Vetting and references

Every candidate we put forward to a household has been vetted by Diane Okoro’s team, and every file carries her signature or her deputy’s before a household sees it. These are the checks we make. We make them with the candidate’s written consent, as federal and state law require, and we tell candidates what we have found if it affects our decision.

Identity and the right to work

We see original documents in person: a passport, or another document that proves identity, and proof of the right to work in the country where the position is. We record what we have seen and when. We do not put forward candidates whose documents we have not seen.

Ten years of history

We ask every candidate to account for every year of the past ten: each position, each gap and the reason for it. We confirm positions with employers, or, where an employer cannot be reached, with documents.

References by telephone

We take up at least two references, and for senior roles three, from employers the candidate has worked for directly, by telephone, ourselves. We do not accept written references alone, references from agencies, or references from friends.

Background checks

With consent, a criminal background check in every state and country in which the candidate has lived for the past ten years; for roles with children, the sex offender registries; for drivers, the driving record; and for house managers and others who will handle a household’s money, a credit check. We follow the law on what may be asked and when, and on how what we find may be used.

Certificates

We see the originals of any qualification a role depends on: pediatric first aid and CPR for nannies, food safety for chefs, the licenses security staff must hold.

The sign-off

When every check is complete, the head of vetting signs the file in the Register. A file that is not signed is not sent. The checks are repeated every three years for staff in long placements, and whenever a member of staff moves to a new household.