Employer’s frequently asked questions for hiring staff through an agency
Employers that have never worked with a staffing agency or recruiter, understandably, have many questions about the process. Because of the high-volume of questions we receive, here is a list of the most queried topics to get you started.
Why should we even use a staffing agency?
There are many reasons to use a staffing agency, but here is the short list:
Actually, the list is much longer than this, but we can discuss all the ways that we can help when you contact us.
- We save employers months of time and heartache by delivering turnkey candidates
- We help employers stay compliant with the law
- Our brand attracts top talent that "Confidential Employer" ads on Indeed can't lure
- We verify former employers, get recommendation letters, and run background checks
Actually, the list is much longer than this, but we can discuss all the ways that we can help when you contact us.
Why are you called a network?
We have a network of candidates, vendors, and sister organizations that we've spent 16 years developing. That's why we can solve problems for clients so quickly when we are doing placements or offering elite concierge services. You can see list of our worldwide cities here.
When candidates get placed through our company, they are eligible to receive back-office support (if they want/need it). For example, we were able to do the following for candidates in our network:
These examples are just some of many. Behind the scenes, we perform miracles and move mountains for a living.
When candidates get placed through our company, they are eligible to receive back-office support (if they want/need it). For example, we were able to do the following for candidates in our network:
- Get an employer backstage to meet an internationally recognized popstar
- Get an employer inside one of the world's most mysterious and elite members-only club
- Get an employer a last-minute (free) upgrade to the presidential suite at a renowned 5-star hotel
- Get an employer a same-day reservation at a famous restaurant that was booked for three months solid
These examples are just some of many. Behind the scenes, we perform miracles and move mountains for a living.
What is the difference between a headhunting firm like yours and a regular employment agency?
Headhunting firms are specialists and offer more personalized service. Because our founder has worked with celebrities, billionaires, American aristocracy, and royalty as an Executive Personal Assistant and Estate Manager, he understands the special characteristics and temperament needed to be successful in the role.
His screening process is unmatched in the industry. Initial interviews can take 3 to 5 hours — and that’s just to determine if the candidate is worthy of being represented by the firm. The process of re-interviewing starts again BEFORE a candidate is submitted to a job.
At other high-volume agencies, interns and part-timers may initially screen a candidate for only 30 minutes before deciding to send them out on interviews, and usually no re-interviewing takes place at all. In fact, at high-volume employment agencies, it’s common for agents to submit candidates for jobs when they have never actually met the person being introduced to the employer (the candidate was already in the computer and the agent is new or a temp).
Further, most agents at staffing firms have no direct experience in the roles that they place; and, essentially, they are "sales" agents looking to score commissions.
In our case, we can charge less money than other employment agencies and offer better service (and of course better candidates).
His screening process is unmatched in the industry. Initial interviews can take 3 to 5 hours — and that’s just to determine if the candidate is worthy of being represented by the firm. The process of re-interviewing starts again BEFORE a candidate is submitted to a job.
At other high-volume agencies, interns and part-timers may initially screen a candidate for only 30 minutes before deciding to send them out on interviews, and usually no re-interviewing takes place at all. In fact, at high-volume employment agencies, it’s common for agents to submit candidates for jobs when they have never actually met the person being introduced to the employer (the candidate was already in the computer and the agent is new or a temp).
Further, most agents at staffing firms have no direct experience in the roles that they place; and, essentially, they are "sales" agents looking to score commissions.
In our case, we can charge less money than other employment agencies and offer better service (and of course better candidates).
What positions do you place?
The most common roles are personal assistants, estate managers (house managers), executive assistants, nannies, couples, and chiefs of staff. We have a complete list of the positions that we place here.
How much does it cost to get a candidate through The Celebrity Personal Assistant Network?
That is somewhat of a tricky question. The full-time candidates’ salaries can range from $60,000 a year all the way up to $150,000+. It all depends on several factors, which include but are not limited to:
If, for example, an employer wants a world-class personal assistant that has worked with the best of the best employers (and they will be on call 24/7/365 while constantly working under tremendous pressure and break-neck deadlines) then that is what we call “combat pay” in the business -- and those assistants are going to command hefty salaries.
