Frequently Asked Questions for Job Seekers
NOTE: Only roles placed on this website or on Brian Daniel's LinkedIn profile are real. Any other people or entities claiming to have a job with The Celebrity Personal Assistant Network aren't legit.
Are you a traditional employment agency?
Jobseeker's FAQ
We are not traditional in any way. We are headhunters who start from scratch with each job placement that we do. We are retained search, which is exceptionally rare in this industry. Because clients pay us upfront, we don't have "tire kickers" with employers who are just looking at new candidates half-heartedly. Clients that come to us are certain they are going to make a placement and they only hire us.
In this industry, it's common for some employers to hire 3 to 5 agencies at the same time, and that makes recruiters rush to submit candidates in hopes of scoring a commission. In short, it's a race because many of the same candidates are registered with multiple agencies. This "race" that most staffing agencies participate in dramatically reduces the quality of the placement process. We are in a different league altogether.
In this industry, it's common for some employers to hire 3 to 5 agencies at the same time, and that makes recruiters rush to submit candidates in hopes of scoring a commission. In short, it's a race because many of the same candidates are registered with multiple agencies. This "race" that most staffing agencies participate in dramatically reduces the quality of the placement process. We are in a different league altogether.
What positions do you make placements for?
Here is a list of the roles that we place most frequently, but we can place nearly any position an employer needs.
Where do you place candidates?
We recruit worldwide in all cities big and small. There are almost 3,000 billionaires in the world and roughly 50,000 households with net worth between $50MM and $500MM. Many of our clients fall into these categories. We also place globally and have a network of candidates in major cities worldwide.
Why do companies or individuals even bother to use agencies?
It's a terrific question. With the ubiquitous use of platforms like LinkedIn, Indeed, Monster, and Craigslist, it would seem that staffing agencies would be obsolete. Well, the same could be argued that travel agencies should be extinct as well. Yet, travel agencies and domestic staffing recruiters are more plentiful than ever. Why?
There are several reasons why companies and individuals use domestic staffing agencies like ours:
There are several reasons why companies and individuals use domestic staffing agencies like ours:
- Companies often search for candidates secretly, and they can't put high-profile ads on the internet if they are thinking of replacing someone (and the person doesn't know they are going to be terminated).
- Big companies often use third-party agencies in tandem with their own recruiting efforts because they are in a hurry and need turnkey candidates immediately.
- High-net-worth individuals often try to take out "Confidential Employer" ads on their own, but they weren't able to attract high-quality candidates on their own. In the end, they come to us.
- When companies or individuals take out job ads on platforms like LinkedIn, they get 500 to 1,000 resumes. Even using software to sort data is time consuming and arduous. Elite agencies like ours have passive job seekers who aren't looking at those high-volume job ads, so headhunters have access to top candidates in the "hidden market."
I sent my resume to you but never heard back. Why?
Firstly, we would like to genuinely thank you for your interest. Please be advised that we receive thousands of emails a month from candidates, private employers, HR managers, recruiters, private jet companies, hotel concierges, travel companies, wedding planners, yacht builders, interior designers, etc.
We can't respond to every message, and we thank you greatly for your understanding. If you sent a resume, it will be put on file; and if we feel there could be a match in the future, then we will reach out for an interview. Signing up for our newsletter is also a very good way to be notified of future positions.
In the past, we used to send an email to every candidate who sent us a resume. But then we were consumed with replies asking, "Why can't you get me a job right now?" or "How can I become more qualified?" Hundreds of thousands of job seekers visit our website each year looking for help, and that is why we have put so much (free) information on the site for your reference. We know it's frustrating not to hear back but hang in there. We will usually contact you within 24 hours if we think that we can place you for a client who has an immediate need.
Brian Daniel has also stopped charging for his eBook: The Insider's Guide to Working with the High Net Worth, so you have free access to help you secure your next position. Additionally, our Sitemap has hundreds of pages of free resources for job seekers as well.
We keep stressing the word "free" because there are many clubs and associations for private service professionals around the world, but they charge for their tools (and many of them are invite-only and make you fill out a pages-long application to be accepted).
We can't respond to every message, and we thank you greatly for your understanding. If you sent a resume, it will be put on file; and if we feel there could be a match in the future, then we will reach out for an interview. Signing up for our newsletter is also a very good way to be notified of future positions.
