Nanny Agency JobsYou can have substantial experience and still not be put forward for a particular nanny job. That does not make your experience worthless. It also does not, by itself, tell you why the agency has not submitted you. Start by confirming the stage, then compare this opening's stated requirements with the information the recruiter actually has.
This guide concerns one identified role before a confirmed family submission. If your question is why a registered agency never sends you opportunities, read the separate registration guide. If you have received a definite rejection, use the rejection guide to close that application accurately.
Confirm what has happened
Separate expressing interest, agency review, proposed presentation and completed submission. “I will review your application” does not confirm that your profile went to the family. Equally, an unanswered application does not establish a decision against you.
Read the actual message and the agency's instructions. If status questions are permitted, ask whether your application remains under review or whether the agency has decided not to present you for this role. You need that distinction before asking about a decision that may not have been made.
Adventure Nannies describes reviewing applications for specific jobs and re-evaluating candidates at each screening stage. This is its own process, not a universal agency rule or an explanation of your result.
Audit the role, not your worth
Use this original NAJ checklist with the current brief and your submitted materials. The purpose is to find a concrete question, not to score your value as a nanny.
- Schedule: Do my documented days, hours and start date cover the stated requirement?
- Location: Have I clearly described the commute or relocation I can actually undertake?
- Relevant experience: Does my application show the requested ages, duties or working arrangement with truthful examples?
- Required evidence: Have I supplied the requested information through the proper channel, or is an item outstanding?
- Boundaries: Is anything described as essential incompatible with work I can accept?
- Unclear wording: Which requirement needs a factual answer before either side can assess the match?
Keep “required,” “preferred” and “unclear” separate. If the posting calls a qualification preferred, do not silently convert it into a mandatory barrier. If a recruiter identifies a new requirement, ask whether the brief has changed and reassess the role on that basis.
A missing detail and missing experience are different. You can add an accurate example omitted from your résumé. You cannot solve an actual availability conflict by describing yourself as flexible when you are not.
Separate evidence from explanations
Make two private lines: what I can verify, and what I am wondering. “My profile lists a September start; I can now start in August” belongs on the first. “The recruiter thinks I am too expensive” belongs on the second unless the recruiter has actually said something supporting it.
Possible unresolved issues include an incomplete review, a requirement that needs clarification or a relevant detail missing from your materials. These are questions to investigate, not claims about what usually happens. Do not assign a hidden motive to a recruiter or family to fill the silence.
You can still judge the communication you receive. If a promised update was missed, name that specific commitment. If an answer contradicts the published brief, ask about the discrepancy. Being careful with evidence does not require accepting vague or dismissive treatment.
Ask one role-specific question
Use the designated contact and respect any stated limits on status enquiries. Keep your message focused on this opening and one useful correction or question. Sending a longer résumé repeatedly will not clarify what decision remains outstanding.
Invented example — adaptable message: “Hi Morgan, I am checking my application for role N42. Could you confirm whether it is still under agency review or whether you have decided not to submit me? The brief requests school-age experience; my application lists two years with children aged six and nine. If that detail needs clarifying, please let me know the appropriate way to update it. Thank you, Alex.”
Adapt the facts and omit anything already answered. The message asks about status and relevant evidence; it does not demand submission or suggest that meeting the listed requirements guarantees an introduction.
Choose your next step
If the agency identifies an accurate, relevant gap, decide whether it is something you can clarify or a genuine mismatch. If it confirms no submission, record that outcome for this role without expanding it into agency-wide rejection.
If no explanation is available, leave the reason unknown. Keep your search moving within your actual commitments. You can decide how much effort to invest in a relationship based on its usefulness and communication, without having to prove what another person thinks of you.
Sources
Adventure Nannies: Candidate Process, checked October 28, 2026. The named example describes that provider only. The audit, evidence distinction and invented message are original NAJ practical guidance.