Structured nanny matching for families. We introduce candidates based on schedule, skills, language needs, and household routines.
View fees and termsMatching ledger
We prepare a focused shortlist by reviewing the role before we present candidates.
Reviewed with families
This structure helps families compare candidates on schedule fit, childcare experience, household expectations, and communication style before moving into direct hiring discussions.
We clarify hours, start time, evening coverage, travel expectations, school runs, weekend needs, and whether the role is full-time, part-time, temporary, live-in, or live-out.
We define the children’s ages, daily routines, nap structure, learning support, outdoor time, meal preparation, and where the family needs confidence, consistency, or specialist experience.
We note required qualifications, infant care experience, bilingual ability, first-aid knowledge, confidence with multiple children, and any household expectations that affect practical fit.
Some families want a highly structured routine. Others prefer flexibility, travel readiness, or calm support around changing work schedules. We record those preferences before we approach candidates.
The brief also sets the screening standard. Depending on the role and legal scope, that may include recruiter interviews, identity checks, reference checks, and criminal-record checks before candidates are presented.
This role definition stage helps keep the search precise, the shortlist relevant, and the introduction process clear for both families and candidates. For a broader view of the method, see why structured matching matters.
Broad database search
Criteria-led shortlisting
Why families use this method
A structured brief reduces avoidable interviews and keeps attention on candidates who suit the actual home, not a generic job title.
We confirm schedule, duties, children’s ages, travel expectations, language needs, and household routines before presenting candidates. Families receive clear updates on timing, interview stages, and next decisions.
Matching is based on practical fit, not broad database browsing. We compare availability, childcare experience, infant or school-age strengths, household style, and comfort with the family’s pace and expectations.
Candidate review may include recruiter interviews, identity checks, reference checks, and criminal-record checks where legally permitted and relevant to the role. We describe the screening scope used for each search.
www.torivandeluxa.com is a recruitment and placement agency that introduces candidates to families. The agency is not automatically the direct employer, and final employment terms are agreed between the hiring family and the selected candidate.
Before a family proceeds with a serious search, we explain consultation fees, placement fees, replacement conditions, cancellation terms, and refund eligibility in straightforward language.
Review how these standards connect to role definition and the next consultation step.
Next step
We define the role first, then build a focused shortlist around schedule, skills, language needs, and family routines. www.torivandeluxa.com is a recruitment and placement agency that introduces candidates to families. Review the service scope and pricing, then contact us to discuss practical fit.