Here’s something we hear often at Seaside Nannies: “I’m a great nanny, but I freeze during interviews. I never know what to say or how much detail to give. Can you help me prepare?” After twenty years of coaching childcare professionals through the interview process across the country, we can tell you this: interview success isn’t about having perfect answers memorized. It’s about understanding what families are really asking, being genuinely yourself, and demonstrating both your expertise and your values through how you respond.
Family interviews feel different from traditional job interviews because they’re intensely personal. Families aren’t just hiring an employee. They’re inviting someone into their home, trusting that person with their children, and hoping to build a relationship that might last years. The questions they ask are designed to assess not just your skills but your personality, your values, and whether you’ll fit into their family’s unique culture and rhythm.
If you’re preparing for nanny interviews, this guide will help you understand the most common questions families ask, what they’re really trying to learn, and how to answer in ways that showcase your professionalism while staying authentic to who you are.
Tell Me About Your Background and Experience
This is almost always the first question families ask, and while it seems straightforward, many nannies struggle with how to structure their response. Families aren’t asking for your entire life story. They want to understand your relevant childcare experience, what drew you to this profession, and what makes you qualified to care for their specific children.
Start with a brief overview of how long you’ve been a professional nanny and the types of families you’ve worked with. Then highlight experience that’s particularly relevant to the position you’re interviewing for. If the family has infants and you have newborn care specialist training, mention that prominently. If they have school-age children and you’ve helped older kids with homework and activities, emphasize that experience.
Here’s an example of a strong response: “I’ve been a professional nanny for seven years, working with families across Texas. I started my career with twin infants and fell in love with the newborn stage, so I completed my newborn care specialist certification. Over the years, I’ve worked with children from birth through age ten, both as a full-time nanny and in ROTA arrangements. What I love most about this work is building long-term relationships with families and being part of children’s growth and development during their most formative years.”
Notice what this answer includes: specific experience, relevant training, age ranges you’ve worked with, and why you’re passionate about childcare. It’s concise but informative, professional but warm.
What families are really asking: Are you experienced with children like ours? Do you take your career seriously? Why should we trust you with our kids?
What’s Your Childcare Philosophy or Approach?
This question often makes nannies nervous because “philosophy” sounds formal and academic. But families aren’t looking for you to recite parenting theories you’ve memorized. They want to understand your core beliefs about how children should be treated, how you approach discipline and guidance, and whether your values align with theirs.
Think about how you actually work with children day-to-day. Are you playful and spontaneous, or more structured and routine-oriented? Do you believe children need lots of outdoor time and physical activity? Do you prioritize creative play and imagination? How do you handle conflicts between children or challenging behaviors?
A strong answer might sound like this: “I believe children thrive with consistent routines that also allow flexibility for spontaneity and play. I’m big on outdoor time whenever possible because I’ve seen how much it helps with mood, sleep, and overall development. When it comes to discipline, I focus on positive reinforcement and natural consequences rather than punishment. I try to understand what children are communicating through their behavior and address the underlying need rather than just the surface behavior. I also believe strongly in age-appropriate independence. I want to help children learn to do things for themselves rather than doing everything for them.”
This answer reveals specific beliefs, gives examples of approach, and shows thoughtfulness about child development. It’s detailed enough to be meaningful but not so prescriptive that it doesn’t leave room for adapting to the family’s preferences.
What families are really asking: Will you treat our children the way we want them treated? Do your values align with ours? Are you thoughtful about childcare or just winging it?
How Would You Handle [Specific Challenging Situation]?
Families often present hypothetical scenarios to understand how you think through problems and make decisions. Common scenarios include: a child having a tantrum in public, children fighting over toys, a child refusing to eat meals, bedtime resistance, or what you’d do if a child got hurt while in your care.
The key to answering these questions well is walking through your thought process step-by-step. Don’t just give a quick fix. Show how you’d assess the situation, what you’d consider, and how you’d respond in ways that address both the immediate issue and the underlying dynamics.
For example, if asked how you’d handle a three-year-old’s public tantrum: “First, I’d stay calm because children pick up on our energy. I’d get down to the child’s eye level and acknowledge their feelings: ‘I can see you’re really upset right now.’ If they’re safe and it’s possible, I might give them a minute to express their emotions without immediately trying to fix it. Once they’re a bit calmer, I’d try to understand what triggered the tantrum. Were they overwhelmed, tired, hungry, or frustrated about something specific? Then I’d address that underlying need while setting clear, calm boundaries about appropriate behavior. After we’d moved past the immediate situation, I’d talk with the parents about what happened, what seemed to trigger it, and how we might prevent similar situations in the future.”
