Structured nanny matching for families. We introduce candidates based on schedule, skills, language needs, and household routines.
View fees and termsScreening ledger
Every candidate file records the same checks before a shortlist is prepared.
Updated per search
Step 1
We review each candidate’s childcare history in detail: ages cared for, length of placements, reasons for leaving, infant or school-age strengths, and any formal training such as first aid or early-years education. Applications with unexplained gaps or vague histories do not move forward.
Step 2
A recruiter conducts a structured interview covering real scenarios: settling a crying infant, handling toddler tantrums, managing screen-time rules, responding to minor injuries, and communicating with parents. We assess judgment, calmness, language ability, and how the candidate describes boundaries with employers.
Step 3
We verify identity documents and confirm the candidate’s details match their application. Where the role requires it, we also confirm relevant certificates, first-aid training, and any stated qualifications before the candidate is marked as document-checked.
Step 4
We speak directly with previous employers, not just written references. Conversations cover reliability, punctuality, how the nanny handled discipline and routines, whether duties matched the agreement, and whether the family would hire them again. Hesitation or inconsistency is treated as a signal to dig deeper or decline.
Step 5
Where legally permitted and relevant to the role, we request a criminal-record check before introduction. The scope of this check depends on the placement type and applicable Ukrainian regulations, and we tell each family exactly which checks were completed for every candidate on their shortlist.
After these stages, shortlisted candidates meet the family. Most families also use a paid trial day before making an offer.
Nothing in the screening file is hidden behind a paywall at decision time: families review the summaries before committing to interviews, and the final hiring decision always rests with the family.
After interviews, we schedule a paid trial shift — typically four to eight hours — at the candidate’s agreed hourly rate. A parent is present or nearby for the first trial. We confirm the date, scope of duties, and payment in writing before the day takes place.
We suggest families observe how the nanny greets the children, follows the existing routine rather than imposing a new one, handles meals and naps, keeps the phone away, and reports back at the end of the day. Small behaviours on a trial day predict daily reality far better than interview answers.
After the trial, we collect structured feedback from both sides. If the fit looks promising but one question remains — evening routine, school run, travel readiness — a second focused trial can be arranged before the family decides.
A trial day that doesn’t convince you is a successful outcome, not a failed one. We return to the shortlist, apply what was learned about your family’s preferences, and introduce the next candidate — under the replacement conditions explained in our terms.
Trial days are optional but strongly recommended for live-in and full-time placements.
Search calendar
Indicative timings for a standard full-time or part-time search.
2–4 weeks typical
Next step
Tell us about your schedule, your children, and the kind of support your household needs. We will define the role, complete the vetting path, and present a focused shortlist with full screening summaries. torivandeluxa.com is a recruitment and placement agency that introduces candidates to families.