We also represent ultra-high-range assistants that act in a “business management” capacity. For example, we have one candidate that works for a top-100 Forbes list billionaire. She has a master’s degree and manages many aspects of the billionaire’s business. That assistant makes over $250,000 a year, plus other amazing benefits and year-end bonuses. Again, you tell us what you want, and we will get started.
- Overall level of responsibility
- The market conditions
- The city they are working in
- Number of hours to be worked each week
- Amount of travel required
- Education and experience level
- Number of subordinates they will be in charge of
- Will they be working in multiple estates and private jets?
- Will they wear multiple hats?
- Will they be expected to be on call 24/7/365?
If, for example, an employer wants a world-class personal assistant that has worked with the best of the best employers (and they will be on call 24/7/365 while constantly working under tremendous pressure and break-neck deadlines) then that is what we call “combat pay” in the business -- and those assistants are going to command hefty salaries.
We also represent ultra-high-range assistants that act in a “business management” capacity. For example, we have one candidate that works for a top-100 Forbes list billionaire. She has a master’s degree and manages many aspects of the billionaire’s business. That assistant makes over $250,000 a year, plus other amazing benefits and year-end bonuses. Again, you tell us what you want, and we will get started.
I don't know how much I want to pay the candidate. Can we just get started with the interview process anyway?
We don’t start the process unless we have a job description and a salary range. We will help you refine the JD and salary specifics, but we can’t start the process until we know what your expectations and parameters are. The policy in place is designed to save the employer time; and that’s why our success rate is so high, because no energy is spent interviewing candidates that aren’t a fit.
Additionally, experienced candidates in-the-know are usually reluctant to interview with an employer unless there is a job description and salary range because some employers dramatically lowball candidates (which is sometimes the case with job descriptions that say DOE).
Nobody -- candidates, employers, or recruiters -- want to go through an arduous weeks-long interview process only to find out at the end that the candidate's and employer's expectations are too far apart. When a JD and salary range are on the table from the beginning, more unknowns are off the table.
The single most important piece of advice that we can give employers is that they need to be realistic about what they expect for the salary that they are willing to pay. Being humble is important before, during, and after the process because that attracts and retains the best of the best candidates. There is a worldwide shortage of talent in all sectors, and domestic staffing is no exception; and the best of the best candidates are very selective.
The professionals that we represent have world-class experience and have worked with celebrities, CEOs, Heads of State, ultra-high net worth families, billionaires and royalty. Candidates at the top of their game are like professional athletes and they are in-demand. So, approaching them with a solid plan, robust job description, and competitive salary is critical for success -- or they won't be enticed to leave the job they have now for your position.
A movie producer would not go to an A-list movie star's agent and offer them a co-starring role for half of what they normally work for, and with don't do that either.
Additionally, experienced candidates in-the-know are usually reluctant to interview with an employer unless there is a job description and salary range because some employers dramatically lowball candidates (which is sometimes the case with job descriptions that say DOE).
Nobody -- candidates, employers, or recruiters -- want to go through an arduous weeks-long interview process only to find out at the end that the candidate's and employer's expectations are too far apart. When a JD and salary range are on the table from the beginning, more unknowns are off the table.
The single most important piece of advice that we can give employers is that they need to be realistic about what they expect for the salary that they are willing to pay. Being humble is important before, during, and after the process because that attracts and retains the best of the best candidates. There is a worldwide shortage of talent in all sectors, and domestic staffing is no exception; and the best of the best candidates are very selective.
The professionals that we represent have world-class experience and have worked with celebrities, CEOs, Heads of State, ultra-high net worth families, billionaires and royalty. Candidates at the top of their game are like professional athletes and they are in-demand. So, approaching them with a solid plan, robust job description, and competitive salary is critical for success -- or they won't be enticed to leave the job they have now for your position.
A movie producer would not go to an A-list movie star's agent and offer them a co-starring role for half of what they normally work for, and with don't do that either.
What kinds of employers do you work with?
We work with virtually every kind of employer under the sun. Our hire agreement has a confidentiality clause built in, so we don’t reveal our clients’ names; but some of the areas/industries include but are not limited to:
- CEOs of national and multinational corporations
- Single family offices and multi-family offices
- Movie/TV actors, producers, directors, and executives
- Finance, hedge fund managers & venture capital firms
- Music producers, rock stars and record label executives
- High-profile book authors and journalists
- Politicians, diplomats and state departments
- Real estate moguls
- Successful entrepreneurs
- High-net-worth families
- Ultra-high net worth families and billionaires
- Sports figures and team owners
Do you have temps, hourly, on-call or part-time candidates?
