FAQ - Frequently Asked Questions
We’ve gathered some of the most common questions to help both nurseries and early years professionals better understand our services and how we can support you, whether you’re growing your team or your career.
If your question isn’t covered below, feel free to reach out via email or our contact form, whichever is more convenient for you.
Email: info@pandaearlyyears.com or Call us: 07763 709879
For Nurseries
Because we’ve stood where you are. Panda is founded by qualified Early Years professionals who truly understand what it takes to succeed in this sector. We offer no upfront fees, a generous 100-day guarantee with refund or replacement options, and a transparent, flexible approach—because your needs always come first. Visit our Recruitment Services page for a full overview of what’s included in our recruitment package
No. At Panda, we believe in transparency and flexibility — your fee is only due once a candidate has accepted your offer. Payment is required within 7 days of receiving the invoice. Read our Fees page to know more about fees & Discounts.
At Panda Early Years Recruitment, we offer clear and competitive pricing. For permanent placements, we charge a flat 9% fee based on the candidate’s first annual salary—regardless of the role. For fixed-term placements, we offer flat fees:
• 1–2 months: £800
• 3–6 months: £1,200
• 7–12 months: £1,600
Our pricing is transparent from the start, with no hidden costs. Read our Fees Page to know more.
At Panda Early Years Recruitment, we manage a full-cycle recruitment process tailored specifically for early years settings—taking care of every step so you can focus on running your nursery. Here’s how we work:
Understanding Your Needs
We begin by listening. We learn about your nursery, the role, and what makes the ideal candidate in terms of qualifications, experience, and personality.
Sourcing Top Talent
We write and promote compelling job adverts across trusted job boards, our networks, and social channels. We also reach out to quality candidates directly through our growing database and referrals.
Screening & Pre-Vetting
We carefully review applications and conduct in-depth interviews, including verbal pre-vetting for DBS, right to work, qualifications, and suitability.
Shortlisting & Selection
We present a shortlist of the most suitable candidates, along with CVs and insights from the pre-interview stage, so you can make an informed decision. We also coordinate interviews with the candidates you choose.
Offer & Compliance
Once you’ve selected a candidate, we assist with the offer stage—communicating your proposed terms to the candidate and supporting the negotiation process to ensure clarity on both sides. If you prefer, you’re also welcome to handle this stage directly. After acceptance, we collect, verify, and deliver a complete compliance pack—including proof of DBS or Update Service code, ID, address, qualifications, and two written references—giving you full safeguarding reassurance before the candidate’s start date.
Ongoing Support
We stay in touch throughout, assisting with any final steps and ensuring a smooth transition. Because your success is our priority.
Explore our Recruitment Services page for complete details about our full recruitment package.
In the unlikely event that a placement doesn’t work out, we offer one of the most competitive guarantees in the sector—100 days of cover with the option to choose between a replacement or a refund.
If you opt for a refund, our 14-week rebate policy applies as follows:
0–1 week: 100%
2–4 weeks: 70%
5–7 weeks: 50%
8–11 weeks: 25%
12–14 weeks: 10%
For full details, please refer to our Terms & Conditions.
We provide a tailored shortlist of the most suitable candidates based on your specific needs and job brief. You’ll receive each candidate’s CV, insights from our pre-interview, and any relevant initial documentation to help you make an informed decision. Once a candidate accepts your offer, we then provide you with a complete compliance pack containing all collected and verified documents.
At the moment, Panda Early Years Recruitment does not provide emergency or temporary cover. We specialize in permanent and fixed-term placements, ensuring long-term quality and consistency for early years settings. However, as we continue to grow, expanding into temporary staffing solutions is something we may consider in the future.
Yes. Once a candidate accepts your offer, we collect and verify all required documentation—including their DBS certificate or Update Service check code, proof of ID and address, childcare qualifications, and safeguarding/first aid certificates—and deliver a full compliance pack to you before their start date.
We conduct thorough pre-interviews to verbally confirm the candidate’s DBS status, right to work in the UK, childcare qualifications, and recent work experience. We also check for gaps in employment and any potential safeguarding concerns in line with safer recruitment best practices.
Absolutely. We ensure that all candidates have up-to-date paediatric first aid and safeguarding training. If not, we inform you at the point of introduction so you can decide how to proceed or if training is required upon hiring.
Yes. We collect two written references from each candidate’s most recent professional experiences working with children. These are included in the compliance pack shared with your nursery before the placement begins. However, if you prefer to use your own reference form and carry out this step internally, we’re happy to accommodate your process.
If a candidate does not have a valid Enhanced DBS on the Update Service, it is the nursery’s responsibility to apply for a new DBS certificate as their future employer. We will assist by making the process smooth and providing all necessary details.