This answer demonstrates emotional intelligence, understanding of child development, ability to stay calm under pressure, and commitment to communication with parents. It shows you think holistically about children’s behavior rather than just reacting to symptoms.
What families are really asking: Can you handle the hard stuff? Do you understand child development? Will you stay calm when things get challenging?
What Are Your Strengths as a Nanny?
This is your opportunity to showcase what makes you excellent at childcare, but the key is being specific rather than generic. Don’t just say “I’m patient and caring” because every nanny candidate says that. Give concrete examples of strengths and how they benefit the children you care for.
Strong answers might include: “One of my biggest strengths is creating engaging, educational activities without relying on screens. I’m always researching age-appropriate science experiments, art projects, and outdoor exploration activities. Parents have told me their children’s creativity and curiosity have grown significantly while in my care.”
Or: “I’m exceptionally organized, which means I stay on top of complex schedules, never miss appointments or activities, and maintain detailed communication logs that help parents feel connected to their children’s days even when they’re at work. Several families have told me I brought a level of structure and reliability that reduced their stress significantly.”
Or: “I’m really skilled at reading children’s emotional states and adapting my approach accordingly. Some days a child needs more structure and activity, other days they need quiet, calming time. I’m intuitive about meeting children where they are rather than forcing a predetermined plan when it’s not what they need that day.”
These answers are memorable, specific, and backed up with examples or outcomes. They help families visualize what working with you would actually be like.
What families are really asking: What makes you different from other candidates? What specific value will you bring to our family? Why should we choose you?
What Are Your Weaknesses or Areas You’re Working to Improve?
This is a tricky question because you want to be honest and self-aware without disqualifying yourself. The key is identifying a genuine area for growth while demonstrating that you’re actively working on it and it won’t prevent you from doing the job well.
Avoid answers like “I care too much” or “I’m a perfectionist” that are really strengths disguised as weaknesses. Families see through that. Also avoid anything that would be a dealbreaker for childcare work, like “I’m not great with babies” when interviewing for an infant position.
Good answers might be: “I’m still building my confidence with cooking more elaborate meals. I’m great at healthy basics and kid-friendly foods, but if you’re looking for someone who can prepare gourmet family dinners, that’s not my strongest area yet. I have been taking online cooking classes to expand my skills because I know many families value that.”
Or: “I tend to get really invested in the families I work with, which is mostly a strength, but I’ve had to work on maintaining healthy boundaries so I don’t burn out. I’ve learned to be better about protecting my off-duty time and not constantly checking my phone for messages when I’m not working.”
Or: “I’m naturally more spontaneous and creative in my approach, which kids love, but I’ve learned that I need to be more disciplined about documentation and communication logs. Some of my past families have wanted more detailed daily reports, so I’ve developed systems to make sure I’m tracking and sharing information consistently even though it doesn’t come as naturally to me as the hands-on childcare does.”
These answers show self-awareness, honesty, and commitment to growth. They’re genuine without being disqualifying.
What families are really asking: Are you self-aware? Can you be honest? Do you actively work on improving? Are there any red flags we should know about?
Why Are You Looking to Leave Your Current Position?
This question requires careful navigation because you want to be honest without speaking negatively about your current family. Even if you’re leaving a difficult situation, how you talk about it reveals a lot about your professionalism and discretion.
Never badmouth your current or former families, even if the situation was genuinely problematic. Focus on what you’re looking for in your next position rather than what was wrong with the last one.
Good answers include: “The family’s needs have changed as the children have grown older and entered full-time school. They don’t need a full-time nanny anymore, so we’ve mutually agreed it’s time for me to find a new position where I can work full-time.”
Or: “I’m seeking a position with more long-term stability. My current family is planning to relocate out of state next year, and I’d prefer to stay in Austin, so I’m looking for my next placement now rather than waiting until the last minute.”
Or: “I’ve loved working with infants and toddlers, but I’m interested in transitioning to working with older children. My current family has a newborn, and I’m looking for a position with school-age kids where I can focus on homework support, activity coordination, and the different challenges that come with older children.”
Even if you’re leaving because of issues with the family, frame it in terms of fit and what you’re looking for: “The family and I have different approaches to some aspects of childcare, and I think both they and I would be happier with someone whose philosophy aligns more closely with their preferences.”
