The candidates find us through our website, referrals, job listings, and weekly emails sent out from our database. Our jobs are sponsored on all major job boards and are also listed on our own social media platforms. We also attract many candidates directly due to our longstanding reputation.

We screen their related experience and their complete employment history, education, certifications, skills, location, personality, longevity, and lifestyle. Our phone screen and formal interview process help us complete the candidate’s full file, which includes:  

• Updated resume  
• Appropriate legal identification (driver’s license or federal identification, passport, green card, and so on) 
• Relevant certifications
• Photo
• Three to five professional references

We use a formal reference questionnaire during a direct phone call with each former employer or colleague to document their experience with the candidate in question-and-answer form. If any candidate provides us with letters of recommendation, we verify those as well.

Yes, we will provide all the information you need to call the references. This includes:

• Name
• Location
• Title
• Phone number
• Date of reference completion
• Agency representative who called the provider

It completely depends on the clients. As part of our services, our qualified recruitment assistants are verifying and calling references for you. You may call the references yourself as well. It’s completely up to your discretion.

Yes, we work with a full-service pre-employment screening company. This can ensure that the most accurate, up-to-date, and extensive technology is used. With our checks, we will bring up all misdemeanor, felony, and federal crimes. We will also check all sex offender databases. We complete our checks with the candidate’s name, date of birth, and social security numbers in all states where they have lived and worked to get the most extensive possible results for you. We will also check all associated addresses and complete all appropriate checks for driving records. Drug testing is available upon request. We request that you let us know you want this when we start your search.

Yes. We send them directly to you via email. 

We run them when an offer letter has been signed by the candidate and client. The offer letter is contingent upon the results of the background check.

We want them as up-to-date as possible. Not every candidate we interview and reference is placed, and some are not placed immediately. Each completed background check is legally only good for three months before it would have to be run again. 

This completely depends on how many states and counties that the hired candidate has lived in and the reporting courts in those areas. Some state searches will take 48 hours or less. Each court operates differently, but most will report back within three to four days. Yes, we specifically run them on your behalf so we can provide them to you legally.

By law, most are considered W2 employees. We often refer clients to GTM Associates for their payroll needs. Upon request, your account manager or a member of our management team is happy to forward you their contact information or introduce you via email.  

Note: We do not monitor how you pay your staff. We give you the resources and tools to make educated decisions. We are a referral and placement agency. We recommend taking worker’s compensation seriously.

Not generally, no. Given the flexibility that most live-in domestic employees provide, they often charge a higher rate than a live-out nanny. They do not view this work as an exchange, This is their career. 

We do not place exchanges. Someone always feels like they are doing more. We place professional live-ins. This means we are not placing people who need a place to live.

Most live-in candidates dedicate their lives to the family, give them more flexibility, work longer hours, and travel with the family. We fill your job description, and we are here to meet your needs.  Some candidates stick to one role (ex: nanny, housekeeper, chef), and some will have a more flexible role (ex: house managers, family assistants, butlers). When you are speaking with a representative of the agency about registering with us, make sure you are telling us your exact needs, as well as updating us with any changes to your family culture and search. 

No, but many clients prefer to provide a car to: 

• Ensure safe transportation of their children or family members 
• Avoid liability  
• As a benefit and incentive for the position  
• The candidate can avoid wear and tear on their own vehicle 
• The candidate may need a larger vehicle in order to transport the client’s children or family members