Employer’s FAQs for hiring staff through an elite agency
Private employers who have never worked with our elite staffing agency, 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.
Who is your agency for? Do we need to be celebrities to use your firm?
The short answer: No, you don't need to be a celebrity. Although we were founded in Los Angeles and make placements for "Hollywood types," we recruit worldwide for high-net-worth families who come from all walks of life, and everybody receives celebrity treatment when they work with us. We make placements in corporate offices and households.
Why should we even use a staffing agency in 2025?
There are many reasons to use a staffing agency, and here is a 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 and act as true "partners".
- Our brand attracts top talent that "Confidential Employer" ads on job boards can't lure.
- We verify former employers, get recommendation letters, and run background checks.
- Our headhunters know how to identify candidates that are authentic and not opportunistic.
- We interview candidates for a living, so recruiters are much better at it than homeowners.
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 the past 18 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 a list of our worldwide cities.
When candidates get placed through our agency, they are eligible to receive back-office support (if they want/need it). For example, we got an employer:
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 agency, they are eligible to receive back-office support (if they want/need it). For example, we got an employer:
- backstage to meet an internationally recognized pop star.
- inside one of the world's most mysterious and elite members-only clubs.
- a last-minute (free) upgrade to the presidential suite at a renowned 5-star hotel.
- a same-day reservation at a famous restaurant that was booked for months.
- in front of the line to have a custom yacht built when there was a long waiting list.
- special permission to land a VIP jet on a private runway that wasn't open to the public.
These examples are just some of many. Behind the scenes, we perform miracles and move mountains for a living.
How many candidates are in your network?
All in, we have more than 100,000 candidates in our network globally. This makes finding a "needle in a haystack" much easier. Really "tall orders" in the past could take 3 to 6 months to fill, but with an extensive worldwide reach, we can find the most specialized set of skills in candidates in record time.
How many candidates do you have in my city?
"I'm looking for a [name of position] in [name of city]. How many candidates are in your computer?"
We get questions like this one every day. Please be advised that this is not how an elite agency operates. Suppose you are looking for a personal assistant in Palm Beach, and we say that our agency has 18 candidates in the database. That would imply that we could send you 18 candidates, which isn't true.
We need to re-interview those candidates. They may not be available any longer, or they may not be interested in your job. To work with us, clients need a "partnership mentality" because to make the right placement that will be long lasting takes time, and it's not something that can be done instantly like ordering on Amazon. Our process is about quality, not quantity.
We get questions like this one every day. Please be advised that this is not how an elite agency operates. Suppose you are looking for a personal assistant in Palm Beach, and we say that our agency has 18 candidates in the database. That would imply that we could send you 18 candidates, which isn't true.
We need to re-interview those candidates. They may not be available any longer, or they may not be interested in your job. To work with us, clients need a "partnership mentality" because to make the right placement that will be long lasting takes time, and it's not something that can be done instantly like ordering on Amazon. Our process is about quality, not quantity.
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.
Our screening process is unmatched in the staffing 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. 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 on the computer and the agent is new or a temp).
Further, most agents at other staffing firms have no direct experience in the roles that they place; and, essentially, they are "sales" agents looking to score commissions.
Because we limit our placements, we can put our whole heart into your role. At other high-volume agencies, they are simultaneously searching for birthday clowns, dog walkers, magicians, and gardeners while they are trying to place your job.
Most other domestic staffing agents are juggling 10 to 15 placements at the same time (all while trying to "race" to place the role before a competitor does. The agency as a whole might be working on 50 to 100 jobs at the same time. In short, they are factories).
Finally, we offer "billionaire-level service" because our operating hours are 9:00 am to 9:00 pm, seven days a week, 365 days a year. When other agencies are closed after 5:00 and on weekends and holidays, we are offering elite service and going the extra mile. No other staffing agency or VIP concierge service in the world offers this level of service -- period.
Our screening process is unmatched in the staffing 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. 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 on the computer and the agent is new or a temp).
Further, most agents at other staffing firms have no direct experience in the roles that they place; and, essentially, they are "sales" agents looking to score commissions.
Because we limit our placements, we can put our whole heart into your role. At other high-volume agencies, they are simultaneously searching for birthday clowns, dog walkers, magicians, and gardeners while they are trying to place your job.
