The title is not the job description
Families use mother's helper to mean very different things: an extra set of hands while a parent is present, an entry-level caregiver, a household assistant, or a nanny who happens to work alongside a parent. The agency should not publish the role until those meanings are separated.
Ask who holds responsibility for the children, whether the caregiver will be left alone, which ages are involved, and what the helper must be able to do independently.
Define duties and boundaries
List childcare, child-related household work, errands, transportation, meal preparation, and general household tasks separately. If the role combines childcare with family-assistant work, say so and recruit for that level of skill.
Explain schedule, supervision, communication, and escalation expectations. A present parent does not eliminate the need for clear authority and safety procedures.
Price the actual work
Do not use the label to justify pay that is disconnected from duties, experience, market conditions, or applicable wage rules. If the family wants independent care, complex duties, or a highly experienced caregiver, the role should be presented accordingly.
Give candidates enough detail to assess fit. Clear role definitions reduce mismatched interviews, renegotiation, and early turnover.
Agency checklist
- Confirm whether a parent remains present
- Define sole-charge expectations
- Separate childcare and household duties
- Clarify authority and safety escalation
- Match experience to actual responsibility
- Present compensation for the real scope