In the past, we used to send an email to every candidate who sent us a resume. But then we were consumed with replies asking, "Why can't you get me a job right now?" or "How can I become more qualified?" Hundreds of thousands of job seekers visit our website each year looking for help, and that is why we have put so much (free) information on the site for your reference. We know it's frustrating not to hear back but hang in there. We will usually contact you within 24 hours if we think that we can place you for a client who has an immediate need.
Brian Daniel has also stopped charging for his eBook: The Insider's Guide to Working with the High Net Worth, so you have free access to help you secure your next position. Additionally, our Sitemap has hundreds of pages of free resources for job seekers as well.
We keep stressing the word "free" because there are many clubs and associations for private service professionals around the world, but they charge for their tools (and many of them are invite-only and make you fill out a pages-long application to be accepted).
What am I actually up against when it comes to job applications?
Analytics data: Resume submissions
Just to put things into perspective: Here are the cold, hard numbers that we are dealing with when we post top jobs for celebrities and billionaires. We will use this post from Anna Wintour's job as an example:
An additional 523 candidates "circumvented" the system and emailed Brian Daniel on LinkedIn asking questions about the role. About 10% of the resumes submitted were double submissions. This is only ONE position. In any given month, we could have as many as 25,000+ emails come in.
- Page visits: 6,464
- Resumes submitted: 4,328
- Additional emails received: 1,428 ("I have a quick question")
An additional 523 candidates "circumvented" the system and emailed Brian Daniel on LinkedIn asking questions about the role. About 10% of the resumes submitted were double submissions. This is only ONE position. In any given month, we could have as many as 25,000+ emails come in.
What kind of experience will I need to be represented by an agency?
Generally speaking, you will need several years of (recent) high-profile experience to compete. Most celebrity and billionaire employers won't be impressed unless you have proven yourself multiple times over many years.
Anyone can get lucky and get a job with a celebrity for a year, but the reason high-net-worth employers pay large fees at agencies is because they want "tried and true" candidates who have been "in the trenches" for years (and have the verifiable recommendation letters to back it up).
Additionally, we frequently get messages from candidates saying they have worked with celebrities (but it was actually for a short time and "twice removed" -- meaning that a company they worked for had some interaction with the celebrity or the VIP's agents).
Unless you were the actual "right hand" to the VIP and were paid through a company the celebrity owns (and it happened recently), then it makes it very hard for you to compete against the other candidates who have a lot more experience.
Anyone can get lucky and get a job with a celebrity for a year, but the reason high-net-worth employers pay large fees at agencies is because they want "tried and true" candidates who have been "in the trenches" for years (and have the verifiable recommendation letters to back it up).
Additionally, we frequently get messages from candidates saying they have worked with celebrities (but it was actually for a short time and "twice removed" -- meaning that a company they worked for had some interaction with the celebrity or the VIP's agents).
Unless you were the actual "right hand" to the VIP and were paid through a company the celebrity owns (and it happened recently), then it makes it very hard for you to compete against the other candidates who have a lot more experience.
Can I learn more about the actual selection process?
Brian Daniel wrote a popular article on LinkedIn titled, Billionaire Jobs: Inside the Cut-throat Selection Process. Read through that article for insights about how you can stand out from the crowd when applying for jobs with celebrities and billionaires.
How can I find out the status of my submission or if the job has been filled?
Again, we are only going to reach out to you if you make the shortlist. If you started the interview process with us, then you will be notified by phone if you're out of the running.
We never ghost people who start the interview process, but you won't hear from us if we don't think that you are fit for a role. Again, that's because of the massive volume we are dealing with.
You can also look at the webpage the job is posted on. Sometimes we update the status on the page, but not always. It's done on a case-by-case basis.
We never ghost people who start the interview process, but you won't hear from us if we don't think that you are fit for a role. Again, that's because of the massive volume we are dealing with.
You can also look at the webpage the job is posted on. Sometimes we update the status on the page, but not always. It's done on a case-by-case basis.
Can I get feedback?
In addition to not having enough time to reach out to every candidate because of the high volume, we are fundamentally against giving "feedback." We don't even do this for candidates that we represent on a shortlist, and here is why:
The employer is NEVER going to give us the real reason they didn't hire a candidate. So, if we give feedback to the candidate based on inaccurate or erroneous information, it's actually counterproductive. We know it's disappointing not to score a dream job, but it's best to just move on and find an employer that is a "fit."
