Face-to-face interviews
We interview every candidate before a family sees their CV and meet in person where possible. The conversation covers private household experience, working preferences, duties, confidentiality and practical examples of how the person organises their work. We discuss the actual brief rather than treating a title or a polished CV as proof of suitability.
For a combined role, we explore how the candidate prioritises competing responsibilities. A housekeeper-cook may need to balance meals and laundry; a nanny-housekeeper must give proper attention to children when responsible for them. We ask about the candidate’s expectations too, so that the proposed hours, location and reporting arrangement are understood on both sides.
References taken personally from private households
We take references personally from previous private households before presenting a candidate’s CV. We discuss the person’s responsibilities and working relationship, rather than relying only on a short written endorsement. The purpose is to understand relevant experience, continuity and the circumstances of earlier appointments.
References are handled discreetly and with appropriate permission. Families should still interview shortlisted candidates and consider the match to their own home. A reference is useful evidence, not a promise that every household will have the same experience. We ask candidates not to include confidential details about former families unnecessarily in a public CV or message.
Right-to-work checks
We check a candidate’s right to work before introduction. The employing household must also complete the prescribed right-to-work procedure before employment starts, using the permitted method appropriate to the candidate. Agency assessment does not remove the employer’s legal responsibilities or create a statutory excuse on the employer’s behalf.
Checks should be applied consistently and without discrimination. Where permission is time-limited, repeat checks may be necessary. GOV.UK provides the authoritative guidance for employers, including online and document-check routes. We discuss practical requirements with candidates and families, but individual immigration or employment questions should be put to a qualified adviser.
DBS checked household candidates
Housekeepers, house managers, butlers and private PAs are DBS checked before a family sees their CV. We assess the legally appropriate level for the role; working in a private home does not by itself mean that every type of check is available. A DBS result is one part of recruitment assessment, not a guarantee of safety or suitability.
Only nanny-housekeeper roles whose childcare duties make them eligible are described in relation to Enhanced DBS. The actual duties and statutory eligibility determine the level, including whether a barred-list check is permitted. We discuss the outcome and relevant practical considerations honestly rather than using a generic label as a substitute for proper assessment.
Nanny-housekeeper childcare and paediatric first aid
For nanny-housekeeper appointments we review the childcare responsibilities, children’s ages, school routines and appropriate paediatric first aid. The division between childcare and housekeeping must be workable. If the person is responsible for children, supervision comes first and household tasks should be arranged around that responsibility.
Families should provide clear emergency contacts, allergy information and agreed procedures for school collection, transport and medication where relevant. We do not extend this service to maternity nursing or personal care. Enhanced DBS wording is limited to eligible childcare duties, not housekeeping-only roles or assumptions based on a job title.
Identity and employment history
We discuss identity and employment history alongside the interview, references and right-to-work checks. Dates, responsibilities and reasons for leaving help us understand relevant household experience. If information is incomplete, it should be clarified rather than presented to a family as an established fact.
A detailed employment history is particularly useful when a role calls for independent work, wardrobe care, cooking or managing other staff. We explore the scope of previous responsibilities and ask for practical examples. Candidates should describe what they personally did and avoid naming private principals or sharing confidential household information without permission.
Skills and trial-day guidance
A practical trial can help a family and candidate assess the agreed work, but it should have a defined purpose, sensible duration and clear arrangements. Discuss tasks, supervision, confidentiality and payment before it begins. Minimum-wage requirements may apply when someone is doing work as a worker; calling work a trial does not automatically make it unpaid.
Provide safe products, equipment and instructions. Never use a trial as a substitute for specialist training or an extended period of ordinary unpaid work. Give feedback about the actual brief and allow the candidate to ask questions about the household. The offer and employment terms should accurately reflect any change agreed after the trial.
What this means for your family
Before you receive a CV, the candidate has been interviewed, personally reference-checked, right-to-work checked and DBS checked. We combine those steps with a detailed household brief and send a suitable shortlist, typically within five working days. Your interviews and hiring decision remain essential parts of finding the right match.
We keep the process discreet, explain fees clearly and meet families and candidates in person where possible. Use the role pages to explore different appointments, then register your vacancy with the duties, location, hours and salary budget. Our approach is designed to support informed decisions without promising that any check can eliminate every risk.
Frequently asked questions
Are all housekeepers Enhanced DBS checked?
No. Housekeepers are DBS checked using the legally appropriate level for their role. Enhanced DBS is mentioned only for nanny-housekeeper appointments whose childcare duties make the role eligible. A private household address or a combined job title does not automatically establish eligibility.
Do you speak to previous employers?
Yes. References are taken personally from previous private households before a family sees a candidate’s CV. We explore the responsibilities and working relationship discreetly. References support our assessment, but the hiring family should still interview candidates and consider the fit to its own home.
Do you interview every candidate?
Yes. Every candidate is interviewed before introduction, and we meet in person where possible. The discussion covers relevant work, preferences, confidentiality and practical examples. We assess the person against the detailed household brief, not simply the title printed on a CV.
Does the family need its own right-to-work check?
Yes. The employing household must follow the prescribed right-to-work procedure before employment starts. Agency checks do not replace that responsibility. The appropriate route and any repeat-check requirements depend on the candidate’s circumstances; consult current GOV.UK guidance and professional advice where needed.
Can a trial day be unpaid?
It is not automatically unpaid just because it is called a trial. Minimum-wage rules can apply where someone is doing work as a worker. Agree the purpose, tasks, duration and payment beforehand, and seek professional advice about the arrangement rather than assuming a trial is exempt.