No. The high-profile candidates that we work with are either currently employed full-time or are seeking full-time, permanent employment. For the most part, candidates who work temp assignments or do part-time gigs are beginners, and we only represent the more experienced candidates in the field.
The one very small exception we do make is for current clients who have already made a placement. During awards season in Hollywood, for example, many subordinate personal assistants are needed to help with the extra workload. In cases like that, we can provide additional support to our clients when they need it.
Holiday season would be another example. We have one client with a room in an estate dedicated exclusively to wrapping holiday gifts, and they hire several assistants each year just to shop, wrap, and deliver gifts.
The one very small exception we do make is for current clients who have already made a placement. During awards season in Hollywood, for example, many subordinate personal assistants are needed to help with the extra workload. In cases like that, we can provide additional support to our clients when they need it.
Holiday season would be another example. We have one client with a room in an estate dedicated exclusively to wrapping holiday gifts, and they hire several assistants each year just to shop, wrap, and deliver gifts.
What are the advantages of working with a boutique company like yours?
There are many benefits, but here are some of the most important ones:
WORK WITH THE BEST: Clients work with our founder, so you won’t be dealing with college interns, part-timers or sales reps like at many other employment agencies (It’s common industry practice for agency owners to hire sales reps who pose as HR professionals).
EXTENDED HOURS: As exclusive headhunters, we offer concierge service so you can reach us "after hours" and even on weekends and holidays. When other agencies are closed, we go the extra mile.
HANDS ON SERVICE: High-volume operations simply can’t take the time to get to know their clients. We limit the number of placements we do each month so we can get to know our clients and candidates. That way a great match can be made.
SUBJECT-MATTER EXPERTS: The depth and breadth of our knowledge in the industry allows us to be efficient in our placement process, so we can charge less money and offer better service than other companies.
TRUSTED ADVISERS: We won’t rush to make a placement simply to maximize our profit.
TRANSPARENT PROCESS: Again, because we’re not driven for commissions, we don’t coach our candidates to say what you want to hear just so they can score the job. We have found this practice benefits all parties in the long term. You can read our Mission Statement to learn more about our transparency.
STRONG ETHICS: Some employment agencies are known for poaching candidates back so that they can score more commissions (coach and poach). We have a firm policy which prevents us from engaging in that rampant behavior the broader industry embraces.
ABOVEBOARD POLICIES: We actually tell you what you need to know, not what you want to hear. In short, no sycophants here. In the end, honesty and transparency serve the client best.
FLEXIBILITY: We have a much higher level of control during our placement process, and the ability to be flexible when changes need to be made.
VOW OF SECRECY: We are well-known for our discretion. Large operations have dozens of employees and it’s virtually impossible to keep client secrets a secret. We regularly turn down opportunities to be in pop culture magazines and television shows that want us to gossip or drop names. Additionally, our hire agreement includes a confidentiality clause which protects your identity.
CLIENT SECURITY: By going through a firm like ours, private employers not only save themselves time and money, but are insulated from the dangers of taking out ads on the internet.
WORK WITH THE BEST: Clients work with our founder, so you won’t be dealing with college interns, part-timers or sales reps like at many other employment agencies (It’s common industry practice for agency owners to hire sales reps who pose as HR professionals).
EXTENDED HOURS: As exclusive headhunters, we offer concierge service so you can reach us "after hours" and even on weekends and holidays. When other agencies are closed, we go the extra mile.
HANDS ON SERVICE: High-volume operations simply can’t take the time to get to know their clients. We limit the number of placements we do each month so we can get to know our clients and candidates. That way a great match can be made.
SUBJECT-MATTER EXPERTS: The depth and breadth of our knowledge in the industry allows us to be efficient in our placement process, so we can charge less money and offer better service than other companies.
TRUSTED ADVISERS: We won’t rush to make a placement simply to maximize our profit.
TRANSPARENT PROCESS: Again, because we’re not driven for commissions, we don’t coach our candidates to say what you want to hear just so they can score the job. We have found this practice benefits all parties in the long term. You can read our Mission Statement to learn more about our transparency.