The employer is NEVER going to give us the real reason they didn't hire a candidate. So, if we give feedback to the candidate based on inaccurate or erroneous information, it's actually counterproductive. We know it's disappointing not to score a dream job, but it's best to just move on and find an employer that is a "fit."
In domestic staffing, I sometimes see the same job posted on other recruiter's websites. Why?
There are three reasons for this:
- Firstly, some employers hire multiple agencies to fill a role. Although we don't recommend this practice, many employers do it anyway. It's the nature of the game.
- Secondly, sometimes staffing agencies partner up with other firms to help fill roles. Although other firms are technically competitors, there are several reasons that agencies do this.
- Thirdly, some agencies "spoof" the role. In other words, they see the job spec on our website, and they pretend they are also trying to fill the role. More on that later.
What advice can you give me about working for UHNW families and celebrities?
Brian Daniel wrote a book, which is available for free. You can also get some career coaching. Please be advised that coaching does NOT influence decisions to submit candidates, so we are careful to make sure that no conflicts exist. Also, not all candidates are eligible to be accepted into the coaching program unless Brian knows that he can help you, and that's why the "buy now" buttons have been removed from the coaching page. So, it's about business ethics and not about making money (more on why Brian Daniel has been called a "real-life Jerry Maguire" later).
How much do candidates placed through your firm make?
The short answer: $100,000 is the average for our mid-range placements. The longer answer is that several considerations are important for deciding, including market factors, region, the overall level of responsibility, experience, education, employer, etc. We have several high-range assistants that are in the $150,000 to $250,000 arena. We also have a complete breakdown of salary range of personal assistants.
Additionally, we may be the strictest of all domestic staffing agencies when it comes to accepting clients. We only accept clients who are paying very competitive wages with health insurance benefits. In other words, no "independent contractor" jobs where employers misclassify candidates and pay them cash under the table (which is too common in our industry).
Additionally, we may be the strictest of all domestic staffing agencies when it comes to accepting clients. We only accept clients who are paying very competitive wages with health insurance benefits. In other words, no "independent contractor" jobs where employers misclassify candidates and pay them cash under the table (which is too common in our industry).
How can I be featured in your newsletter?
I occasionally see candidates featured in your newsletter. How does that work? I want to be featured.
If you are a private service professional, and you want to promote yourself in our newsletter, visit our website page about how to be featured.
If you are a private service professional, and you want to promote yourself in our newsletter, visit our website page about how to be featured.
What are the steps of the screening process at your agency?
- Candidates submit a resume: If we feel there is a possibility we could place you, we will usually reach out within 24 hours for a quick exploratory interview. The main purpose at that point is to find out your career goals.
- For candidates that we feel could be a fit for a client, we start rounds of interviews. This can take many hours.
- If we think you are a possible match for a client after the exploratory interviews take place, then the next stage would be to verify your former employment, get recommendation letters, do background checks, etc.
- After that, interviews with the client start. That can take days or weeks, depending on matching schedules and availability. The clients typically do anywhere from one to six interviews.
Do I need to apply for every job I see posted on your site?
Please feel free to submit each time for different jobs, but please don't repeatedly submit yourself for the same job. We are aware that some candidates think they are a "perfect fit" for a certain position, but please be advised that there is a much longer job description that we have not posted.
Sometimes it's like trying to "line up the planets" with these positions, and there are considerations that the candidates are not aware of. Thanks for your patience and understanding.
Sometimes it's like trying to "line up the planets" with these positions, and there are considerations that the candidates are not aware of. Thanks for your patience and understanding.
If the job is still posted, does that mean it's still open?
Yes, technically. We send resumes to the client in "rounds." Round 1 has the closest match. Usually, the client will choose one of these candidates. There could be anywhere between 2 and 5 candidates to choose from. If, by chance, the client wants to see more candidates, we will move to Round 2. In most cases, that will close it. Very rarely would our agency need to move to Round 3.
The length of time to fill a role does depend, though, on the "degree of difficulty." If the client is looking in a very narrow set of circumstances -- like the candidate needs to have a master's degree and speak two specific languages -- then it can take up to three months or more to find someone like that.
The length of time to fill a role does depend, though, on the "degree of difficulty." If the client is looking in a very narrow set of circumstances -- like the candidate needs to have a master's degree and speak two specific languages -- then it can take up to three months or more to find someone like that.
I found a job listing on Google, but it's not on your website's jobs page.
