Hiring a nanny for a high-profile household is not like any other hiring decision. The person you bring into your home will have access to your children, your schedule, your property, and — unavoidably — your private life. Cutting corners on vetting is not a risk worth taking. Here is the full due diligence process EED applies to every candidate, and what you should be asking if you are ever considering a placement made outside of a specialist agency.

1. Identity Verification

This sounds obvious. It is also surprisingly often skipped. Verify the candidate’s identity against original documents — passport, not a photocopy. Confirm that the name on the passport matches the name on all qualification certificates and reference letters. Any discrepancies need explaining.

2. Enhanced DBS Check

For any candidate working with children in the UK, an Enhanced DBS (Disclosure and Barring Service) check is non-negotiable. The check must be recent — ideally within the past 12 months — or subscribed to the DBS Update Service so you can confirm it is current. Never accept a certificate from several years ago without confirming currency via the Update Service.

For candidates with any history of working overseas, request overseas police checks for every relevant country. This is more complex but essential.

3. Qualification Verification

Contact the issuing institution directly to verify any qualification certificates. PGCE and QTS certificates are verifiable through the Teaching Regulation Agency. Childcare qualifications through the awarding body. Do not rely on certificates alone — forgeries exist in this market.

4. Reference Checks — Done Properly

Two professional references are standard; for UHNW placements, three is better. The key is to speak to referees directly — not to read a written reference letter, however glowing. Written references can be fabricated or selectively positive. A conversation reveals nuance, hesitation, and — importantly — what is not said.

Ask specifically: Would you rehire this person? How did she handle a situation where she disagreed with your approach? How did she behave when she was tired or stressed? These questions produce more honest answers than “was she punctual and caring”.

5. Social Media Audit

Search the candidate’s name across major platforms. Look for public posts, photographs, and affiliations. For families where privacy is a priority, a candidate who posts extensively about her personal life may not be appropriate regardless of her professional credentials. Discuss social media expectations — and NDA requirements — explicitly in interview.

6. Trial Period

Never make a permanent offer without a paid trial period of at least 1–2 weeks. A trial allows both parties to assess fit, observe the candidate with the children in real conditions, and identify issues that no interview process can surface. EED structures all placements with a trial period as standard.

7. The Contract

A properly drafted employment contract protects both employer and employee. It should cover: duties, hours, salary, holiday, sickness, NDA and confidentiality, social media, device and data policies, notice periods, and trial period terms. Have it reviewed by an employment solicitor with household staff experience.

Using a Specialist Agency

When you place through EED, steps 1–4 are completed before any candidate is introduced. We do not present unvetted candidates. Learn more about our VIP nanny placements →