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 screen both their related experience and their complete employment history, education,  certifications, skills, location, personality, longevity, and lifestyle.  

Our phone screen and formal interview process helps us complete the candidate’s full file,  which includes:  

• Updated Resume  
• Appropriate legal identification (driver’s license or federal identification, passport, green  card, etc.) 
• Relevant certifications, ex: CPR/First Aid, COVID-19 Vaccination Record, Education
• Photo 
• 3 to 5 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. The name, location/title, phone number, date of reference completion, and the agency  representative who called the reference provider are all listed on the reference questionnaire for you.

It completely depends on the client. 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 comprehensively with a full-service pre-employment screening company to  ensure the most accurate, extensive, and up-to-date technology is used. Our background check  will bring up all misdemeanor, felony, and federal crimes, as well as check all sex offender  databases. We use the candidate’s name, date of birth, and social security numbers in all states  they have lived and worked in, to get the most extensive possible results for you. We check all 

associated addresses and conduct all appropriate driving record checks. We can also provide  drug testing upon request, and we ask that it is requested for the hired candidate when you are  starting 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 3 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 3 to 4 days.

The client is employing the candidate, not the agency. We are a referral and placement agency,  and we are facilitating this transaction. Nanny Poppins is not responsible for employees once  they are under your employ. 

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-in’s. 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