We have been making placements since 2007, so many of our job ads exist on Google and other job sites. If the role isn't on our official jobs page, it means the role has been filled (or it's NOT a real job of ours).
Do I have to put my current employer's name? I don't want anyone to know I'm looking for a new job.
The short answer: No, you don't (in the beginning). Just put "Confidential A-list actor" or whatever would be appropriate for your situation. Eventually, though, you will need to disclose your current employer if you do want to move forward with a new job through our agency.
Please be advised that if you put "Confidential Employer" for all your past employers, then you won't hear from us because there is no way for us to gauge whether your past experience is suited for any of our current clients. We also need to know if any possible conflicts exist.
NOTE: It's unethical and illegal for a non-disclosure agreement to prevent your former employer from ever verifying your past employment. You can read Brian Daniel's article about "NDA Myths" here.
Please be advised that if you put "Confidential Employer" for all your past employers, then you won't hear from us because there is no way for us to gauge whether your past experience is suited for any of our current clients. We also need to know if any possible conflicts exist.
NOTE: It's unethical and illegal for a non-disclosure agreement to prevent your former employer from ever verifying your past employment. You can read Brian Daniel's article about "NDA Myths" here.
Why do I need to cut and paste my resume on the jobs page?
There are several reasons we do this:
We don't make any acceptations to this procedure. Thanks for your understanding.
- It's just too easy nowadays for candidates to blast their resumes, cover letters, and references to recruiters. First things first: We don't want to get bombed with so many documents when we don't know yet if it's appropriate to move forward.
- We want to see if the candidate can follow directions and is tech savvy. If you can't get the cut and paste option to work, then you're probably not going to be a fit for the demands of the role we are placing.
We don't make any acceptations to this procedure. Thanks for your understanding.
What kind of recommendations will I need from former employers?
This is a sticky and sometimes controversial topic in our industry. The short answer is that every single one of your past employers must be verified in some way. If you were working, say, for an A-list celebrity for three years and they were paying you cash (no pay slips) and you don't have a verifiable letter confirming your employment, we likely won't be able to represent you. Brian Daniel has made a detailed post about "the gold standard" for recommendation letters.
Candidates must understand that clients are paying us between $25,000 and $50,000 for a "turnkey candidate" with 100% of the resume verified. If you worked for a celebrity or billionaire and can't prove it, then in the domestic staffing industry, it doesn't count. We can't "take your word for it" because the high-net-worth clients expect a full "dossier" on each candidate. In short, that's the whole purpose of hiring through an agency and paying the big fees.
Candidates must understand that clients are paying us between $25,000 and $50,000 for a "turnkey candidate" with 100% of the resume verified. If you worked for a celebrity or billionaire and can't prove it, then in the domestic staffing industry, it doesn't count. We can't "take your word for it" because the high-net-worth clients expect a full "dossier" on each candidate. In short, that's the whole purpose of hiring through an agency and paying the big fees.
Do you make placements for part-time, seasonal, or temp jobs?
Usually, we do not. The candidates we represent are looking for full-time, permanent work. Simply put, it's too cost prohibitive for our agency to make temp placements because the same level of vetting is required. Because we charge an engagement fee (and have agency minimums), it's simply not cost-effective for families to hire us for temp work.
Having said that, there are some rare occasions that we place temps or part-timers, but it's taken on a case-by-case basis, and it must be phenomenal for us to consider it.
Having said that, there are some rare occasions that we place temps or part-timers, but it's taken on a case-by-case basis, and it must be phenomenal for us to consider it.
What are the chances you can get me a job?
It's a great question. Many factors make up the equation. In a very rare case, we got a candidate a job with a world-famous CEO in a week; but that is certainly the exception, not the rule. Consider this:
The best comparison would be A-list celebrities in Hollywood. Take the "Wonder Woman" movie, for example. When a movie studio is going to make a film, the Hollywood movie stars are no longer competing with the top-notch talent in Los Angeles; they are now competing on a worldwide scale. If you didn't know, the new Wonder Woman actress, Gal Gadot, is from Israel. She "beat" hundreds (maybe thousands) of other actresses from around the world that were competing for the same role.
Having said that, most of the time you will only be competing with the talent in the same country, but not always in the same city. There is no doubt that the client certainly prefers to choose a candidate close to his/her home, but what they are sometimes looking for is "lightning in a bottle." They are hiring in hopes to keep someone for five to ten years because they don't want to have to hire, retrain, and share secrets with new candidates every other year.