STRONG ETHICS: Some employment agencies are known for poaching candidates back so that they can score more commissions (coach and poach). We have a firm policy which prevents us from engaging in that rampant behavior the broader industry embraces.
ABOVEBOARD POLICIES: We actually tell you what you need to know, not what you want to hear. In short, no sycophants here. In the end, honesty and transparency serve the client best.
FLEXIBILITY: We have a much higher level of control during our placement process, and the ability to be flexible when changes need to be made.
VOW OF SECRECY: We are well-known for our discretion. Large operations have dozens of employees and it’s virtually impossible to keep client secrets a secret. We regularly turn down opportunities to be in pop culture magazines and television shows that want us to gossip or drop names. Additionally, our hire agreement includes a confidentiality clause which protects your identity.
CLIENT SECURITY: By going through a firm like ours, private employers not only save themselves time and money, but are insulated from the dangers of taking out ads on the internet.
We don't want to hire your firm for a placement, but we still need help. Are you available for consulting?
Yes. Brian Daniel is available to train your staff, write a job description, do a final interview, design or retool systems, create house manuals, etc. Send us a message and we can determine the next steps. We also work with many of the world's leading experts in personal protection, yacht building, and other services for UHNW families. Finally, Brian also offers Executive Coaching for CEOs, celebrities and business leaders.
Can we place a job ad on your website?
Yes. We can bring a lot of exposure to your open job position. We can place the job description on our jobs page, post it on social media, and send it out in our newsletter. Your job ad may also say CONFIDENTIAL EMPLOYER to protect your identity. Finally, the resumes that are submitted go straight into your inbox. Contact us for more information.
Can you do a background check for us?
Yes. We work with licensed, bonded and insured private investigators who are former law enforcement. Contact us for more information. Most other staffing agencies use $40 software to run background checks, and no experts are involved in the process.
Which cities do you make placements in?
Our business model and vast network allows us to make placements in any city worldwide. Most of our placements are made in major US cities like Los Angeles, San Francisco, Chicago, New York City, Las Vegas, Washington DC, and Miami. Of course, high-net-worth families reside in small towns as well, and we have clients in cities big and small. We also serve clients throughout the rest of North and South America, the Middle East, Asia-Pacific and Europe.
I've heard great things about your company. Why is your placement success so high?
Because we have a reputation that candidates trust, we are effortlessly able to recruit the highest quality staff — most of whom would never deal with the typical high-volume employment agencies.
Additionally, most employment agencies take out fake employment ads throughout the year for two nefarious reasons:
In sum, the rampant and unethical policy the industry uses with fake job ads causes quality candidates to completely lose faith in employment agencies, so they stay away from them: “Once bitten, twice shy”. Conversely, we are known for our honesty and bring a great deal of dignity to the process — for both candidates and employers.
Word travels fast in this industry and The Celebrity Personal Assistant Network is known as a “safe haven” for domestic staff because they are treated with utmost respect. Professional administrative organizations and associations across the world are constantly sending their members to us, so we can tap into the nation’s hottest candidates — even if they aren’t actively seeking employment (passive candidates). Just like the best jobs exist in a “hidden job market,” the same is true for top-quality candidates.
When employers hire us to find staff, most candidates are booked right through our existing network. If, by chance, we don’t have a candidate in our network that an employer wants, then we can easily branch out and recruit one — regardless of the city, big or small. Because we specialize in our field, The Celebrity Personal Assistant Network has become a prestigious and trusted brand.
Additionally, most employment agencies take out fake employment ads throughout the year for two nefarious reasons:
- They try and “bait and switch” candidates into jobs they are overqualified for, all just to score a commission. After visiting the agency, the classic canned response to the applicant is that “the job you came in for has just been placed, but we have this one instead” (that pays much less of course). That “bait and switch” process is typically managed by a sales team hired by the owner of the employment agency, not by qualified HR reps that care about giving clients quality service.
- The second reason agencies take out fake ads is because the agency uses that opportunity to introduce themselves to the candidates’ previous employers (all under the guise of “verifying former employment”). In actuality, they are just trying to expand their client base because they need the business. The Celebrity Personal Assistant Network gets 100% of its clients from referrals (or clients that approach us). We do no advertising or soliciting whatsoever.
