New Hire Request
- start your search
The Right Match Starts Here
Complete our New Hire Request form below, or get in touch to get started today!
Ready To Hire?
Connect with top candidates in as little as 3-7 days. Gain access to Old State Staffing’s exclusive database of pre-screened candidates and quickly find the right fit for your home.
No Upfront Costs
At Old State Staffing, there are no application or retainer fees. Only pay if you hire one of our candidates—no hidden costs, just straightforward hiring.
Risk-Free Hiring
If you’re not fully satisfied with your new hire within the first 90 days, we’ll fully replace them at no cost to you.
Not Ready To Hire Yet?
Not Ready Yet?
Set up an introductory meeting—we’ll get you up to speed, so when the time is right, you’ll be ready to move forward with confidence.
- Experience You Can Trust
Reasons To Partner With Us
Why Partner With Us?
Immediate Access To Top Candidates
Get access to a curated pool of highly qualified, pre-screened candidates. Our search process is built from the ground up, to be as efficient as possible—cutting down the time it takes to find the right match. Beyond that, we actively market our openings across 20+ industry-specific platforms where top talent is already searching, so your role reaches the right people, right away.
Support From Start To Finish
With decades of experience in child & family care staffing, we’re able to provide regional and national benchmarks for compensation, benefits and more. We’ll help you navigate the unique challenges that come with employing private staff, through document templates, discussing relevant employment laws, and providing professional guidance from start to finish.
Save Time & Money
With access to an exclusive database of active job seekers, as well as a wide range of local, regional and national contacts, we leverage our connections to find applicants that meet your exact qualifications. Candidates we present will be the most qualified individuals among their peers—cutting down significantly on the time, money and effort needed in a “do-it-yourself” approach.
We Handle Everything—
Research, Vetting & Negotiation
Finding a trustworthy candidate is critical. At the same time, it can be difficult to fully trust a new hire in your home, without simply “handing them the keys”. We conduct in-depth screening, assess fit, and manage all negotiations on your behalf. With our expertise, you can confidently welcome the right professional into your family life.
Most Importantly, Accountability & Professionalism
We stand by our placements with an unconditional 90-Day Satisfaction Guarantee. If a candidate doesn’t work out, we’ll find you a replacement—no questions asked. And our rigorous screening exceeds industry standards, so you’ll always know you’re only meeting the best of the best.
- FAQ: Employers
Frequently Asked Questions
Are child/family staff considered 1099 independent contractors?
In most situations, child and family staff should not be classified as 1099 independent contractors. The IRS has strict criteria for this designation. Independent contractors typically:
- Set their own schedule and fees
- Provide their own tools and environment
- Can delegate work without approval
- Are responsible for their own taxes
If you set the caregiver’s schedule, provide their work environment (your home), and direct their daily duties, they are likely a W-2 employee. Misclassification can result in fines, so it’s important to classify correctly from the start.
Can Old State Staffing handle payroll/taxes for my employee?
We are a referral agency—our role is to source, vet, and present qualified candidates to you and offer guidance throughout the hiring process. We do not provide payroll or tax filing services directly, however, we have deep experience with family staffing and can introduce you to our dedicated representative at GTM Payroll Services. GTM is the nation’s leading provider in family payroll, insurance and benefits administration.
We’ll introduce you to our dedicated payroll specialist, where you’ll receive a complimentary consultation as well as free account setup. You’ll have access to curated resources covering everything from offering healthcare stipends to maximizing tax savings, so that you know that you employing others with total confidence.
Are family workers considered exempt or non-exempt employees?
Most child and family workers—like nannies or family assistants—are classified as non-exempt under the Fair Labor Standards Act (FLSA). This means they’re entitled to overtime pay for any hours worked over 40 in a week. Certain roles, like a Family Assistant, with primarily administrative duties, may qualify as exempt if they meet all of the following:
Earn at least $684/week
Perform non-manual, administrative work
Use independent judgment in their role
Title alone doesn’t determine exemption—job duties matter most.
Is it possible to pay a non-exempt worker a salary?
Yes—as long as the compensation structure complies with FLSA overtime rules. Employers often want to simplify payroll and offer stability for both parties, and that’s possible by setting a guaranteed weekly wage based on expected hours.
For example: “$1,500/week gross, based on a $27.28 hourly rate and a 50-hour workweek. This includes 10 hours of overtime at $40.92/hour. Any hours over 50 in a week are paid additionally at that same overtime rate.”
This structure offers the appearance of a salary while staying compliant. We can help you tailor an agreement that meets both your goals and legal requirements.
Are family employers required to pay taxes?
Yes. If you’re employing someone in your home, you’re responsible for payroll taxes—just like any other employer. We can recommend cost-effective payroll services who will handle everything: withholdings, filings, and annual forms. Many providers also offer bundled services like insurance and benefits administration to simplify your role even further.
What benefits should I offer for my position?
Benefits can vary by position, hours, and your budget. We encourage you to visit our Positions page for guidance on industry-standard compensation and benefits for each role.
If you’d like help navigating healthcare, retirement savings, or other benefits for household employees, your placement specialist will walk you through these details during your consultation.
Are there any tax incentives for family employers?
Possibly. If your staff member provides childcare or senior-care, you may qualify for the Dependent Care Assistance Plan (DCAP) through your employer, allowing you to allocate up to $5,000/year tax-free for care expenses.
Alternatively, you may qualify for the Child and Dependent Care Tax Credit when you file your federal return. We can provide detailed information during our consultation to help you determine what’s best for your situation.
My employee will use their own car—what auto insurance limits should they carry?
Every situation is unique, so check with your auto insurance provider. In general, we recommend that employees using their own vehicle for work maintain liability limits of at least $250,000/$500,000. Additionally, ask your insurance provider:
Will my policy cover me in the event of a lawsuit or claim exceeding my employee’s limits?
Should I consider a personal umbrella policy for extra protection?
It’s a good idea to request written confirmation of coverage and keep it on file.
