Yes! We often run specialized searches for private educators who are well-versed in many alternative education and childcare practices.

You may also consider candidates with a basic familiarity and appreciation for your preferred approach and then invest in a formal certification course for the ideal candidate if one is desired.

Yes! Many of our candidates are fluent in second and third languages such as Spanish, French, Mandarin, and American Sign Language. We are one of the only agencies nationwide that offers specialized searches with language and specific education requirements!

Please keep in mind that specialized searches often result in extended timelines.

Yes! This is one of our most popular requests. We have many private educators who have formal training, certifications, and/or have years of experience with children who have a range of support needs.

It’s good to begin your search at least four weeks before your ideal start date. The process can be shorter or longer depending on how responsive you are, availability of qualified candidates, and your geographic location. Our average timeline is currently 6-8 weeks.

Families who communicate clearly and quickly tend to get the fastest results. For example, your feedback during the search process is vital to ensure the candidates we screen and present are exactly what you’re looking for.

It’s also important to clearly communicate expectations and guidelines in your candidate interviews and employment agreement, create a plan for training, and provide plenty of opportunities for feedback and open communication.

We guide you the whole way through.

Each candidate has at least two interviews with our staff, including your dedicated placement manager. We also check at least three professional references and conduct an online and social media screen.

Once you’ve extended an offer of employment, your new hire will undergo a thorough background check in compliance with applicable laws:

• Criminal Background Investigation
• DMV Driving Record
• Social Security Number Verification
• Sex Offender Registry
• Civil Restraining Orders
• National Wants and Warrants
• Education Verification
• ‍TrustLine Verification (California)

We are! The nonprofit organization, Association of Premier Nanny Agencies, vets and supports nanny agencies in the United States and around the world. Since the nanny agency industry is largely unregulated, APNA members (such as Adventure Nannies) undergo a rigorous review of all documents, materials, and agreements to ensure they are operating ethically and within the law.

During the interview process, we encourage families to have a paid trial of 1 to 7 days for each candidate.

We make every effort to help you make the right hiring decision the first time around. But we also understand introducing new caretakers to your children can be stressful on all parties involved. That’s why our team stays in touch after placement to provide guidance as needed on how to preserve a good relationship with your new employee. Often, employer/educator concerns can be resolved with communication and counseling.

However, for peace of mind, we also offer a generous credit offer toward a future search if things don’t work out within the first year of employment.

Our private educator placements begin with a $5,000 launch fee, and a one-time placement fee (30% of the candidate’s annualized gross earnings).

Private educators earn at least $35 per hour, plus overtime if applicable.

You are expected to cover the nanny’s transportation costs, meals, and accommodations. Many families also provide cash or pre-purchase job-related entertainment expenses, like museum admission or movie tickets.

We recommend employers put themselves in the shoes of an employee when making these decisions. Specific benefits vary depending on the private educator’s needs and their specific placement. Common benefits include:

• paid vacation and sick time
• holiday pay
• medical, dental, and/or vision insurance coverage or healthcare stipend
• contribution to nanny’s auto insurance plan
• use of car while not working
• gas mileage stipend
• meals while working
• work cell phone
• 401K
• relocation assistance

We offer guidance on how to craft your wage and benefits package.

Your family will be the private educator’s employer, so you’re responsible for tax withholding. They cannot be a 1099 independent contractor.

We’re happy to introduce you to our expert payroll partners, HomeWork Solutions.

The candidates we work with are professionals and expect to be legally employed by your family—the same way someone working for a business would expect to be employed.

It’s becoming less and less common for families to pay domestic workers illegally (or more politely called “under the table”), as the IRS is taking more note of these infringements. Hiring a private educator illegally can often result in serious tax and legal consequences for families and also withholds vital protections for your employee, including unemployment and workers compensation benefits.

Additionally, people who are paid illegally are unable to verify their professional income and often struggle when applying for rental housing, mortgages, student loans, and auto loans.

We are always more than happy to talk to your friends and explain the risks they may be unknowingly taking on for both their family and their employee by neglecting to pay legally.