Honestly, statistically speaking, the numbers are against you. Suppose that we get an order for a job in Los Angeles. At the very minimum, you will be up against about 100 other qualified candidates (passive and active job seekers). Most of them are passive seekers in our network that have been waiting for the "perfect opportunity."
Now, having said all of that, if you are one of the three to five candidates that we submit to the client, the chances are very strong that one of those three to five candidates will get the job because that means you are a very close match. Additionally, because we are a retained-search firm, the client is very serious about hiring because they have already paid us money (an engagement fee) upfront. And we can also assume that the client has only hired our firm, so you usually won't be competing with other firms -- but that isn't always the case.
We were even in a situation once where we got a dream job for a candidate that was in our computer for seven years. The lesson: This business is all about longevity and cultivating professional relationships.
All of the parties involved in the process of making a placement (the agent, job seeker, and the client) need to be very humble; but this is especially true for the candidates. Sometimes we get resumes from candidates who have worked for the UHNW and celebrities, and they start making a lot of assumptions, can be aggressive, or are sometimes even demanding. There is no place for that when working with an agency. Just because a candidate worked for one billionaire doesn't mean s/he will be good for another high-net-worth individual.
The role of an agent is to fulfill what the client wants, and it's often a very "tall order" if they are coming to us. So, considering that you will be up against dozens of other equally qualified candidates means that being humble and polite is a very important part of the process.
After doing this for 18 years, we have found that if the candidate can't remain composed and patient with the agency, then the candidate will NOT be able to "jump through all of the hoops" during the placement process with the client either. Simply put, it's a game. It really is, and candidates have to understand that and know how to play that game very well.
So, after that very long-winded answer: the short version is that using an agency is only one, small part of your journey for scoring your dream job. About 85% of the best jobs (in any industry) exist in the "hidden job market" and some individuals never use agencies to fill those jobs. In other words, networking is a critical component of scoring the best jobs.
- We are about quality, not quantity
- We are a low-volume, boutique operation
- We make placements worldwide
- You are competing against world-class talent
The best comparison would be A-list celebrities in Hollywood. Take the "Wonder Woman" movie, for example. When a movie studio is going to make a film, the Hollywood movie stars are no longer competing with the top-notch talent in Los Angeles; they are now competing on a worldwide scale. If you didn't know, the new Wonder Woman actress, Gal Gadot, is from Israel. She "beat" hundreds (maybe thousands) of other actresses from around the world that were competing for the same role.
Having said that, most of the time you will only be competing with the talent in the same country, but not always in the same city. There is no doubt that the client certainly prefers to choose a candidate close to his/her home, but what they are sometimes looking for is "lightning in a bottle." They are hiring in hopes to keep someone for five to ten years because they don't want to have to hire, retrain, and share secrets with new candidates every other year.
Honestly, statistically speaking, the numbers are against you. Suppose that we get an order for a job in Los Angeles. At the very minimum, you will be up against about 100 other qualified candidates (passive and active job seekers). Most of them are passive seekers in our network that have been waiting for the "perfect opportunity."
Now, having said all of that, if you are one of the three to five candidates that we submit to the client, the chances are very strong that one of those three to five candidates will get the job because that means you are a very close match. Additionally, because we are a retained-search firm, the client is very serious about hiring because they have already paid us money (an engagement fee) upfront. And we can also assume that the client has only hired our firm, so you usually won't be competing with other firms -- but that isn't always the case.
We were even in a situation once where we got a dream job for a candidate that was in our computer for seven years. The lesson: This business is all about longevity and cultivating professional relationships.
All of the parties involved in the process of making a placement (the agent, job seeker, and the client) need to be very humble; but this is especially true for the candidates. Sometimes we get resumes from candidates who have worked for the UHNW and celebrities, and they start making a lot of assumptions, can be aggressive, or are sometimes even demanding. There is no place for that when working with an agency. Just because a candidate worked for one billionaire doesn't mean s/he will be good for another high-net-worth individual.
The role of an agent is to fulfill what the client wants, and it's often a very "tall order" if they are coming to us. So, considering that you will be up against dozens of other equally qualified candidates means that being humble and polite is a very important part of the process.
After doing this for 18 years, we have found that if the candidate can't remain composed and patient with the agency, then the candidate will NOT be able to "jump through all of the hoops" during the placement process with the client either. Simply put, it's a game. It really is, and candidates have to understand that and know how to play that game very well.
