Employer’s FAQs for hiring staff through an elite agency
Employers who have never worked with our high-end staffing agency, understandably, have many questions. Because of the high volume of requests, here is a list of popular topics to get you started.
Do we need to be celebrities to use your firm?
The short answer: No, you don't need to be a celebrity to work with us. Although we were originally 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 private households, family offices, and corporations.
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 random job boards can't lure.
- We verify former employers, get recommendation letters, and run background checks.
- Our headhunters know how to identify candidates who are authentic and not opportunistic.
- We interview candidates for a living, so private recruiters are much better at it than others.
- We were founded by the world's most experienced headhunter in private service.
Actually, the list is much longer than this, but we can discuss all the ways that we can help when you contact us.
Why should we choose YOUR agency?
That is a great question, and we are so glad you asked:
- Our founder worked for his first billionaire in 1987 (experience and longevity).
- Our founder is the world's highest-profile subject-matter expert in his field.
- We have over 100 years of combined experience with our agent pool.
- We have nearly 20 years of experience as an agency.
- We are the ONLY firm offering extended hours 365 days a year.
- We attract the best candidates in the industry because of our "gravitas."
- We have been featured in over 100 news and media outlets (by far, more than any other agency).
- We are an ultra-high-touch, low-volume agency, so we put our "whole heart" into your placement.
And if you read on, you will learn why we are, by far, the world's most unique staffing agency.
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.
When candidates get placed through our agency, they are eligible to receive back-office support (if they want/need it). For example, we did the following for clients:
Because many high-net-worth families own estates worldwide and travel frequently, our Network is very handy for sourcing "local talent" when you're traveling. This helps greatly with securing the best hotel suites, private villas, yacht charters, and tables at over-booked or sold-out restaurants.
When candidates get placed through our agency, they are eligible to receive back-office support (if they want/need it). For example, we did the following for clients:
- Got backstage access to meet an internationally recognized pop star.
- Visited one of the world's most mysterious and elite members-only clubs.
- Got a last-minute (free) upgrade to the presidential suite at a renowned 5-star hotel.
- Secured a same-day reservation at a famous restaurant that was booked for months.
- Got in front of the line to have a custom yacht built when there was a long waiting list.
- Obtained special permission to land a VIP jet on a private runway that wasn't open to the public.
Because many high-net-worth families own estates worldwide and travel frequently, our Network is very handy for sourcing "local talent" when you're traveling. This helps greatly with securing the best hotel suites, private villas, yacht charters, and tables at over-booked or sold-out restaurants.
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.
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.
How many candidates will you present to me?
First things first: It's not about how many candidates are presented, but who is presented. If an agency is doing their job, they shouldn't be sending an avalanche of candidates to a client in the hopes that something sticks to the wall.
After we have a detailed discussion about your needs, it's our goal to match hard skills, soft skills, and personality traits, so we are sending you turnkey and targeted candidates.
The other important item to mention is the "degree of difficulty." Many factors are at play when making a placement, and that directly impacts how many candidates will be presented. Some of those factors include but are not limited to:
After we have a detailed discussion about your needs, it's our goal to match hard skills, soft skills, and personality traits, so we are sending you turnkey and targeted candidates.
The other important item to mention is the "degree of difficulty." Many factors are at play when making a placement, and that directly impacts how many candidates will be presented. Some of those factors include but are not limited to:
- Title of the role
- Location (the more remote, the bigger the challenge)
- Salary and benefits package
- Number of languages spoken
- Overall level of experience
- Education and certifications
- Workload and number of "hats" to wear
- Number of hours to work
- And more...
As a general rule: long work ours, being on-call 24/7, and travel greatly impact the number of candidates who will be available. Figuratively speaking, if someone is "married" to the job, that means they can't have any attachments whatsoever (not even a house plant to water), so it directly impacts the number of candidates who can make that type of commitment.
What is the difference between an elite 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. Understanding the minutiae of private service is a very important part of making a successful, long-term placement.
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 our 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 met the person being introduced to the employer (the candidate was already in the computer, and the agent is new or a temp).
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 our 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 met the person being introduced to the employer (the candidate was already in the computer, and the agent is new or a temp).
"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." — Brian Daniel
We limit our placements each month, so 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 also 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 your 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. High-volume firms have a "spray and pray" approach to filling roles.
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.
Most other domestic staffing agents are juggling 10 to 15 placements at the same time (all while trying to "race" to place your 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. High-volume firms have a "spray and pray" approach to filling roles.
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.
Do we have to work with you exclusively?