Each compliance pack includes:
Proof of right to work in the UK
DBS certificate or Update Service check code
Proof of ID and address
Copies of childcare qualifications and relevant training
Up-to-date paediatric first aid and safeguarding certificates
Two written professional references
All documents are verified before sharing with you for full peace of mind.
Timing can vary depending on the role and your nursery’s size, but here are helpful benchmarks to guide your planning:
Entry-level roles (e.g. Level 3 Nursery Practitioner): typically filled in 3–6 weeks (around 18 working days)
Managers and leadership positions often take longer—up to 6–8 weeks, reflecting the need for careful vetting.
Across the UK Early Years and education sector, the average time to fill a vacancy is roughly 4–6 weeks .
At Panda, we focus on delivering high-quality candidates quickly—while ensuring thorough assessments and compliance checks. Our streamlined process is tailored to achieve both speed and reliability, helping you fill roles efficiently without cutting corners.
At Panda Early Years Recruitment, we believe in transparency and building trust from the very beginning—because your time matters. You can read our full Terms & Conditions at any time to understand our process, responsibilities, and what to expect before you even get in touch.
For Candidates
A couple of days before your interview, we’ll get in touch to help you feel confident and well-prepared. We’ll offer tailored guidance to boost your knowledge around EYFS, safeguarding, and planning if needed. We’ll also take the time to go over any concerns or questions you may have—your peace of mind matters.
An Enhanced DBS (Disclosure and Barring Service) check is a legal requirement for working with children in the UK. It shows any criminal convictions, cautions, or warnings, and ensures you are suitable to work in settings involving vulnerable groups, like children. It’s essential for safeguarding and building trust with employers and families.
Yes, you can—if the nursery agrees, they can arrange for you to complete these trainings while on the job. However, having these qualifications in advance can strengthen your application and make you more competitive.
By uploading your CV with us, you gain access to personal support and guidance throughout your job search. We take the time to understand your goals and match you with suitable opportunities, offering help before and after your interview so you feel fully supported at every stage.
Submit your CV to be considered for upcoming opportunities.
Nurseries hire both unqualified and qualified professionals. Roles like nursery assistants, lunch cover, or bank staff often don’t require formal qualifications. For permanent roles and those included in ratio, having a Level 2 or Level 3 qualification in Early Years is typically required.
Once we receive your CV, we’ll contact you to talk about your career goals and share our current opportunities. If you’re selected for an interview, we’ll support you every step of the way—before and after. Upload your CV today and take the next step toward getting hired.
Yes, our professional services require upfront payment. Once you contact us and we schedule your session for a specific date, the service fee becomes due. We’ll ensure everything is arranged smoothly and clearly from the beginning.
Don’t worry—you can still be considered for roles, even if you don’t currently have an Enhanced DBS. In many cases, nurseries are happy to apply for one on your behalf once they’ve made you an offer. Often, this happens while you’re already starting in your role under supervised conditions, depending on the setting’s policies.
An Enhanced DBS check usually takes around 14 working days to be processed, though it can sometimes arrive sooner.
Unfortunately, a Basic DBS is not sufficient for working in a nursery or any setting involving children. To work in early years, you are legally required to hold an Enhanced DBS check that includes the children’s barred list. However, there’s no need to worry—if you’re successful in your interview, most nurseries are happy to apply for one on your behalf, often allowing you to start under supervised conditions while the check is being processed.
Once you accept a job offer, we’ll guide you through the next steps and collect the documents required by the nursery to ensure safeguarding compliance. This includes:
Proof of your right to work in the UK
A copy of your Enhanced DBS certificate or Update Service code
Valid photo ID (e.g., passport or driving license)
Proof of address (e.g., utility bill or bank statement dated within the last 3 months)
Copies of your relevant childcare qualifications and training
Two written references from your most recent roles or college tutors if you’re an apprentice
We’ll make the process as smooth as possible and are here to support you every step of the way.
Absolutely. We’ll never contact your referees without your prior permission. Typically, we will ask you to provide two references from your most recent early years experiences, or from your college tutor if you’re an apprentice. Reference checks are usually carried out after you have accepted a job offer, and always in accordance with the nursery’s requirements and agreed start date. This ensures your referees are informed and that you’ve had time to give your notice if needed.
Yes, absolutely! Many nurseries are happy to welcome apprentices with no prior experience, as they value the opportunity to train and support you as you grow within their team. If you’re accepted into an apprenticeship, the nursery will usually help you apply for your first Enhanced DBS check, and ensure you complete safeguarding and paediatric first aid training—often while you’re already working and studying toward your childcare qualification. It’s a great way to start your early years career with full support.