So, after that very long-winded answer: the short version is that using an agency is only one, small part of your journey for scoring your dream job. About 85% of the best jobs (in any industry) exist in the "hidden job market" and some individuals never use agencies to fill those jobs. In other words, networking is a critical component of scoring the best jobs.
Can we jump on a quick call?
Please be advised that hundreds of candidates a month from all over the world send us emails asking if we can jump on a "quick call" to answer some questions that they have. Most of the time, we can't. Simply put, there's just not enough time in the day. Those "quick calls" often turn into 45-minute sessions.
Between speaking with clients and interviewing candidates for jobs that we are currently placing, there's very little or no time left in the day to answer questions from job seekers. Otherwise, the entire day would be spent speaking to curious job seekers, real estate agents, wedding planners, private jet brokers, and other types of businesses that contact us. This is also why we can't take a "quick glance" at your resume and give any tips either.
NOTE: You can get Brian's expertly designed and ATS-friendly resume template on the free downloads page.
Between speaking with clients and interviewing candidates for jobs that we are currently placing, there's very little or no time left in the day to answer questions from job seekers. Otherwise, the entire day would be spent speaking to curious job seekers, real estate agents, wedding planners, private jet brokers, and other types of businesses that contact us. This is also why we can't take a "quick glance" at your resume and give any tips either.
NOTE: You can get Brian's expertly designed and ATS-friendly resume template on the free downloads page.
What are the third-party "verified" job ads I see on your website?
Sometimes we feature jobs from third-party employers on our site. We are very selective about who appears on our site, so when visitors see an ad that we aren't placing ourselves, we have verified the employer and feel that the ad meets quality standards. We are not involved in those third-party employers' placement processes, so we don't return emails when candidates ask for help regarding those jobs.
How do staffing agencies make money?
Generally speaking, both corporate and domestic staffing agencies charge the employers, not the applicants. As mentioned earlier, we are retained search, which is exceptionally rare in this industry. Usually, executive search firms charge money upfront, and about 99% of domestic staffing agencies work for free in hopes of scoring a commission.
There are many ways to structure fees in the recruiting industry, but the general rule is that the agency will charge 20% to 25% of the candidate's annual salary as a fee (commission). Just using easy, round numbers: A candidate making $100,000 would be a $20,000 commission to the agency.
Some agencies will charge based on the total value of the compensation package. In other words, if you get free 5-star accommodations, year-end bonuses, and a company car, that can double the value of the package, and some agencies will charge their commission based on that total value.
While the fees sound high, they actually aren't at all. Recruiters have enormous overhead expense with their offices, staff, utilities, insurance, etc. Domestic staffing agencies are always looking for "needles in haystacks" to satisfy "eccentric personalities."
Only about 1 in 100 resumes submitted with make the cut, so it's a lot of administrative work and interviewing before we find "lightning in a bottle" -- not to even mention the time-consuming process of verifying a candidate's work history and education.
There are many ways to structure fees in the recruiting industry, but the general rule is that the agency will charge 20% to 25% of the candidate's annual salary as a fee (commission). Just using easy, round numbers: A candidate making $100,000 would be a $20,000 commission to the agency.
Some agencies will charge based on the total value of the compensation package. In other words, if you get free 5-star accommodations, year-end bonuses, and a company car, that can double the value of the package, and some agencies will charge their commission based on that total value.
While the fees sound high, they actually aren't at all. Recruiters have enormous overhead expense with their offices, staff, utilities, insurance, etc. Domestic staffing agencies are always looking for "needles in haystacks" to satisfy "eccentric personalities."
Only about 1 in 100 resumes submitted with make the cut, so it's a lot of administrative work and interviewing before we find "lightning in a bottle" -- not to even mention the time-consuming process of verifying a candidate's work history and education.
Will I have to sign a non-disclosure agreement to apply?
NDAs, or non-disclosure agreements (also known as confidentiality contracts), are standard operating procedure in our industry nowadays. It has become so common that the recruiters often need to sign one before a client will officially hire them or even let them see a job description. Not all employers require them, so it's taken on a case-by-case basis.
Will I have to do a background check?