We don't contractually require clients to work with us exclusively, but we strongly discourage clients from using multiple agencies. Intuitively, it seems to make sense to hire multiple agencies because then employers will have many choices for candidates, but that assumption is wrong. Here's why:
- Employers quickly become overwhelmed and frustrated after getting bombarded with resumes.
- Even if you don't tell an agency you hire that you are working with other firms, they will quickly find out, then it becomes "a race" to get you resumes. It becomes about speed, not quality.
- Most agencies will put you on the "back burner" if you hire multiple firms because they won't take you seriously.
- When the word gets "out on the street" in the private service community that you have hired multiple agencies, the elite candidates won't take the job opening seriously because they know the hiring process will likely be mismanaged.
If you want an agency to put their "whole heart" in the search for your candidate, then you should also put your whole heart in it as well by only working with one agency.
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, and sober companions are also on the extended list.
How much does it cost to get a candidate through your 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 candidate who 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 breakneck deadlines), then that is what we call “combat pay” in the business. Those candidates 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 required each week
- Amount of travel required
- Education and experience level
- Number of subordinates and vendors 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?
- And many other considerations...
If, for example, an employer wants a world-class candidate who 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 breakneck deadlines), then that is what we call “combat pay” in the business. Those candidates 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'm on the fence about hiring an agency. Can you just send me some resumes to review first? I want to check the caliber of the candidates.
We can't just indiscriminately send our candidates' confidential information to a third party without following protocol. We need to have a thorough understanding of your needs, and there is documentation that needs to be completed first.
We have a moral and legal obligation to protect the privacy of the candidates we represent, so we appreciate your understanding. By the way, this policy is why we have such an outstanding reputation in the private service industry. It's the reason top candidates trust us, so we have access to premier talent that other high-volume agencies don't.
We have a moral and legal obligation to protect the privacy of the candidates we represent, so we appreciate your understanding. By the way, this policy is why we have such an outstanding reputation in the private service industry. It's the reason top candidates trust us, so we have access to premier talent that other high-volume agencies don't.
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 compensation 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 who 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 lowball candidates, which is sometimes the case with job descriptions that say DOE.
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 lowball candidates, which is sometimes the case with job descriptions that say DOE.
"Nobody wants to go through a 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." — Brian Daniel
The single most important piece of advice that we can give employers is 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 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, 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.
The private service professionals that we represent have world-class experience and have worked with celebrities, CEOs, 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 private 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 lowball 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 lowball 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 an offer below the 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.
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.
Once "word is out on the street" about a mismanaged private service job in a specific city, it's hard to shake that reputation. Even if you switch agencies and rewrite your job description, private service professionals will instantly know that's it's the same job from before.
What does it mean to pay "market rates"?
Sometimes we get calls from prospective clients who say they are willing to pay "market rates." They either used a generic salary calculator to get a pay range, or they spoke to their neighbor to find out how much they are paying for staff?
By definition, paying a "market rate" means "the average," which also means that you just get average candidates. If you want "exceptional" staff, then an exceptional pay rate is important. We will discuss what you should expect to pay based on your exact set of circumstances.
NOTE: Contrary to popular belief, agencies don't set the salary rates, the candidates do; and the great candidates know how much elite, educated, and experienced help is worth. We are simply like sports agents that represent "the talent," and we help broker a deal.
If you would like to get a general sense of a low to high personal assistant salary, we have created a pay scale for your review.
By definition, paying a "market rate" means "the average," which also means that you just get average candidates. If you want "exceptional" staff, then an exceptional pay rate is important. We will discuss what you should expect to pay based on your exact set of circumstances.
NOTE: Contrary to popular belief, agencies don't set the salary rates, the candidates do; and the great candidates know how much elite, educated, and experienced help is worth. We are simply like sports agents that represent "the talent," and we help broker a deal.
If you would like to get a general sense of a low to high personal assistant salary, we have created a pay scale for your review.
What constitutes a "bump" in pay?
Special requirements and requests may constitute a bump in pay. These could include but not be limited to:
- ODD HOURS: 12 noon to 8 pm shifts (for example)
- SPLIT SHIFTS: 7 am - 10 am and then 4 pm - 10 pm (for example)
- ON CALL: After-hours availability on nights and weekends
- TRAVEL: Asking candidates to travel domestically or internationally
- LANGUAGES: Multilingual candidates typically get paid more
- BLENDED ROLES (hybrids): Candidates who wear many hats have higher demands
NOTE: Contrary to popular belief, jobs that require travel are not a "perk," and some employers feel that it actually warrants a reduction in pay because it's "free travel" for the candidate. Actually, it's the opposite. Candidates who travel with the employer are leaving behind friends, family, pets, and their significant other. Additionally, the demands, stress, and working hours increase dramatically. Therefore, most of the elite candidates will have a higher rate of pay while they are on the road with the employer.