Most other domestic staffing agents are juggling 10 to 15 placements at the same time (all while trying to "race" to place the role before a competitor does. The agency as a whole might be working on 50 to 100 jobs at the same time. In short, they are factories).
Finally, we offer "billionaire-level service" because our operating hours are 9:00 am to 9:00 pm, seven days a week, 365 days a year. When other agencies are closed after 5:00 and on weekends and holidays, we are offering elite service and going the extra mile. No other staffing agency or VIP concierge service in the world offers this level of service -- period.
Which household positions do you place?
The most common roles are personal assistants, estate managers (house managers), executive assistants, nannies, domestic couples, executive housekeepers, and chiefs of staff. You can also review our complete list of positions that we place.
How much does it cost to get a candidate through your domestic staffing agency?
That is somewhat of a tricky question. There are many considerations when calculating compensation for employees:
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. Regardless of the position you are trying to fill, reach out to us and we can make salary recommendations.
- 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 oversee
- Number of languages they speak
- Will they be working in multiple estates and managing private jets?
- Will the candidate wear multiple hats (hybrid roles)?
- 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. Regardless of the position you are trying to fill, reach out to us and we can make salary recommendations.
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 low-ball candidates, which is sometimes the case with job descriptions that say DOE.
Nobody -- candidates, employers, or recruiters -- wants 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 to get 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 elite private service talent, and the top candidates are very selective about the employers they work for.
The private service 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.
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 low-ball candidates, which is sometimes the case with job descriptions that say DOE.
Nobody -- candidates, employers, or recruiters -- wants 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 to get 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 elite private service talent, and the top candidates are very selective about the employers they work for.
The private service 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.
How do I calculate salary in 2025?
First things first: Generic salary calculators available online are NOT appropriate to use for the domestic staffing industry, especially for candidates at the elite level. If you, for example, Google the phrase "personal assistant pay," you'll find websites that say $15.01 an hour (that might work for a part-time, entry-level position in Nebraska if the person doesn't have higher education and is only responsible for menial tasks).
If you hire candidates at low-ball prices, not only do you get low-quality, but they will leave you the moment another employer offers them 15% more. Then you have to start the whole process again to search and hire. Do you want to have to share your household (and secrets) with new people over and over again every year?
If you hire candidates at low-ball prices, not only do you get low-quality, but they will leave you the moment another employer offers them 15% more. Then you have to start the whole process again to search and hire. Do you want to have to share your household (and secrets) with new people over and over again every year?
NOTE: Once we consult with you and a price range is agreed upon, it's important to stay committed to that salary bracket. If you go through a weeks-long interview process and then surprise a candidate with a lowball offer that is out of the price range that was originally agreed to, the candidate will walk away from the negotiation forever without a counteroffer, and then you will have to start the process all over again.
Salary: A false sense of security
Some families take out "confidential employer" ads on job boards for a certain salary and get hundreds of applications. This can lead an employer to have a false sense of security that the salary is adequate. It's not about how many people apply, but who applies. If you want a world-class candidate who will stay with you for years, then having a competitive salary is very important, and we will help you determine an appropriate number based on your circumstances.
Also, some employers may be lulled into a false sense of security about salary just because an agency agrees to take a placement, even though the salary is too low and the agent they spoke with doesn't admit it. Simply put, it's a numbers game for most agencies. At a low-quality firm, they won't tell employers that the salary is too low because if they do, most employers will just go to an agency who will take the role (at that lowball price).
Good agencies act as advisors and coach employers toward success to make a long-term match. The great firms don't just go for commissions; they develop long-term partnerships in the communities they serve.
At our elite firm, we want to position our clients to attract the best private service professionals. If placements aren't handled properly -- like at low-quality agencies -- then an employer can be "branded" as thrifty or unrealistic. This makes securing top talent for future roles extremely difficult because employers can inadvertently put themselves on an informal blacklist.
Also, some employers may be lulled into a false sense of security about salary just because an agency agrees to take a placement, even though the salary is too low and the agent they spoke with doesn't admit it. Simply put, it's a numbers game for most agencies. At a low-quality firm, they won't tell employers that the salary is too low because if they do, most employers will just go to an agency who will take the role (at that lowball price).
Good agencies act as advisors and coach employers toward success to make a long-term match. The great firms don't just go for commissions; they develop long-term partnerships in the communities they serve.