Usually. Many employers now are doing background checks because they need to protect themselves from opportunistic people. Employers have a right to know if you are who you say you are. Depending on the employer, background checks can have many layers:
Each layer of checks should be related to your duties and responsibilities. If you will be in charge of money, then a credit check is justified. If you will be driving the VIP or any of his employees or family members, then a driving record check is warranted.
- Criminal background
- Credit history checks
- Driving record review
- Verification of education
Each layer of checks should be related to your duties and responsibilities. If you will be in charge of money, then a credit check is justified. If you will be driving the VIP or any of his employees or family members, then a driving record check is warranted.
Can I get advice about an employment contract I'm about to sign?
Believe it or not, we frequently get emails from private service professionals and executive assistants from all over the world asking this question. The email usually starts like this: "I think my agent is throwing me under the bus. I don't trust them. I'm not sure they have my best interest at heart. Can you help me?"
We also receive emails from candidates who went off on their own (not through an agency) and applied directly to "Confidential Employer" jobs on third-party sites. This can be very risky. Those websites are NOT moderated. In short, it's like "the wild, wild west."
Many of those jobs aren't aboveboard and illegally misclassify candidates as "independent contractors." In short, most of the time it's totally illegal. Paying people cash under the table or misclassifying them is usually only the beginning of the problems that come later (long hours, no overtime pay, no health insurance benefits, emotional abuse, etc.)
If you want to hire Brian Daniel to consult about any challenges you are facing, please feel free to contact us.
We also receive emails from candidates who went off on their own (not through an agency) and applied directly to "Confidential Employer" jobs on third-party sites. This can be very risky. Those websites are NOT moderated. In short, it's like "the wild, wild west."
Many of those jobs aren't aboveboard and illegally misclassify candidates as "independent contractors." In short, most of the time it's totally illegal. Paying people cash under the table or misclassifying them is usually only the beginning of the problems that come later (long hours, no overtime pay, no health insurance benefits, emotional abuse, etc.)
If you want to hire Brian Daniel to consult about any challenges you are facing, please feel free to contact us.
I think that I'm underpaid at my current job. How much should I be making?
We get hundreds of emails asking about salaries from all over the world. You can hire Brian Daniel for consulting and coaching, but we can't jump on a "quick call" to give you a general number. In short, we need to be hired first.
There are literally dozens of factors that go into calculating salary, and we need a solid hour to discuss all of your experience, education, and the current scope of your job (all duties and responsibilities). Once we have that information, we can give you an informed salary range (not a blanket statement).
There are literally dozens of factors that go into calculating salary, and we need a solid hour to discuss all of your experience, education, and the current scope of your job (all duties and responsibilities). Once we have that information, we can give you an informed salary range (not a blanket statement).
Why do other domestic staffing agencies operate so much differently than yours?
"I've had a very different experience at other agencies. They always call me in for an interview to meet the recruiter."
The "dirty secret" about most domestic staffing agencies is that they make their money from placing maids and nannies, not estate managers and personal assistants. The other agencies are much higher volume operations than we are. We are a very specialized, low-volume, niche operation.
Most domestic staffing agencies are going to get candidates on the phone and have them come into their offices because they want to "harvest" leads off of your resume. They are pretending to care about candidates to use them to get new clients.
Many household staffing agencies take out fake job ads to get applicants into their offices. When you fill out all of the paperwork, the "small print" has a waiver that gives the agency the right to verify your former employers.
The recruiters contact the former employers to "verify your employment," but what they are really doing is introducing themselves to the high-net-worth employer or celebrity in the hopes of scoring a new client.
At our firm, we don't start an interview process with a candidate unless a real job is on the table (and you are a real contender for the position). While it's frustrating to not hear back about a job you really want, just know that in the long run we aren't trying to take advantage of the applicants like many of the other agencies do.
The "dirty secret" about most domestic staffing agencies is that they make their money from placing maids and nannies, not estate managers and personal assistants. The other agencies are much higher volume operations than we are. We are a very specialized, low-volume, niche operation.
Most domestic staffing agencies are going to get candidates on the phone and have them come into their offices because they want to "harvest" leads off of your resume. They are pretending to care about candidates to use them to get new clients.
Many household staffing agencies take out fake job ads to get applicants into their offices. When you fill out all of the paperwork, the "small print" has a waiver that gives the agency the right to verify your former employers.
The recruiters contact the former employers to "verify your employment," but what they are really doing is introducing themselves to the high-net-worth employer or celebrity in the hopes of scoring a new client.