How could there be a shortage of talent when so many people are out of work?
The very best candidates have always been selective about the employers they work for. Ever since the Pandemic ended, the economy has been a roller coaster, and candidates are more cautious than ever about leaving their current positions.
It's our job as agents to "entice" candidates to leave their current positions to take your open role, and that's why attractive offers have to be made to get the world-class candidates.
You have no doubt heard the expression: "Good help is hard to find." Well, it's still true. To find a candidate who "ticks the boxes" is difficult enough, even if you are offering an attractive salary.
The highly sought-after candidates are "already spoken for," and there is a "war on talent" in private service, just as there is in so many other industries.
As experts in our field, we advise our clients about how to position themselves to "win the war on talent," and our decades of experience count.
As an example, here are the hard facts for the American market:
It's our job as agents to "entice" candidates to leave their current positions to take your open role, and that's why attractive offers have to be made to get the world-class candidates.
You have no doubt heard the expression: "Good help is hard to find." Well, it's still true. To find a candidate who "ticks the boxes" is difficult enough, even if you are offering an attractive salary.
The highly sought-after candidates are "already spoken for," and there is a "war on talent" in private service, just as there is in so many other industries.
As experts in our field, we advise our clients about how to position themselves to "win the war on talent," and our decades of experience count.
As an example, here are the hard facts for the American market:
- There are over 3,000 billionaires in the world, and about 1/3 of them are in the USA
- There are over 50,000 households with a net worth between $50M and $500M
- There are more than 20M millionaires in the United States
Most affluent families have multiple estates and small armies of private staff to serve them. In short, there is more demand for the elite staff than there are qualified candidates (career professionals with experience and training) to fill the roles, and that's why you need a strong partnership with a quality agency to help you win the war on talent acquisition.
Many of the top candidates have moved overseas
Because of the worldwide explosion of the super-rich, coupled with the shortage of top talent, many wealthy families have recruited and relocated candidates to every corner of the Earth, which has put an additional strain on the global pool of elite talent. For example, many places in Asia and the Middle East are "capturing" the top talent and relocating them to mega-estates overseas. In particular, there is an insatiable appetite for candidates with Western passports, and private service professionals from the USA and among the most popular.
The cost of living has skyrocketed
It has been widely reported that "starter homes" cost over $1 million dollars in more than 200 American cities. A livable apartment in a major market like NYC, SF, or LA is $5,000 a month ($60,000 a year).
The "universal rule" on salary is that your dwelling should not be more than 25% of your pay, so quick math on the back of a napkin shows that the top candidates who want a high quality of life need a very competitive salary. Private employers need to entice candidates to apply for their open role.
Just as corporations are constantly trying to win the war on talent by offering competitive pay packages, perks, and flaunting "Best Places to Work" awards, private employers need to borrow ideas from the world's most successful companies to entice the best applicants to work in their private households.
The "universal rule" on salary is that your dwelling should not be more than 25% of your pay, so quick math on the back of a napkin shows that the top candidates who want a high quality of life need a very competitive salary. Private employers need to entice candidates to apply for their open role.
Just as corporations are constantly trying to win the war on talent by offering competitive pay packages, perks, and flaunting "Best Places to Work" awards, private employers need to borrow ideas from the world's most successful companies to entice the best applicants to work in their private households.
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, career-minded 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 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.
- Someone who is always "on" and in a high state of readiness.
- A non-smoker (in most cases).
- Someone with strong letters of recommendation.
- A candidate with a "mission" and "sense of duty" to serve.
- 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.
- A candidate who is collaborative and cooperative but also knows when to "blend in" and stay out of the way.
- Someone who thinks long-term and "big picture" (not a candidate 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. In short, someone who "gets it."
- Candidates who are "mind readers" and can predict what you need before you even say it.
- Finally, a candidate that you can trust with your secrets, assets, resources, credit cards, and children.
NOTE: Very experienced candidates are resourceful. Additionally, they elevate and refine the role, which brings a lot of value to your household or organization. Ask yourself: How much is peace of mind worth?
Will we need to relocate someone?
In most cases, we can find a local candidate. Depending on how many "boxes need to be ticked," it can be like lining up the planets with some candidates. We need to align hard skills, soft skills, education, and personality traits for your household. If you are willing to relocate someone, then the candidate pool will be larger.
