Our Process
Let’s meet and hop on a quick call
We will determine whether we are the best agency for you based on your wants and needs, what Household Squad offers, how we work, and the structure of our placement process.
We respond within 24–48 hours of your initial outreach to schedule a consultation, learn about your household’s needs, and walk you through how we support families throughout Westchester County and surrounding areas.
Family Intake:
Understand the household, not just the job description.
Our goal is not to be transactional — we prioritize building a relationship. Once we align to partner, we conduct a detailed Family Intake (ideally in person, otherwise via Zoom) where we take the time to understand your household fully.
We learn about children’s ages, routines, parenting philosophy, lifestyle, personality compatibility, and whether your needs are long-term or short-term.
We review the full scope of your search, including (but not limited to): scheduling structure (full-time, part-time, short-term, live-in, or live-out), role type (childcare nanny, newborn care specialist, household manager, housekeeper, driver, private chef, estate manager, etc.), compensation range and benefits expectations, as well as start date and urgency.
This step ensures clarity, alignment, and a well-defined search strategy from the outset.
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Role Definition & Job Description:
Set clear expectations for both sides.
We create a formal Job Description that includes, but is not limited to, schedule structure and overtime policies, clearly outlined responsibilities (childcare, laundry, errands, homework assistance, travel, household tasks), required experience and certifications, pay range, PTO, holidays, sick time, and trial or probationary period terms.
Clear expectations protect both family and candidate and create the foundation for long-term success.
Candidate Sourcing:
Build a strong candidate pool.
We aggregate relevant candidates using multiple channels, including our internally vetted database, our trusted network of “gold” candidates, business partnerships, professional referrals, previous successful placements, daycare and school networks, and direct recruitment efforts when necessary.
This comprehensive approach allows us to reach both active and passive candidates within the Westchester household staffing market.
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Candidate Screening:
Filter for professionalism, experience, and fit.
We create an internal “long list” of approximately 10 candidates best suited for your role based on resume review, video interviews, employment history verification, and professional testimonials (including individuals who have worked closely with the candidate such as other household staff, teachers, extracurricular leaders, or supervisors).
We assess role-specific experience, confirm availability, and ensure compensation alignment before moving forward.
A Deeper Dive - Interviews & Vetting:
Reduce any risks before a family ever meets a candidate.
Through behavioral and situational questioning, discussion of childcare philosophy, scenario-based problem solving, reference checks, and employment gap review, we develop a comprehensive understanding of each candidate.
We personally speak with former employers and professional references to gain meaningful insight into reliability, judgment, professionalism, and caregiving style. These conversations help us understand how a caregiver truly performs day-to-day — not just what appears on a résumé.
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Background Checks & Compliance:
Ensure you are informed, supported, and protected.
We ensure all candidates are CPR and First Aid certified and verify all applicable certifications and credentials, including Newborn Care Specialist or Doula credentials and relevant education.
We conduct a discretionary Social Networking & Digital Footprint Review to identify any red flags related to judgment, boundaries, confidentiality, or professionalism. For roles involving transportation, we verify valid licensing and review driving history to help ensure child safety.
We offer additional screenings upon request. Our goal is to ensure safety, transparency, and peace of mind.
Candidate Presentation to Families:
Decision-making easy and informed.
Our “long list” is refined into a curated “short list” presentation of the top three candidates, which we review together via remote meeting.
Each profile includes resume, profile photo, interview insights, vetting summary, reference highlights, compensation details, start date availability, and scheduling flexibility. We provide clear comparison guidance to support confident decision-making.
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Family–Candidate Interview:
Test chemistry and alignment.
We recommend a structured interview process that may include a remote interview, in-person meeting or working interview, and trial coordination if applicable.
We coordinate scheduling, provide interview guidance and scenario suggestions, and collect feedback from both family and candidate to ensure alignment before moving forward.
Offer, Negotiation & Placement Support:
Close the hire smoothly and professionally.
We assist with offer presentation, salary and benefits negotiation, start date coordination, offer letter templates, employment agreement templates, and NDA documentation if needed.
Our goal is to ensure clarity, professionalism, and a seamless transition into employment.
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Placement Guarantee / Replacement Policy:
Reduce risk for families.
90-day replacement guarantee where Household Squad will replace the candidate one time at no additional placement fee for the same position and salary or greater.
Post-Placement Support: ensure long-term success.
We conduct formal check-ins at 30, 60, and 90 days with both family and candidate, along with ongoing informal check-ins as needed. We provide conflict mediation support, schedule or role adjustment guidance, retention coaching, and replacement assistance if necessary.
Additional add-ons such as backup care coordination, performance review support, and continuing candidate education are available.