At our elite firm, we want to position our clients to attract the best private service professionals. If placements aren't handled properly -- like at low-quality agencies -- then an employer can be "branded" as thrifty or unrealistic. This makes securing top talent for future roles extremely difficult because employers can inadvertently put themselves on an informal blacklist.
What can I expect in a high-caliber candidate from an elite agency?
Hiring a candidate for your home or office using an elite agency comes with big advantages. You can expect the following:
- An experienced candidate who has worked with high-net-worth families before.
- A candidate who has a “service heart” and a no-excuses attitude.
- Someone who is very presentable with a very high level of emotional intelligence.
- A candidate who is loyal and knows about discretion.
- Someone who is business savvy and can interface with your friends, family, and business associates.
- A candidate who can pass a background check.
- A non-smoker (in most cases).
- Someone with strong letters of recommendation.
- College-educated (in most cases).
- Someone you can feel completely comfortable with inside of your home.
- A candidate willing to sign a non-disclosure agreement.
- Someone who is tech savvy, proactive, and gets in front of problems.
- Someone who thinks long-term and "big picture" (not someone who is always secretly shopping for a new job because "the grass is greener on the other side of the fence").
- A candidate who understands lateral service, can multitask, and doesn't have to be repeatedly told how you like things done in your household.
NOTE: Very experienced candidates are resourceful. Additionally, they elevate and refine the role, which brings a lot of value to your household and organization.
We are very secretive. Will your agency sign a non-disclosure agreement?
Yes, we will sign a non-disclosure agreement. Feel free to forward it to us for review.
Do we have to reveal ourselves?
Yes, absolutely. We operate similarly to a top-tier talent agency or law firm in the sense that we don't engage with anonymous parties. We must know who we are sharing confidential information with; so, if you send us a message from a Yahoo or Hotmail email address and not a company domain, we will ask you to verify yourself before we can proceed.
Verifications can be by sending us an email from a company domain or through your personal LinkedIn profile. Thanks for your understanding because competitors and shady journalists contact us and pretend to be potential clients.
If you are retired or independently wealthy and don't have a company domain or a LinkedIn profile, we can give you a short list of alternatives.
Verifications can be by sending us an email from a company domain or through your personal LinkedIn profile. Thanks for your understanding because competitors and shady journalists contact us and pretend to be potential clients.
If you are retired or independently wealthy and don't have a company domain or a LinkedIn profile, we can give you a short list of alternatives.
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 client's names, but some of the industries include but are not limited to:
- CEOs of national and multinational corporations
- Single- and multi-family offices
- Movie/TV actors, producers, directors, and executives
- Finance, hedge fund managers, and 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 and influencers
- Successful entrepreneurs
- High-net-worth families
- Ultra-high net worth families and billionaires
- Sports figures and team owners
Do you have temps, part-time, on-demand, or seasonal candidates?
No, we don't. 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.
The 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.
The 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 search firm like yours?
There are many benefits, but here are some of the most important ones:
• WORK WITH THE BEST •
Clients only work with experienced agents, so you won’t be dealing with college interns, part-timers, or sales reps like at many other household staffing agencies that pose as professional outfits. It’s common industry practice for agency owners to hire sales reps who pose as HR professionals.
• PRIDE OF OWNERSHIP •
All of the agents who work with us domestically and internationally are owner-operators, so clients only deal with professional recruiters (people who are vested and take their responsibly and reputation very seriously). If Brian isn't available to place your role personally, then you will be interacting with a world-class professional who works alongside Brian and meets the same ultra-high-quality standards.
• EXTENDED HOURS •
As exclusive headhunters, we offer concierge service so you can reach us "after hours" and even on weekends or holidays. When other staffing 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, long-lasting match can be made.
• SUBJECT-MATTER EXPERTS •
The depth and breadth of our knowledge in the industry allow us to be efficient in our placement process. About 95% of recruiters in the domestic staffing industry don't come from the private service industry like we do. Agents that have firsthand experience in private service understand the nuance of matching hard skills, soft skills, and personality traits.
• TRUSTED ADVISERS •
We won’t rush to make a placement simply to maximize our profit. Other staffing agencies are playing a "numbers game," and they are churning out placements because they are trying to hit bonuses.
• TRANSPARENT PROCESS •
Because we’re not driven for commissions, we don’t coach our candidates to say what clients want to hear. We have found this practice benefits all parties in the long term. You can read our Mission Statement to learn more about our honesty and transparency.