Again, our first priority is to find someone local. If the client elects to expand the search after interviewing local candidates, then we can take that step.
NOTE: If you live in a remote location, then you should seriously consider relocating a candidate. Additionally, many affluent families in the Midwest and Central states, especially, have been relocating candidates from LA, SF, and NYC because the local talent doesn't know how to manage domestic staff, estates, and private jets like the "big city" candidates with more experience do.
Again, our first priority is to find someone local. If the client elects to expand the search after interviewing local candidates, then we can take that step.
NOTE: If you live in a remote location, then you should seriously consider relocating a candidate. Additionally, many affluent families in the Midwest and Central states, especially, have been relocating candidates from LA, SF, and NYC because the local talent doesn't know how to manage domestic staff, estates, and private jets like the "big city" candidates with more experience do.
Can we save money by having the candidate live-in?
At the elite level, the short answer is no. Contrary to popular belief, elite candidates can actually cost more if they live in, not less. When candidates live with the employer, the demands and workload are much higher, which is why reducing the salary isn't warranted. Additionally, candidates need to maintain whatever residence they have off-property because they need a place to go on their days off to "unwind" and have some privacy, so they still have the overhead expense of another dwelling.
Which types of positions are live-in?
It varies greatly. It's typical to have a housekeeper, nanny, or governess live on the property, but butlers (house managers) and personal assistants may also. We can discuss the specifics on a discovery call.
How do we pay the candidates?
Everything we do at our elite agency is 100% above board, which means that our clients also must be compliant with the law as well.
Candidates MUST be on a bona fide payroll with the employer and candidate paying taxes. It's illegal to have household employees misclassified as independent contractors, and when (not if) employers get caught, the punishment and fines can be quite severe (not even counting the reputational damage and legal fees to defend yourself).
The agency can introduce you to a payroll company that can issue "paychecks," and it's not nearly as difficult as one would think.
Candidates MUST be on a bona fide payroll with the employer and candidate paying taxes. It's illegal to have household employees misclassified as independent contractors, and when (not if) employers get caught, the punishment and fines can be quite severe (not even counting the reputational damage and legal fees to defend yourself).
The agency can introduce you to a payroll company that can issue "paychecks," and it's not nearly as difficult as one would think.
Can we save money by blending a role?
Blending roles (hybrid positions) can be controversial in the private service industry. To a degree, it's acceptable. You might, for example, ask your Personal Assistant or House Manager to also have driving duties, and that's fine.
Some employers, though, run wild with requests. We often get requests for someone who can be a nanny, house manager, cook, personal assistant, event planner, and housekeeper rolled into one. In short, that's impossible.
Please discuss your request with us, and we can lead you down a path of success, so you can keep a candidate long-term. If a private service professional has too many duties, they will get burned out and quit (not to mention that a "Jack of all trades, master of none" will apply).
Some employers, though, run wild with requests. We often get requests for someone who can be a nanny, house manager, cook, personal assistant, event planner, and housekeeper rolled into one. In short, that's impossible.
Please discuss your request with us, and we can lead you down a path of success, so you can keep a candidate long-term. If a private service professional has too many duties, they will get burned out and quit (not to mention that a "Jack of all trades, master of none" will apply).
How does your agency qualify the candidates?
This area is, perhaps, the most important part of hiring a qualified agency. Because we interview and qualify candidates for a living, we are experts. Here are some of the problems that homeowners run into when they try to hire household staff on their own:
- When calling references, you don't know if you are actually speaking with the job seeker's friend, who is posing as a past employer.
- Homeowners don't know how to run background checks or know when they might inadvertently break the law.
- Job seekers often "embellish" (lie) on their resumes, and affluent families usually don't know which questions to ask.
- Candidates could completely fabricate a resume and "hide behind" non-disclosure agreements.
As subject-matter experts, we can keep you compliant with the law, and we know how to navigate the slippery slope with NDAs (non-disclosure agreements) in the private service industry.
So, instead of hiring on your own and going on a feeling: "Oh, she seems nice, let's give her a shot." It's better to KNOW who you are really dealing with, and hiring a high-caliber agency will protect your family from nefarious characters.
So, instead of hiring on your own and going on a feeling: "Oh, she seems nice, let's give her a shot." It's better to KNOW who you are really dealing with, and hiring a high-caliber agency will protect your family from nefarious characters.
Is it true that your agency has a waiting list?
At certain times of year, depending on the workload, we sometimes have a waiting list. More employers reach out to us than we can serve, but please feel free to contact us with your request to start a dialogue about your placement.