In sum, the rampant and unethical policy the industry uses with fake job ads causes quality candidates to completely lose faith in employment agencies, so they stay away from them: “Once bitten, twice shy”. Conversely, we are known for our honesty and bring a great deal of dignity to the process — for both candidates and employers.
Word travels fast in this industry and The Celebrity Personal Assistant Network is known as a “safe haven” for domestic staff because they are treated with utmost respect. Professional administrative organizations and associations across the world are constantly sending their members to us, so we can tap into the nation’s hottest candidates — even if they aren’t actively seeking employment (passive candidates). Just like the best jobs exist in a “hidden job market,” the same is true for top-quality candidates.
When employers hire us to find staff, most candidates are booked right through our existing network. If, by chance, we don’t have a candidate in our network that an employer wants, then we can easily branch out and recruit one — regardless of the city, big or small. Because we specialize in our field, The Celebrity Personal Assistant Network has become a prestigious and trusted brand.
Where do most of your candidates come from?
We get candidates from several sources, not just in our network. It's our job to leave no stone unturned when searching for the perfect candidate; so, when needed, we use social media, partners, other job websites like LinkedIn, and word of mouth.
Could I learn a little more about Brian Daniel?
In addition to Brian's experience working for celebrities, billionaires, American aristocracy and royalty, he has completed his BA degree in Linguistics (Intercultural Communication/English) from California State University; and he has also completed his Master of Education degree at The University of New England (Maine) in order to be an expert trainer. Brian has also taken many professional development courses at the world's top universities including Harvard, Oxford, Columbia and Berkeley. You can read Brian's extended biography here.
Where are you located?
We were founded in Los Angeles, and our headquarters is still there. We also have satellite/sister offices in Metropolitan Chicago, New York City, Miami, Dubai and London. We also have partnered with other prestigious agencies throughout the world.
Our Business Philosophy
We believe it’s impossible to maintain the type of personal and professional relationship required to serve a celebrity or high-net-worth family if the agency is high-volume and staffed with inexperienced or undertrained recruiters, and that's why we are a boutique outfit. Nannies, personal trainers, private chefs, maids, drivers, security personnel, groundskeepers, tutors, butlers, and personal assistants worldwide know and trust our elite brand.
Unlike many other domestic staffing agencies, we don't hire temp employees and college interns to serve our clients. The turnover is usually very high in such environments, so establishing a solid rapport with clients and candidates is very rare at your run-of-the-mill staffing agency. How can an inexperienced employee properly interview and qualify a candidate when they have little or no real-world experience themselves? A cookie-cutter computer program usually aids them in this task. We don't use such programs because experience counts.
As an elite headhunting company, we are changing the way private service professionals and other domestic staff are recruited in the United States and abroad. Our founder has worked with Hollywood A-list, millionaires, billionaires and even royalty, so the depth and breadth of his experience completely eclipses other recruiters and headhunters in the industry at large.
Brian Daniel is intimately involved in every single aspect of the business, so candidates and clients only deal with an expert during every phase of the placement process. This hands-on philosophy ensures that only the very best candidates are placed by our network.
Having a clean background, verifying employment, and checking references is not enough because that doesn’t necessarily make a candidate a great fit; so, we also look at character traits as part of our screening process.
In short, our very deep qualification process is unmatched anywhere in the domestic staffing industry in 2023.
Unlike many other domestic staffing agencies, we don't hire temp employees and college interns to serve our clients. The turnover is usually very high in such environments, so establishing a solid rapport with clients and candidates is very rare at your run-of-the-mill staffing agency. How can an inexperienced employee properly interview and qualify a candidate when they have little or no real-world experience themselves? A cookie-cutter computer program usually aids them in this task. We don't use such programs because experience counts.
As an elite headhunting company, we are changing the way private service professionals and other domestic staff are recruited in the United States and abroad. Our founder has worked with Hollywood A-list, millionaires, billionaires and even royalty, so the depth and breadth of his experience completely eclipses other recruiters and headhunters in the industry at large.
Brian Daniel is intimately involved in every single aspect of the business, so candidates and clients only deal with an expert during every phase of the placement process. This hands-on philosophy ensures that only the very best candidates are placed by our network.
Having a clean background, verifying employment, and checking references is not enough because that doesn’t necessarily make a candidate a great fit; so, we also look at character traits as part of our screening process.
In short, our very deep qualification process is unmatched anywhere in the domestic staffing industry in 2023.
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