valued and supported in their roles. It’s a small investment of time that leads to big benefits – including better retention, increased word-of-mouth referrals, and long-term client loyalty.

Recruit and hire with confidence using Aaniie Kids

As the childcare industry evolves and the demand for nannies/sitters increases, agencies that invest in fast, efficient, and effective recruitment and hiring processes will be best positioned to secure top-tier talent and grow their business with ease.

From refining your candidate profiles and utilizing job posting generators to leveraging pre-screening questionnaires and employee referrals, any small hiring hacks your agency can implement will yield lasting results and set you apart from the competition.

Aaniie Kids offers an embedded, purpose-built ATS (Applicant Tracking System) that provides solutions for all your recruitment and hiring challenges. Aaniie’s all-inclusive childcare platform will help you streamline every step of your hiring process – from candidate intake, background screening, and document management to nanny-family matching, seamless onboarding, and automated engagement tools for every stage of the candidate journey. 

Agencies using Aaniie Kids have reduced time to fill available shifts by 5X.

Talent acquisition has never been easier, faster, or more affordable. So, if you’re ready to reduce admin, time-to-hire, and cost-per-hire ratios – and consistently secure the best talent – we’d love to show you how Aaniie Kids can help.

Contact us today or book a demo to learn more about our ATS offering and how we can revolutionize your childcare recruitment and hiring – so you can focus on what matters most: connecting great nannies with great families.