Letting someone into your home, near your children, your parents, and your belongings, is a decision that turns on one question: can you trust this person? Our answer is a checking process that runs before any candidate reaches your shortlist. This is what we verify, what we can arrange on request, and where the honest limits of any background check lie.
Identity and Aadhaar verification
Every candidate we present has had their identity confirmed against government ID and Aadhaar. This is a standard step for all placements, not an add-on. It tells us the person in the interview is the person named on the documents, and it gives us a verified name and photo on file for the household's records.
Aadhaar verification confirms identity. It does not, on its own, reveal a criminal history or past employment conduct. That is why we treat it as the first step rather than the whole check.
Local address check where available
We confirm a candidate's current local address wherever that check is possible. For someone who has lived and worked in Bangalore for years, this is usually straightforward. For a candidate who has recently moved, or whose family home is in another state, a full local address confirmation may not be available, and we will tell you that plainly rather than imply a check we could not complete.
A verified local address matters for two reasons. It gives a point of contact beyond a phone number, and it reduces the risk of a candidate who cannot be traced after placement.
Reference calls to previous employers
We speak to previous employers by phone. These calls are where the useful detail comes out: how long the candidate stayed, why they left, whether they were reliable with timings, how they handled money and keys, and how they got on with children or elderly family members if that was part of the role.
References have limits worth stating. A previous employer may give a warm review to help someone move on, or may be hard to reach. We weigh what we hear against the interview and the candidate's work history rather than treating a single call as proof. Where a candidate has worked mainly through informal arrangements with no contactable employer, we say so.
In-person interviews
Each candidate is interviewed in person before we put them forward. The interview covers practical skills for the role, spoken language and communication, comfort with the household's routine, and expectations on salary, days off, and living arrangements for live-in roles.
For a live-in maid, the interview also covers whether the candidate is genuinely comfortable staying away from their own family and living in a household full time. That fit question prevents a placement that looks fine on paper and breaks down in the first month.
For childcare, we probe specific experience. A nanny or babysitter placement gets questions about the ages they have cared for, feeding and sleep routines, and how they respond when a child is unwell or upset. General enthusiasm is easy to claim. Concrete answers about real situations are harder to fake.
Police verification and medical check-ups, on request
Two checks sit outside the standard process and can be arranged when you ask for them, at extra cost.
Police verification, through the local police station or the state's online service, adds an official record check to what we have already done. It takes time to process, so it is worth requesting early if you want it in place before the candidate starts.
A medical check-up can be arranged for households that want confirmation of fitness for the role, which is a common request for live-in staff and for anyone caring for a newborn or an elderly person. We arrange these on request rather than as a default, because many households do not ask for them and we do not want to charge for a step you did not choose.
If either check is important to you, tell us at the start. We would rather build the timeline around it than rush a placement and add checks afterwards.
The trial period
Verification tells you about a candidate's history. A trial tells you how they work in your actual home, with your routine and your family. We build in a trial so both sides can test the fit before committing.
Use the trial to watch the things that matter to you: punctuality, how they take instruction, cleanliness, patience with children or elderly members, and whether they settle into the household's rhythm. If it does not work, you tell us, and we move to a replacement.
Replacement support if a placement does not work out
Even with careful checks and a trial, a placement can fail. Someone's family circumstances change, or the working relationship does not hold. Our replacement support exists for exactly that situation, so a placement that goes wrong does not leave you starting from zero.
For live-in placements, the terms are specific. The one-time placement fee is ₹25,000 plus 18% GST, and you pay the helper's monthly salary directly to them. There is a 7-day cooling-off period, and free replacements are included on the 3-month and 11-month plans. The scope and steps of that support are worth reading in full before you decide.
What the checks can and cannot promise
No background check can guarantee future behaviour. What careful vetting does is lower the risk: it confirms identity, tests claimed experience against real references, and puts a verified person on record. When you combine that with a trial period and replacement support, you have several points at which a poor fit can be caught and corrected.
Every candidate we place is worked through by one dedicated point of contact for your household, and that person stays reachable after the placement with check-ins, so any concern reaches someone who already knows your situation. If you want police verification or a medical check-up included, say so when you first describe the role, and we will fold it into the timeline before the candidate starts.