At our firm, we don't start an interview process with a candidate unless a real job is on the table (and you are a real contender for the position). While it's frustrating to not hear back about a job you really want, just know that in the long run we aren't trying to take advantage of the applicants like many of the other agencies do.
Can you please just take a chance on me?
We often get emails from candidates that look like this:
Brian Daniel has written extensively on this subject, and you can read his article about it.
- "I'm not qualified, but I'm a really hard worker. I'll do anything. Can you please just give me a chance?"
Brian Daniel has written extensively on this subject, and you can read his article about it.
What kind of training or education do I need in private service?
There are no traditional paths into the private service industry, but here are some guidelines:
- Most of the experienced candidates have a BA degree in a "mainstream" major (e.g. Business, Marketing, Economics, etc.).
- A background in business, customer service, or hospitality is highly desired.
- Specialized training is highly recommended: PA or EA training, House Manager or Property Manager certification, Leadership, PMP: Project Management Professional, Microsoft Certification, etc.
You may also review our staff training page to get help from experts.
I don't have direct private service experience, but I want to "pivot" in my career.
Again, clients come to us for "turnkey" candidates who have direct experience in private service, so they won't take a chance on an unproven person. The good news, though, is that celebrities and billionaires hire people they like, even if they don't have much experience (but that won't happen through an agency because of the big fees the clients have to pay).
If a celebrity or billionaire can't find the right person they like through an agency, they may take a chance on an unproven person who they like (through a "friend of a friend" referral). So, if you have "transferrable skills" and you are trying to "pivot," you can score these jobs on your own through networking. The best jobs in any industry, including private service, are obtained through networking in the "hidden job market."
To learn more about networking and scoring jobs on your own, read Brian's free book.
If a celebrity or billionaire can't find the right person they like through an agency, they may take a chance on an unproven person who they like (through a "friend of a friend" referral). So, if you have "transferrable skills" and you are trying to "pivot," you can score these jobs on your own through networking. The best jobs in any industry, including private service, are obtained through networking in the "hidden job market."
To learn more about networking and scoring jobs on your own, read Brian's free book.
Could I get sponsorship to work in another country?
We don't do that through our agency, but some of our clients do. Most of the time, though, clients are trying to find candidates "in their backyard," so they don't have to deal with visa paperwork. However, it's possible to get sponsored if the VIP can't find someone local.
What other information can you give me about learning how your agency works?
For your convenience, we have placed as much information on our site as possible. Please take the time to review all the web pages and read Brian Daniel's book, which is free. Understandably, candidates that call us can spend hours asking questions, but most of that information is available right here on the website. Also, review the graphic above and use it as a checklist to see if you have crossed every /t/ and dotted every /i/ with your submission.
Please be advised that Brian Daniel has reviewed the websites of many other employment agencies worldwide. It's very rare to have in-depth explanations of the placement process as we do. We are trying to be "game changers" in this industry, and we offer unprecedented transparency to both candidates and employers. We do this because we are all about honesty and want to establish strong, professional, long-lasting business relationships in the communities we serve.
We strongly advise job seekers to also review the Employer FAQ page to learn some more in-depth information about how the placement process works on the employer's perspective, and visiting the Sitemap will also give you some information that is not directly listed on our main navigation bar.
Finally, read more to learn why Brian Daniel is like "a real-life Jerry Maguire" (fewer clients, less money, better service).
We thank you for your interest in The Celebrity Personal Assistant Network and wish you the best in 2025!
Please be advised that Brian Daniel has reviewed the websites of many other employment agencies worldwide. It's very rare to have in-depth explanations of the placement process as we do. We are trying to be "game changers" in this industry, and we offer unprecedented transparency to both candidates and employers. We do this because we are all about honesty and want to establish strong, professional, long-lasting business relationships in the communities we serve.
We strongly advise job seekers to also review the Employer FAQ page to learn some more in-depth information about how the placement process works on the employer's perspective, and visiting the Sitemap will also give you some information that is not directly listed on our main navigation bar.
Finally, read more to learn why Brian Daniel is like "a real-life Jerry Maguire" (fewer clients, less money, better service).
We thank you for your interest in The Celebrity Personal Assistant Network and wish you the best in 2025!
NOTICE: When submitting for jobs -- No double submissions, phone calls, deliveries, or submissions on any other platforms other than the specified portal on the official page of the job. Thanks for your understanding, and only short-listed candidates will be contacted.
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