Frequently Asked Questions
What is Constellation Care NW’s Process?
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We provide placements for the Greater Seattle Area-
Seattle, Shoreline, Edmonds, Lynnwood, Bothell, Kirkland, Bellevue, Redmond, Sammamish, Issaquah, Renton, and Burien.
If you are outside the listed areas, do not hesitate to reach out. We will accommodate where we can!
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We go above and beyond to vet candidates, conducting comprehensive background checks in line with the Fair Credit Reporting Act. This includes criminal, motor vehicle, social security, and work authorization clearances. All screening details are shared with your family to ensure complete transparency and peace of mind.
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We suggest you factor in 6-8 weeks from first contact to placement. There are certain steps you can take to make the process go more quickly- namely, setting up initial appointments with us and filling out paperwork, and setting aside time to meet your future caregivers.
Need a nanny ASAP? Don’t hesitate to reach out. We often have nannies in our pool that are searching for a more immediate start and if we can expedite the process, we will.
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Absolutely! That is what we are here for. All caregivers come with their own special set of skills. This is a topic of discussion for our first meeting with every client. Desiring someone trained in Montessori? Bilingual? Experienced with disabilities? Excellent skier and stoked to teach your kids? We will find the right fit for you!
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While we do not require a trial period, we absolutely encourage it prior to signing a long-term contract. This paid trial can range from a day or a week and it is an excellent way to see if a caregiver meshes well with your family.
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While we are confident that we can place an incredible caregiver with your family (we would not have onboarded you otherwise!), it is not uncommon in Seattle for a family’s plans to changerelatives stepped in, a daycare spot opened up, you found a caregiver through another avenue, etc. Please note, our search fee is non-refundable, as it covers just a small portion of the hard work we do to send amazing candidates your way.
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For short-term care, our minimum contract length is 10 weeks and is priced differently than our long-term placements. Please check out our Short-Term Care page for more info.
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Yes! We are happy to connect you with caregivers who can accommodate and thrive working unique schedules.
What are the agency’s placement fees and how is a compensation package determined?
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To start our recruitment process for long-term placements we charge a non-refundable $400 search fee. Our placement fee of $4600 is billed once you hire one of our caregivers.
Please take a look at Our Process to learn more about our pricing.
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Professional nannies in the Seattle Area charge a range of $30-42/hr, dependent on experience and job requirements. Please note, we do not place positions under $30/hr.
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This is an excellent question, as a nanny’s hourly pay does not encompass the full cost of hiring a caregiver. For household employees (New Born Care Specialists are exempt, as they are self employed), an employer must factor in taxes, payroll, back up coverage, and bonuses- all of which might run an additional 16% on top of a nanny’s gross wages. We suggest you utilize a calculator, such as GTM’s, to understand the cost.
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You should pay your nanny legally because it provides them with essential benefits like Social Security, Medicare, unemployment insurance, and the ability to build credit, while also protecting you from potential legal repercussions like tax fraud charges, penalties for not paying required taxes ("nanny tax"), and liability in case of workplace accidents if you fail to carry workers' compensation insurance for them; essentially, it's the responsible and ethical way to treat an employee while safeguarding yourself as an employer.
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The IRS qualifies nannies as household employees given the employer has a high level of control over their work, dictating not only what tasks they perform but also how they carry them out. As an employer, you must file for an EIN. It is a felony to evade employer tax contributions by having your nanny file as an independent contractor.
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While the only benefit you are required by law to offer your nanny is paid sick leave- per WA State, this is at minimum 1 hour of paid leave per 40 hours worked, we highly suggest you factor benefits into the entire compensation package; most professional nannies will not even give consideration to a position without them. Standard in Seattle are Guaranteed Hours, Paid Time Off (typically 2 weeks of your caregiver’s choice), Federal Holidays Paid Off (usually 6-10 days/year), and Health Insurance contributions. Nannies may also request educational stipends, bi-annual car detailing if required to use their vehicle for work, 401k matching, etc. Most benefits are negotiable and can be worked out in contract negotiations.
Please note, we do not consider overtime a benefit, as it is legally required for employers to pay time and a half for hours over 40/week.
What are industry standards in the Seattle Area?
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Guaranteed Hours are different than a salary (and worth noting, a live-out nanny in WA State is a non-exempt employee, and cannot be paid a salary!).