• STRONG ETHICS •
Some employment agencies are known for poaching candidates back so they can score more commissions (coach and poach). We have a firm policy that prevents us from engaging in that rampant behavior the broader industry embraces.
• ABOVEBOARD POLICIES •
We 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. We are agile and nimble to accommodate our clients everchanging needs.
• 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 confidential. Additionally, our hire agreement includes a confidentiality clause that 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.
Do you offer a replacement guarantee?
Yes, we do, and it's exceptionally rare that it ever needs to be used. Brian Daniel will discuss this with you in detail.
We don't want to hire your firm for a placement, but we still need help. Are you available for consulting?
Brian Daniel is available to train your staff, write a job description, do a final interview, design/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?
Our agency can bring a lot of exposure to your job. We can place your open position 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 can. Contact us for more information.
Which cities do you make placements in?
Our business model and vast network allow us to make placements in any city worldwide. You can contact us for guidance about how long it will take to fill your position because it varies based on the city, salary, and job title.
I've heard great things about your agency. 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 household staffing agencies take out fake employment ads throughout the year for two nefarious reasons:
Additionally, most household staffing 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.
- Harvesting: The second reason agencies take out fake ads is that the agency uses that opportunity to introduce themselves to the candidates’ previous employers (all under the guise of “verifying former employment”). Simply put, 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 domestic staffing 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 the 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. Because we specialize in our field, The Celebrity Personal Assistant Network has become a prestigious and trusted brand.
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 the 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. Because we specialize in our field, The Celebrity Personal Assistant Network has become a prestigious and trusted brand.
Where do 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 you explain the mechanics of the placement process?
Our placement process is nuanced, but here is the short version:
- Once we settle on a job description and salary range, we begin looking in our network and database.
- We create a shortlist of candidates to present to you.
- A summary of each candidate along with their resume is sent to you.
- The candidates won't know who the employer is (in the beginning).
- The client begins the interview process, and we guide you every step of the way.
- We can "sit in" (virtually) on the interview process if you would like us to. This is especially easy nowadays since most employers do first and second interviews on platforms like Zoom.
- We get feedback from the client about the candidates to customize the client's experience.
- Once the round of candidates has been narrowed, 2nd interviews can begin.
- Each client is different, but there are usually between two and six interviews.
- Once the client selects a candidate, a verbal offer is required.
- If the candidate accepts your verbal offer, a formal written offer and employment contract are required.
- NOTE: A candidate's employment and education are verified, and they also get a background check. Specifics of a trial period vary based on each candidate's set of circumstances, which we will discuss with you.
Again, this is the short version of the process, and we can talk specifics with you on a discovery call.
How long does it take to find the candidate we want?
We can talk about "the law of averages" on a call, but it varies. It largely depends on the "degree of difficulty" because the more factors that are put into the equation, the more challenging it is to fill the position. As headhunters, we have to align hard skills, soft skills, and personality traits to make the perfect match. Doing it right takes time.
Additionally, the time it takes to fill a role largely depends on the employer because some families have long turnaround times to book interviews or return emails. If an employer is motivated and has fast response times, it moves the process along very nicely.
Additionally, the time it takes to fill a role largely depends on the employer because some families have long turnaround times to book interviews or return emails. If an employer is motivated and has fast response times, it moves the process along very nicely.
Could I learn a little more about headhunter 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) to be an expert trainer. Additionally, Brian has taken many professional development courses at the world's top universities including Harvard, Oxford, Columbia, and Berkeley. You can read more on Brian's extended biography.
Where are you located?
We were founded in Los Angeles, and our HQ is still in L.A. We also have satellite/sister/partner offices in Metropolitan Chicago, San Diego, New York City, Miami, Dubai, Shanghai, and London.
Our Business Philosophy
We believe it’s impossible to maintain the type of professional relationship required to serve a celebrity or high-net-worth family if the agency is high-volume and staffed with under-trained recruiters. Nannies, personal trainers, private chefs, chiefs of staff, housekeepers, drivers, security personnel, groundskeepers, tutors, butlers, domestic couples, 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 Brian Daniel's experience completely eclipses other recruiters in the industry.
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 in our network.
In short, our very deep qualification process is unmatched anywhere in the domestic staffing industry in 2025.
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 Brian Daniel's experience completely eclipses other recruiters in the industry.
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 in our network.
In short, our very deep qualification process is unmatched anywhere in the domestic staffing industry in 2025.
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