What families are really asking: Are there red flags in your work history? Will you speak negatively about us if this placement ends? Are you reliable or do you job-hop?
What Questions Do You Have for Us?
This question often comes at the end of an interview, and how you respond matters enormously. Not having any questions suggests either that you’re not genuinely interested in the position or that you haven’t thought critically about what you need to know to decide if this is the right fit.
Always have thoughtful questions prepared. Good questions fall into several categories: understanding family dynamics and parenting style, clarifying job expectations and responsibilities, learning about schedules and logistics, and understanding communication and relationship expectations.
Strong questions include:
- “Can you walk me through what a typical weekday would look like in this position?”
- “What does your ideal nanny relationship look like? How do you envision us working together?”
- “What are your core values around discipline and how do you want me to handle challenging behaviors?”
- “How do you prefer to communicate during the day? Do you want regular photo updates, a daily summary, or something else?”
- “What happened with your previous nanny? What worked well and what would you want to be different this time?”
- “How do your children typically respond to new caregivers? What can I do to help make the transition smooth for them?”
These questions demonstrate that you’re thinking seriously about the role, care about doing it well, and want to ensure good fit on both sides.
Avoid questions about compensation, benefits, and time off in initial interviews unless the family brings them up first. Those conversations are important, but they come later in the process, typically through the agency once there’s mutual interest.
What families are really asking: Are you genuinely interested in this position? Are you thoughtful about what you need to know? Do you understand this is a two-way evaluation?
Questions About Your Schedule and Availability
Families will ask about your availability, flexibility, and willingness to accommodate various schedule needs. Be honest about your boundaries while demonstrating reasonable flexibility where you can offer it.
If a family asks about occasional evening babysitting or weekend work, it’s fine to say yes if you’re open to it, but be clear about your expectations. For example: “I’m happy to help with occasional date nights or weekend events with advance notice. I generally prefer to keep weekends for my personal time, but I can be flexible for special occasions as long as we plan ahead.”
If you have firm boundaries, state them clearly and positively: “My regular availability is Monday through Friday, eight to six. I keep my weekends protected for family time, so weekend work wouldn’t be something I could offer regularly. I’m definitely flexible about adjusting daily hours when needed with advance notice.”
Be honest about travel availability if they ask. If you love traveling with families, say so enthusiastically. If you prefer not to travel or can only do short trips, be upfront about that. Misalignment on travel expectations is a common source of problems in nanny placements, so clarity upfront prevents issues later.
What families are really asking: Will you be reliable? Are you flexible when we need it? Do our schedule needs align with your availability?
Red Flags to Watch for During Interviews
While you’re answering families’ questions, you should also be evaluating whether this is a family you want to work with. Some red flags to watch for: families who seem vague or evasive about why their last nanny left, families who talk negatively about previous nannies, families who have unrealistic expectations about what one person can accomplish, families who seem uncomfortable discussing compensation or benefits, or families who show disrespect to you or anyone else during the interview process.
Trust your instincts. If something feels off during the interview, take that seriously. The interview is your opportunity to evaluate the family just as much as they’re evaluating you.
The Seaside Nannies Difference in Interview Preparation
At Seaside Nannies, we don’t just send you into interviews cold. We prepare you for what specific families are looking for, coach you through common questions, help you understand what matters most to each family, and debrief with you after interviews to help you improve for next time.
We tailor-fit every step of our process, which means we’re thinking about how to set you up for interview success. We share insights about families’ priorities, help you highlight the experience and qualities most relevant to each position, and support you in presenting yourself authentically while showcasing your strongest professional qualities.
Never automated, never one-size-fits-all. We know that interview skills improve with practice and coaching. Whether you’re a first-time nanny or a seasoned professional who just finds interviews stressful, we’re here to help you show families who you really are and why you’d be an excellent fit for their children.
If you’re a nanny preparing for interviews, reach out to our team. We’ll help you practice, prepare, and present yourself with confidence. Your success in interviews leads to placements where you’ll thrive, and that’s what we’re committed to creating.
Whether you’re interviewing with families in Austin’s family-friendly neighborhoods, in any of our other markets, or anywhere professional childcare is valued, these fundamentals will serve you well. The questions might vary slightly, but the core of what families want to know remains consistent: Can you keep our children safe? Will you help them grow? Can we trust you? Will you fit into our family?
Master answering these questions authentically and thoughtfully, and you’ll find that interviews become opportunities to showcase who you really are rather than stressful performances where you’re trying to say what you think families want to hear.
