NannyResume Example & Writing Guide (2026)

Put the specifics in the first line of every position: "Twin girls (ages 6 months to 2 years) and a boy (ages 4 to 6), 3 years." A family with a newborn is not looking for general childcare experience — they are looking for someone who has done exactly what their house needs right now, and age ranges are how they check.

Tenure is the other half. Families are hiring for stability and know that turnover is hard on young children, so a resume showing two- and three-year placements answers the question they are most anxious about. If a placement was short, give the reason inline and without drama — a family relocated, the children aged into full-day school, the role was a fixed-term summer position.

Current pediatric CPR, AED, and First Aid certification is the baseline credential, and many families will not interview without it. List the certifying body and note that it is current — American Red Cross or American Heart Association pediatric courses are the ones parents recognize. Add water safety or lifeguard certification if you will be near a pool, and infant safe sleep or safe transport training if you work with newborns.

Then address clearances directly: state that you have passed a background check, that you consent to one, and that you hold a valid license with a clean driving record. Driving is a hard requirement in most nanny roles, and families also want to know whether you will use your own insured vehicle or a family car with a car seat you can install correctly.

The structure of the job is a filter in both directions. Say plainly what you have done and what you are open to — live-in with private accommodation, live-out full time, nanny share between two families, part-time or after-school, rotating or overnight schedules, and travel with the family. A family posting a live-in role will pass over a resume that never signals willingness, and you will save yourself interviews for arrangements you do not want.

Include the hours you actually worked, not just "full time." A 50-hour week with two late evenings, or a schedule built around two parents working on-call shifts, tells a family whether you can absorb the reality of their household rather than an idealized nine-to-five. Note travel with the family, occasional overnights, and how much notice you need for schedule changes.

Specialty experience is what moves a nanny resume to the top of a pile and often changes the pay conversation. Newborn care specialist and postpartum work — feeding schedules, sleep shaping, bottle and pumping support, tracking output, working overnights while parents recover — is its own skill set, so give it its own bullets rather than folding it into general childcare.

The same applies to special needs experience. Name what you actually supported: sensory needs, autism spectrum support, feeding therapy routines, allergy and epinephrine protocols, diabetes care, or coordination with occupational, physical, and speech therapists. Families searching for that experience are searching for those exact words, and vagueness costs you the match.

Parents hire a nanny to own the children's day, so show the structure you built: morning routines and school drop-off, homework and reading support, age-appropriate activity planning, library and park outings, screen time boundaries, potty training, and consistent discipline aligned with the parents' approach. Naming a philosophy you have worked within — Montessori-influenced, positive discipline, RIE — is useful when it is true, because it tells a family whether your instincts match theirs.

For school-age charges, be concrete about academic support: which grades and subjects you helped with, reading level progress you saw, IEP or 504 meetings you attended, and how you coordinated with teachers. A family whose child is struggling in school will read that paragraph twice, and it is the kind of detail almost no competing nanny resume bothers to include.

List the household work you do as child-related — children's laundry, meal prep and packed lunches, bottle washing, toy and play area organization, tidying the children's spaces — because that is the standard scope and stating it prevents a mismatch later. If you are open to broader household management or family assistant duties, say so; if you are not, simply list what you do and let the boundary speak for itself.

For references, write "References available from all previous families" and bring a printed list to the interview rather than putting private family names, addresses, or children's full names in a document that circulates online. A written letter of reference from a former family, offered at the interview, carries more weight in nanny hiring than almost anything else on the page.