New client requirements
We sincerely appreciate your interest in working with The Celebrity Personal Assistant Network. As a world leader in the staffing industry, we have a strict set of requirements for new clients. Please be advised of the following:
All positions must be compliant with the law, which means that candidates be classified correctly. In almost all cases with few exceptions, domestic staff that work in the home are not "independent contractors." They must be classified correctly for our firm to engage. We can discuss the specifics if you're unsure about the status of the role.
Staff must be paid "on the books," which means the employer and candidate are both compliant with the law. Candidates must receive a "pay slip" (aka "pay stub") that details earnings, taxes withheld, etc. If you don't have a payroll service, it's not nearly as complex as estate owners think. We have a company that we can connect you with.
We are a premier agency, which means our world-class candidates are on the higher end of the pay spectrum, not lower end. Pay packages must be competitive for the position, region, and market conditions. We will consult with you and give recommendations regarding a salary range.
When applicable, candidates must be paid overtime. Estate owners simply can't give candidates a flat salary and work them unlimited hours. We will discuss "exempt" and "non-exempt" status with you.
No runaway hybrid positions: High-net-worth families sometimes contact us and want to blend 4 or 5 jobs into one (e.g., maid, nanny, driver, chef, assistant, tutor). Reasonable hybrid roles are acceptable, and we will consult with you about best practices in the private service industry.
Health insurance: Candidates must have health insurance benefits or be given an allowance to cover benefits.
Full-time, permanent positions: We represent the top end of domestic staffing candidates, and we only place full-time, permanent positions. We don't make placements for part-time or temporary candidates. Because of the exhaustive interviewing and vetting procedures, it's simply not cost-effective in most cases to place part-time candidates.
Verification of identity: If you've contacted us through a Yahoo, Hotmail, Gmail or similar email account (and haven't properly identified yourself or your company), then we need to verify your identity before we have a discovery call. For obvious security reasons, we need to know that we aren't speaking with a competitor or a journalist. There are several ways we can verify your identity:
Why all the precautions? The reason we have access to the very best candidates in the industry is because they know about our high standards. Just like employers expect us to vet the candidates, the candidates also expect us to vet the employers as well -- just as a Hollywood talent agent who represents A-list actors would do.
In the end, the employer wins; and that's why our placement process is so effective and efficient. If you haven't already, we also encourage you to read our employer's FAQs page to learn more about our placement process.
All positions must be compliant with the law, which means that candidates be classified correctly. In almost all cases with few exceptions, domestic staff that work in the home are not "independent contractors." They must be classified correctly for our firm to engage. We can discuss the specifics if you're unsure about the status of the role.
Staff must be paid "on the books," which means the employer and candidate are both compliant with the law. Candidates must receive a "pay slip" (aka "pay stub") that details earnings, taxes withheld, etc. If you don't have a payroll service, it's not nearly as complex as estate owners think. We have a company that we can connect you with.
We are a premier agency, which means our world-class candidates are on the higher end of the pay spectrum, not lower end. Pay packages must be competitive for the position, region, and market conditions. We will consult with you and give recommendations regarding a salary range.
When applicable, candidates must be paid overtime. Estate owners simply can't give candidates a flat salary and work them unlimited hours. We will discuss "exempt" and "non-exempt" status with you.
No runaway hybrid positions: High-net-worth families sometimes contact us and want to blend 4 or 5 jobs into one (e.g., maid, nanny, driver, chef, assistant, tutor). Reasonable hybrid roles are acceptable, and we will consult with you about best practices in the private service industry.
Health insurance: Candidates must have health insurance benefits or be given an allowance to cover benefits.
Full-time, permanent positions: We represent the top end of domestic staffing candidates, and we only place full-time, permanent positions. We don't make placements for part-time or temporary candidates. Because of the exhaustive interviewing and vetting procedures, it's simply not cost-effective in most cases to place part-time candidates.
Verification of identity: If you've contacted us through a Yahoo, Hotmail, Gmail or similar email account (and haven't properly identified yourself or your company), then we need to verify your identity before we have a discovery call. For obvious security reasons, we need to know that we aren't speaking with a competitor or a journalist. There are several ways we can verify your identity:
- We can call you on a verifiably published phone number associated with a bona fide company
- You can send us an email attached to a domain name associated with a live website (blank landing pages don't qualify)
- You can contact Brian Daniel through a LinkedIn account with a completed profile
- A bona fide business entity (e.g., Family Office, law firm, PR agency, tax accountancy, etc.) can contact us through their company's domain to "vouch" for you
Why all the precautions? The reason we have access to the very best candidates in the industry is because they know about our high standards. Just like employers expect us to vet the candidates, the candidates also expect us to vet the employers as well -- just as a Hollywood talent agent who represents A-list actors would do.
In the end, the employer wins; and that's why our placement process is so effective and efficient. If you haven't already, we also encourage you to read our employer's FAQs page to learn more about our placement process.
Our process is unmatched in the industry
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