Our Services Overview

Families have many great options when finding care for their children.  We often help families that don't have the time to meet and screen numerous candidates on their own.  Many families come to us after striking out on their own through online platforms or social media.  To learn more about why families choose an agency, and specifically The Nanny Connection, click HERE.

We started in Hudson, Ohio in 2004 and continue to call NEO our home base.  We offer full coverage of all services in the Cleveland, Akron and Canton areas, where our strongest pool of nannies and sitters reside.   We also have a pool of sitters for back-up care coverage in Cincinnati, Ohio.  We've placed full and part time nannies all through Ohio, Kentucky and Indiana, so we are not limited by where we can help long term families domestically, only where we can staff babysitters.   Don't hesitate to contact us if you have questions.

Regardless of the name given, all caregivers have the responsibility to provide safe, healthy and reliable child care.  

Generally, babysitters care for children of any age who are in need of supervision for a short time frames on an occasional basis. Their main tasks are making sure that the children are safe, fed, clothed, and maybe even put to bed. 

In addition to the above basic responsibilities, a Nanny is invested in a child's development and engagement as a parent would be, and generally comes with more in home and/or long term child care experience.  They will create daily schedules and activities to help nurture the child(ren)'s development.  Typical responsibilities start at planning and carrying out a variety of indoor and outdoor activities, meal preparation, light housekeeping, laundry, homework and driving to community activities. 

Each situation is unique, we cannot guarantee an exact time frame.   Our average time frame can last 3-6 weeks after finalizing your search parameters.

Some factors that influence the time to place a nanny are:  Location, number of available candidates, and the response time from a family after presenting candidates.

The Nanny Connection has been serving Northeast Ohio since 2004 and has developed a large pool of nannies in our network.  We have a very strong internal referral network that we use to find our nannies, in addition to posting our open positions on our website, social media, and other online outlets to find the best quality nannies available.  All job postings keep the family's information confidential outside of the children's ages and specific needs/responsibilities of the position. 

We do not sacrifice quality or integrity in vetting the nannies that work with us and our families.  In addition to an extensive formal application and interview, each candidate must be over 18, able to legally work in the US, and have a valid driver's license.  The Nanny Connection will obtain feedback from at least 3 past childcare references, check motor vehicle history, and perform a detailed criminal background check (national/state/county criminal search, alias name search, address history, social security verification, and sex-offender database). 

Please consult with our placement coordinator for specifics depending on your requirements.  Most nanny positions start between $25-$35/hr.  If the nanny/sitter is asked to transport your children or run errands with their vehicle, they should be reimbursed for vehicle mileage and/or parking.  You also may want to consider other benefits to help attract and retain the best quality individuals for your position.  Such benefits could include perks like paid vacation, paid sick and vacation days, health benefits or health stipend, and annual performance and salary reviews.   .

Our occasional/ on call babysitter rate is minimum $18/hr, but may vary based on the number of children or other factors.

Your budget and special requirements will dictate the tasks for your long-term nanny.  It is common for long term nannies to help with daily maintenance, housekeeping, children's laundry, homework, and light meal preparation.  You may have other requirements such as more detailed cleaning, family laundry, or special needs, and we can help find the right fit for you. (contact for more info on additional responsibility options.)

Our occasional babysitters are not expected to perform such duties.  Please consult our placement coordinator for additional details. 

You will find our fees are reasonable and competitive to secure safe and reliable childcare for you.   You can find our complete listing of fees HERE.

Some families find that offering health insurance stipend or reimbursement can be a great incentive to attract and retain a great candidate.  Learn more about this option HERE. 

Benefits like paid vacations, holidays, and sick days are commonly offered to long-term nannies caring for your children (often after an initial probationary period).  Your budget and special requirements of your family may want to offer additional perks to help attract and retain the very best for your family.    All time off payments should be agreed upon by the employer and employee prior to hiring, and should be clearly defined in both the work agreement and employee handbook.  

Yes. As a household employer, if you pay cash wages of $2,800 (2025) or more to your employee, you must withhold Social Security and Medicare taxes.  If income and employer taxes are not withheld throughout the year, your nanny (and you) will be responsible for paying them at the end of the year. If you pay above established government required threshold or more per quarter to a household employee, you must pay federal unemployment tax. 

According to IRS Publication 926, employers must withhold taxes if their employee earns more than $2800 (2025) Gross. It is each individual employer’s responsibility to withhold taxes according to this. GTM strongly recommends that you review the tax laws regarding household employment. 

