Finding a part-time nanny starts with knowing where to look, what to pay, and how to screen candidates properly. Whether you need someone for 15 hours a week or closer to 30, the process is similar to hiring any employee: you post the job, vet applicants, check references, and put an agreement in writing. Here’s how to do each step well.
Define the Job Before You Post It
Before you start searching, get specific about what you actually need. Part-time nanny arrangements vary widely, and candidates will self-select based on how clearly you describe the role. Write down the number of hours per week, the days and times, the ages of your children, and any duties beyond direct childcare like light meal prep, school pickup, or tidying play areas.
Think about flexibility too. Do you need the same schedule every week, or does it shift? A nanny who wants predictable hours may not be a good fit for a rotating schedule, and vice versa. Spelling this out upfront saves both sides from wasted interviews.
Where to Search for Candidates
Most families find part-time nannies through a combination of online platforms, local referrals, and nanny agencies. Each channel has trade-offs in cost, speed, and quality of candidates.
Online Platforms
Several websites and apps specialize in connecting families with childcare providers. The largest is Care.com, which operates in all 50 states and 20 countries. A free basic membership lets you browse profiles, while a paid membership ($38.95 per month, or $12.95 per month if you pay annually) unlocks messaging and background check tools. Sittercity offers similar search filters based on proximity, availability, and experience, with premium plans starting at about $94.99 for three months. UrbanSitter is especially strong in metro areas and runs $19.95 per month or $8.33 per month on an annual plan. Bambino takes a different approach, emphasizing referrals from people in your network; free members pay a per-booking fee of $2.95 to $4.95 instead of a monthly subscription.
On any platform, a detailed job posting attracts better applicants. Include the schedule, number and ages of kids, specific duties, pay range, and your neighborhood or zip code. Vague listings get vague responses.
Local Referrals and Community Networks
Word of mouth remains one of the most reliable ways to find a nanny. Ask friends, neighbors, parents at your child’s school, or members of local parenting groups (Facebook groups, Nextdoor, and neighborhood listservs all work). A referral from someone who has used the nanny firsthand is worth more than any online profile, because you’re hearing about day-to-day reliability and how the person actually interacts with kids.
Nanny Agencies
A placement agency handles sourcing, screening, and sometimes payroll for you. The convenience comes at a price, typically a one-time placement fee equal to a percentage of the nanny’s annual salary. Agencies make the most sense if you’re short on time, want pre-vetted candidates, or have specific needs like infant care or special-needs experience. For a straightforward part-time role, the online and referral routes are usually sufficient.
How Much to Pay
Part-time nanny pay varies significantly by location, number of children, duties, and the nanny’s experience. Nationally, hourly rates for part-time nannies commonly fall between roughly $17 and $30 per hour. ZipRecruiter data shows the middle range (25th to 75th percentile) translating to about $17 to $25 per hour, with top earners making over $30. In high cost-of-living areas, rates skew higher.
Factors that push pay upward include caring for multiple children, infants or toddlers (who require more hands-on attention), additional household tasks, specialized skills like fluency in a second language, and certifications such as CPR or early childhood education credentials. If you’re unsure what’s competitive in your area, browse nanny listings on Care.com or Sittercity to see what other families are offering and what candidates are requesting.
Screening and Background Checks
This person will be alone with your children, so thorough screening is not optional. A solid vetting process has three layers: interviews, reference checks, and a formal background check.
Start with a phone screen to confirm basics like availability, experience, and pay expectations. If that goes well, schedule an in-person or video interview. Ask situational questions: how they’d handle a toddler meltdown, what they’d do if a child got hurt, how they approach screen time. Watch how they interact with your kids if they’re present.
Always call at least two or three references, ideally families the nanny has worked for in a similar capacity. Ask how long the nanny worked for them, why the arrangement ended, and whether they’d hire the person again.
For the background check, you can use a service built into platforms like Care.com, or hire a third-party screening company. A standard nanny background check typically covers criminal records, sex offender registries, and identity verification. Some also include driving record checks if the nanny will be transporting your children. If you use a third-party company to compile the report, federal law (the Fair Credit Reporting Act) requires you to notify the candidate in writing and get their written permission before running the check. You must also provide them a copy of the report if you decide not to hire them based on what it contains.
Nanny Taxes: What You Owe as an Employer
When you hire a part-time nanny, you become a household employer, and that comes with tax obligations. For 2026, if you pay a household employee $3,000 or more in cash wages during the calendar year, you must withhold Social Security tax (6.2%) and Medicare tax (1.45%) from their pay, totaling 7.65%. You also owe a matching 7.65% from your own funds, bringing the combined employment tax to 15.3% of wages.
You’ll report and pay these taxes using Schedule H when you file your personal tax return. You may also need to pay federal unemployment tax (FUTA) and register for a state employer identification number depending on your state’s requirements. Payroll services like HomePay, SurePayroll, and others specialize in household employment and handle the withholding, filings, and year-end W-2 for a monthly fee, which many families find worthwhile to avoid mistakes.
Paying your nanny under the table might seem simpler, but it exposes you to penalties and back taxes, and it leaves the nanny without Social Security credits, unemployment insurance, or a verifiable income history.
Put Everything in a Written Agreement
A nanny contract protects both you and the nanny by setting clear expectations before the first day of work. The U.S. Department of Labor publishes a sample nanny employment agreement that covers the key areas. At minimum, your contract should address:
- Schedule and guaranteed hours. Specify the regular days and times. If you cancel a scheduled shift with less than a certain amount of notice (24 or 48 hours is common), state whether you’ll still pay the nanny for those hours. Guaranteed hours give the nanny income stability and make it easier to attract strong candidates for a part-time role.
- Pay rate and pay schedule. State the hourly rate, how often you’ll pay (weekly or biweekly), and the method (direct deposit, check, etc.).
- Job duties. List what’s included and what isn’t. If you expect light housekeeping related to the kids, say so. If laundry and cooking for the whole family are not part of the deal, make that clear too.
- Transportation and mileage. If the nanny drives your children to activities or school, specify whether they’ll use your car or theirs, and how you’ll handle gas or mileage reimbursement.
- Reimbursement for expenses. If the nanny buys craft supplies, snacks for an outing, or other approved items, outline how they submit receipts and how quickly you’ll reimburse them.
- Paid time off and sick days. Even part-time nannies benefit from some paid time off. State how many days per year and how they accrue.
- Trial period and termination. A two-week trial period lets both sides evaluate the fit. Include the notice period either side should give before ending the arrangement.
You don’t need a lawyer to draft this. A clear, plain-language document that both parties sign is enough. Templates from the Department of Labor or reputable nanny industry sites give you a solid starting point.
Making the Arrangement Work Long-Term
The families who keep great part-time nannies tend to do a few things consistently. They communicate schedule changes as far in advance as possible. They pay on time, every time. They treat the nanny as a professional, not as someone doing them a favor. And they check in periodically to see if the arrangement is still working for both sides.
Part-time nannies often juggle multiple families or other commitments, so respect for their time goes a long way. If your needs grow, discuss it openly rather than letting scope creep into extra unpaid hours. A nanny who feels valued and fairly compensated is far more likely to stay, saving you the cost and disruption of starting the search all over again.