Questions, thoughts, favorite dad joke... or just need someone to talk to?

Our focus at NBN is to provide your long-term solution but we can point you in the right direction for backup care should you need it.

Even in a perfect placement, the unexpected can arise. Our 90-day replacement policy for permanent hires is there for you in that event. We will do all we can to provide a suitable replacement candidate at no additional cost should you need to terminate employment, or the nanny resigns her position.

Bespoke placement is both time and labor-intensive; therefore, a one-time, non-refundable $350 engagement fee; except for temporary hires, this engagement fee will be credited toward your placement fee.

• Live-out Placement – 15% of nanny’s gross annual earnings for long-term (3+ months).
• Live-in Placement – 20% of nanny’s gross annual earnings for long-term (3+ months).
• Temporary Hires – 20% of nanny’s gross earnings for the employment period covered (1– 3 months).
• Newborn Care – 20% of the NCP’s gross earnings for the employment period covered.

Hourly rates in NYC vary greatly based on experience, education, special skills, additional languages, and each position’s level of responsibility. Given the caliber of candidates we represent, we typically see gross hourly rates of $30-$35 + per hour.

There are some common misconceptions about what a sitter can offer and the gifts and support a great nanny will bring to your family. To better understand the differences, please see our Babysitter vs. Nanny Resource Sheet.

The nanny is your employee; therefore, you are responsible for all applicable taxes and withholdings. Nannies are paid an hourly rate and receive their compensation weekly. As the employer, you pay the nanny directly. We do not take any part of the nanny’s compensation.

If your childcare provider earns in excess of your state’s annual earnings threshold for tax withholdings, you are required by Federal law to withhold taxes by filing a W2. Not doing so puts your family at risk of serious legal implications. Let us put you in touch with our payroll partners at GTM to keep your family safe, and your nanny receiving professional legal employment.

Every family who decides to hire a nanny is responsible for any applicable tax, withholding, and reporting. Please see Tax & Payroll Services to find information on your tax obligations as a domestic employer.

Great Nannies often come our way via word of mouth referrals, many return to us as their contract term ends and they seek new employment and others we source through a variety of well-established industry resources and job boards. In the end though, wherever we meet candidates, they must all go through the exact same recruitment and evaluation process- every time!

All applicants are screened in an in-depth 3-part interview process, with 3 individual team members to gain a broad perspective of skills, professionalism, knowledge, communication, acceptance of feedback, and the desired demeanor for childcare.

We speak with and cross-reference, a minimum of 2 previous employers to assess past performance (Past performance is the best indicator of future performance). Along with public social media reviews.

We know safety is your priority; It’s ours too. Background checks verify a candidate’s identity and social security. We check National & County criminal records (up to 3 counties in the last 7 years), motor vehicle histories, and nationwide sex offender registries.

A la carte options are also available upon request such as: education verification, employment history, international criminal checks, and 5/10-panel drug screening. Ask us if there’s a check you’d like performed that you don’t see listed.

Due to NYC’s ‘Fair Chance Act’, we are no longer able to run any criminal background checks on an applicant prior to receiving a conditional offer of employment. Therefore, we run our 3rd party background checks following receipt and acceptance of a ‘conditional’ offer letter of employment.

What is mandated by law vs. what’s the industry standard? We’ll walk you through this step by step during your consultation call so you can customize a compensation package that incentivizes top talent and fits your budget. In general, nannies seek 2 weeks of annual paid vacation, sick/ personal days, major federal holidays and commuter/ travel stipends. Families sometimes offer Health Insurance packages or stipends. Talk to us about a tax-free health care reimbursement for your nanny- it’s a valuable incentive!

We are licensed by the Department of Consumer Affairs (license # 2017000-DCA) and are bonded and insured.