By not paying payroll taxes, the employer risks being investigated by the IRS which could result in hefty fines of $25,000-$100,000, penalties, and potential jail time. They will also be responsible for the payment of all back employment taxes, interest, penalties, and will not be eligible for tax breaks like the Dependent Care Assistance Program or the Child Tax Credit. Additionally, if you are in a state that requires workers’ compensation insurance and you do not pay taxes, you cannot obtain the insurance and as a result, if your nanny becomes injured on the job you could be responsible for her lost wages and medical expenses. Paying taxes for your household employee allows you to take advantage of a flexible-spending plan by using their salary as a qualifying expense. 

No. There are specific differences between an employee and an independent contractor. An employee is a person who takes instruction from the employer, has a schedule set by the employer, and uses tools and equipment provided by the employer. An independent contractor is a person who works under their own conditions, sets their own schedule, and uses their own supplies. Most nannies who work in an employer’s home, whether it be on a temporary or full-time basis, are considered household employees, not independent contractors, because they work under the family’s control and have their schedule and pay set by the family. In the past, the IRS has made determinations that caregivers are considered employees and it is illegal for a family to treat them as independent contractors. 

No, it is illegal to pay your household employee on your business payroll. A household employee is an employee in your home, not your business and therefore would not qualify you to take the tax deductions which you would be allowed to take with a traditional business employee.  In most cases, federal household employment taxes must be paid on the employer’s personal federal income tax return, either annually or quarterly.  The only exception to reporting federal household employment taxes on the employer’s personal federal income tax return is if they are a sole proprietor or if their home is on a farm operated for profit.  In either of these cases, the employer may opt to include federal household employment taxes with their federal employment tax deposits or other payments for the business or farm employees. For more information, refer to IRS Publication 926 

It’s always best to talk in terms of Gross pay for several reasons:
Your employer taxes are based on top of the gross wages, making budgeting easier
Tax tables change on average once a year, so there is no guarantee that the net that you agree on with the employee will remain the same.  Overall, it is less costly for you to speak in terms of gross pay because your employee’s taxes are deducted from the gross wages rather than being added on top of the net. 

We highly recommend creating a work agreement in order to document the requirements of the position. A work agreement establishes a clear understanding between the employer and employee regarding the employee’s duties and responsibilities, and all that is expected from both. Lack of a work agreement can contribute to confusion, dissatisfaction, and a high turnover rate. The Nanny Connection can assist you in the development of the work agreement. 

Our agency may ask your preference, but we will always respect your wishes on allowing a caregiver to bring her children.   Our standard is "No," unless you ask for this option as a family.  Click HERE for more information on allowing a nanny to bring their own child.

Most states require household employers to carry a workers’ compensation policy depending on whether your employee works part-time or full-time. This type of policy will provide compensation to an employee who is injured on the job. Even if your state does not require it, GTM strongly advises you to obtain coverage for your employee. GTM Employment Benefits, LLC is a licensed insurance brokerage that specializes in setting up workers’ compensation policies for household employers. Contact GTM Employment Benefits at (800) 432-7972 x 7213 or HERE to explore your options and see if GTM can help you in obtaining this policy. 

 There are two main tax breaks that can offset your employer tax costs. If you are legally employing someone in your home (paying “on the books”), you will be able to take advantage of one of the two following tax breaks:

Dependent Care Assistance Program (DCAP) – Most companies provide this benefit and allow employees to contribute up to $5000 of pre-tax earnings to a Dependent Care account. You would then be reimbursed these tax-free funds to cover childcare expenses.

Child and Dependent Care Tax Credit
– For those who don’t have access to a Dependent Care Account, you can claim the Child and Dependent Care Tax Credit (Form 2441) on your personal income tax return at year-end. You can claim up to $3,000 of the un-reimbursed qualifying child care expenses paid in a year for one qualifying individual, or $6,000 for two or more qualifying individuals. The credit can be anywhere from 20% to 35% of your qualifying expenses.

As the employer, it is your responsibility to provide an I-9 form to your employee within 3 days of hiring. It is also your responsibility to review the documents received from your employee to ensure they are valid and not expired. If your employee is unable to provide the documents needed to support the proof of their work authorization legally, you should not hire them. If you are unsure of the eligibility of your employee, you can always verify the information they have provided using the E-Verify program at www.uscis.gov. 

If your family or business is ready to sign up for one of our Nanny or babysitting services, please contact us HERE.

If you would like to become a Nanny or sitter, please click HERE.