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 elite 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 completed by sending us an email from a company domain or through your personal LinkedIn profile. Thanks for your understanding because competitors and undercover 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 to verify your identity.
NOTE 1: Although clients need to reveal themselves to us, we will keep your identity a secret from the candidates during the screening process.
NOTE 2: Sometimes high-net-worth families have a family friend, real estate agent, or an accountant call us and want to make a placement through a proxy. We don't do that. For legal, insurance, and privacy reasons, we MUST deal directly with the employer, and the employer must be the one to sign the agreement with the agency. The rare exception would be a Family Office, for example, or another business entity that has legal authority to make decisions on behalf of the VIP.
Verifications can be completed by sending us an email from a company domain or through your personal LinkedIn profile. Thanks for your understanding because competitors and undercover 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 to verify your identity.
NOTE 1: Although clients need to reveal themselves to us, we will keep your identity a secret from the candidates during the screening process.
NOTE 2: Sometimes high-net-worth families have a family friend, real estate agent, or an accountant call us and want to make a placement through a proxy. We don't do that. For legal, insurance, and privacy reasons, we MUST deal directly with the employer, and the employer must be the one to sign the agreement with the agency. The rare exception would be a Family Office, for example, or another business entity that has legal authority to make decisions on behalf of the VIP.
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 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
In short, we work with individuals in public office, the private sector, and private service.
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.
Additionally, because of the high cost of talent acquisition, inflation, and our overhead, we can't be profitable on placements that aren't full-time, so we thank you for your understanding.
Additionally, because of the high cost of talent acquisition, inflation, and our overhead, we can't be profitable on placements that aren't full-time, so we thank you for your understanding.
What are the advantages of working with an elite 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 responsibilities 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 & HIGH-TOUCH 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 of our industry knowledge allows us to be efficient in our placement process. About 95% of recruiters in domestic staffing don't come from the private service industry like we do. Agents who 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. At most other agencies, it's about bragging rights with "billing."
• TRANSPARENT PROCESS •
Because we are not driven for commissions, we don’t coach our candidates to just 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. If you want to win the war on talent and retain your staff, then you need "war room consultants" like us to tell you the truth.
• 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.
• 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 protect themselves 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 training or 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.
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, job title, and other factors.
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, and we attract talent that other high-volume agencies can't.
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:
- BAIT & SWITCH: They try and “bait and switch” candidates into jobs they are overqualified for, all to score a commission. After visiting the agency, the classic response to the applicant is: “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 who 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 high-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 world’s hottest candidates, even if they aren’t actively seeking employment (passive job seekers in the "hidden market" obtained through "whisper listings").
When employers hire us to source 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. 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 world’s hottest candidates, even if they aren’t actively seeking employment (passive job seekers in the "hidden market" obtained through "whisper listings").
When employers hire us to source 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. Because we specialize in our field, The Celebrity Personal Assistant Network has become a prestigious and trusted brand.
Where does your agency source candidates from?
It's our job to leave no stone unturned when searching for the perfect candidate:
- Our database (active and passive candidates)
- Our extended network
- Our partners
- Referrals
- Associations and peer groups
- Word of mouth
When needed, we also use social media, our newsletter, and job websites like LinkedIn. When we promote our open jobs, word spreads like wildfire because we have such a strong brand and reputation.
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 you.
- A summary of each candidate along with their resume is sent to the client.
- 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 is required.
- NOTE: Specifics of a trial period vary based on each candidate's set of circumstances, which we will discuss with you. Our agents can discuss the extensive list of different background checks that we offer.
Again, this is the short version of the process, and we can talk specifics with you on a discovery call. Also, once the placement has been made, we continue to support the client and candidate in any way needed.
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 firsthand experience working for celebrities, billionaires, aristocracy, and royalty, he has completed his BA degree in Linguistics (Intercultural Communication) from California State University. He has also finished 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: Harvard, Oxford, Columbia, and Berkeley. You can read more on Brian's extended biography.
Additionally, Brian has taken many professional development courses at the world's top universities: 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, so that's why we come from the private service industry.
Nannies, personal trainers, private chefs, chiefs of staff, housekeepers, drivers, security personnel, tutors, butlers, domestic couples, and personal assistants worldwide know and trust our elite brand.
Unlike many other household 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 firsthand 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.
Nannies, personal trainers, private chefs, chiefs of staff, housekeepers, drivers, security personnel, tutors, butlers, domestic couples, and personal assistants worldwide know and trust our elite brand.
Unlike many other household 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 firsthand 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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