How to Write a Nanny Job Description That Attracts the Right Candidates

Writing a clear, detailed Nanny job description is key to attracting the right candidates for your role.  The more specific you are, the more likely you are to hear from candidates who match your needs (and less likely you are to waste time on those who don’t).

Below is a practical guide to writing a nanny job description that draws in the right candidates.

Start with a clear job title

Your title should quickly tell candidates what the role is and what type of nanny you’re looking for. Avoid titles like “Nanny needed ASAP” and aim for something more informative.

Examples:

• Full-Time Live-Out Nanny – Berkshire

• Part-Time After-School Nanny – Surrey

• Live-In Nanny/Housekeeper – Cotswolds

If the role includes housekeeping, tutoring, or travel, include that in the title too.

Introduce your family and what matters to you

A short, warm introduction helps candidates picture the household and understand your expectations. Keep it professional, but human.

Include:

• Children’s ages (and a brief note on temperament/interests if relevant)

• Your general routine (if xhildren are at school/ nursery, after schhol activities attended, differing hours in holidays)

• What you value most (calm approach, outdoor play, reliability, etc.)

Example: “We’re a friendly family with two children aged 3 and 6. We’re looking for a nurturing, organised nanny who enjoys planning age-appropriate activities and supporting a consistent routine.”

Be specific about hours, schedule, and flexibility

This is one of the biggest reasons candidates apply or don’t!! Be clear from the start, finding out at an interview that a late finish is needed every Wednesday or that you have a dog can waste everyone's time.

Include:

• Days and hours (e.g., Mon–Fri, 8am–6pm)

• Start date

• Term-time vs. school holidays

• Flexibility needed (early starts, babysitting, occasional weekends)

• Overtime requirements

List the core responsibilities (and keep them realistic)

Candidates want to know what “a normal day” looks like. Use bullet points and separate childcare duties from household duties.

Childcare responsibilities might include:

• School/nursery runs

• Planning activities and playdates

• Preparing children’s meals and snacks

• Supporting homework/reading

• Managing routines (naps, bath, bedtime if relevant)

If housekeeping is included, specify exactly what you mean:

• Children’s laundry and bedrooms

• Keeping play areas tidy

• Family laundry (only if expected)

• Light family cooking

• Errands (food shop, dry cleaning)

Avoid catch-all phrases like “general housekeeping” unless you define what that includes.

Explain the “must-haves” vs. “nice-to-haves”

This helps the right candidates self-select and prevents mismatched applications.

Must-haves (examples):

• Minimum years of nanny experience

• DBS check (or willingness to obtain one)

• Paediatric first aid (or willingness to renew)

• Ofsted registration  (or willingness to obtain)

• Driver with own car (if needed)

• Confident with a specific age group (newborns, toddlers, etc.)

Nice-to-haves (examples):

• Early years qualification

• Languages

• Travel-ready

• Confident swimmer

• Experience with twins or SEN

Include pay, benefits, and key terms (as clearly as you can)

You don’t need to publish every detail, but transparency attracts stronger candidates and reduces back-and-forth.

Include:

• Salary range (hourly or annual)

• Accommodation details (for live-in roles)

• Any perks (gym, use of car, travel opportunities)

If you’re not sure what’s competitive in your area, it’s better to say “competitive, dependent on experience” and confirm you’re open to guidance.

Describe your ideal candidate (without being too restrictive)

This is where you communicate the “fit” factor.

Examples:

• Warm, calm, and confident setting boundaries

• Proactive and organised

• Enjoys being outdoors and planning activities

• Strong communicator with parents

• Discreet and professional in a private household

Try to avoid overly broad statements like “must be fun” and focus on behaviours and strengths.

Add practical details candidates care about

These small details can make a big difference.

Consider including:

• Pets in the home

• Whether parents work from home

• Travel expectations

• Any allergies or dietary requirements

• Whether the role includes proxy parenting

• Whether the nanny will be sole charge or shared care

Finish with a clear call-to-action (and next steps)

Tell candidates exactly how to apply and what happens next. Example: “Please apply with your CV, a short introduction, and details of your availability. Shortlisted candidates will be invited to an initial call, followed by interviews and reference checks.”

If you’re working with an agency, say so, many candidates prefer roles handled professionally.

At Nanny Scout, We help families across Berkshire, Surrey, and the Cotswolds find lovely nannies and housekeepers starting with a job description that attracts the right people and sets expectations clearly from day one.