Guaranteed Hours are where a nanny is available for a set number of hours (and often a set schedule) each week, while the family guarantees payment for those specific hours. If the family should not need the nanny, the nanny can still rely on their paycheck to be consistent, as they were available to work. Hours offered to employers beyond the set number of guaranteed hours are paid extra as hourly, and OT where applicable. Some nannies may be open to shifting their hours around in a given week, but expecting hours to be made up is generally frowned upon. Again, it wasn’t the nanny’s choice that you did not need them. Lastly, but importantly, it is illegal to bank hours. Banking hours refers to requiring a caregiver to make up hours outside of the work week where those hours were not worked in order to receive payment.
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Constellation Care NW is unique in that we require all families and nannies to sign a mutually-agreed upon contract. We partner with A to Z contracts and welcome you to utilize this thorough template, or use one that works well for both you and your future caregiver. We believe a thorough contract is the hallmark for a successful nanny-parent relationship. It is our hope that all parties set clear expectations and dive into all the potential questions or scenarios that may come up during employment. While we understand that signing a contract can feel formal, this is the best way you can respect and offer protection to both yourselves and your employee. After it all is finalized, it’s always our hope is that it never needs to be referenced.
A contract should be revised after every term to encompass changes in the caregiver’s employment- not limited to rate increase, modifications to their schedule, new expectations, etc.
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Both annual cost of living and merit raises are industry standard. Employers should also note additional responsibilities added to your caregiver’s plate. Typically a COL+ Merit Raise will be around $1-2/year, while adding an additional child or shifting from a Nanny to a Family Assistant will likely be a $3-5/hr bump.
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Bonuses are an industry standard and reflective of performance. While nannies are always encouraged not to expect a bonus, as an agency we do feel employers should factor bonuses into their compensation package as they are customary in our industry and an important way to show appreciation for all the support your caregiver offers your family. For a long-term caregiver, one to two weeks pay is standard as a bonus, given either around the holidays or at the conclusion of a contract.
What is the difference between a nanny, family assistant, household manager?
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A nanny specific position is child-centered, thus taking on all care related to the child/ren, but not the family as a whole. In addition to providing nurturing and attuned care for a child, nannies assist with feeding, diapering, bathing, planning and executing developmentally appropriate activities, coordinating playdates, organization of the child’s room and play areas, and child laundry. While this list is not exhaustive, if your family is needing more in terms of household help, please look into hiring a Family Assistant.
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This role provides support to the entire family, even your pets! Tasks can include family dishes, laundry, meal prep, coordinating schedules, household organization, or running errands. A family assistant offers the flexibility to streamline your routine and ensure everything runs smoothly.
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A Household Manager generally has more responsibilities than a Family Assistant. These can include organizing schedules, making travel plans, managing other employees and contractors, making appointments, meal planning, grocery runs, gift purchasing, managing accounts, paying bills, and even event management.Typically Household Managers are not responsible for childcare.
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Yes. Hybrid roles are incredibly common. Families often desire a professional that can juggle both childcare and house work.
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Many career nannies have begun to grow their own families while staying present in the work force. While this setup is not ideal for every family due to space, scheduling, or preferences, as an agency we want to support our professional nannies with accompanying children by highlighting the benefits of such a scenario. For employers, a bonus kid is a great opportunity for increased socialization in an environment you set with a consistent caregiver you trust. Not all parents prioritize a 1:1 ratio and want their children to learn skills early such as empathy, sharing, independent play, etc.
While by no means simple, talented caregivers display their ability and skillset to balance and accommodate, still prioritizing intentional individualized care. Most have many years under their belt caring for the needs of multiple children at once.
A nanny with an accompanying child is not a nanny-share arrangement since there is only one employer. In a share situation, both sets of parents have leverage and choice for schedules, disciplines, and methodologies. There is a great deal of compromise between the two families. A nanny bringing their child along will be adhering to your preferences as the sole employer. We place nannies with accompanying children at standard market rates.
What ongoing support do you offer?
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Coming soon…
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While we take many intentional steps to ensure a caregiver will thrive with your family and be with you for the long-haul, we also understand that the nanny-parent relationship is dynamic and not comparable to other fields. We are here to support you should an issue arise and to troubleshoot and mediate if necessary. Should it be needed, our free replacement guarantee for long-term placements covers 120 days of employment, and subsequent placements are offered a 15% discount.
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We hope all of our clients and nannies never hesitate to reach out via message or phone in the event they have a simple question or a concern. We are here to support you in this journey!
Schedule an Introductory Call
Whether you’re considering hiring your first nanny or have years of experience as an employer, we’re here to support you every step of the way. Schedule a free intro call to explore your options or kick off your search with a personalized consultation.