Domestic Staff Recruitment for UHNW Families and Private Estates

Candidate statuses are used only where the corresponding process has been completed and recorded.

Agency Vetted

The candidate has completed an agency interview, confirmed the appointment terms and undergone a review of available documents and references.

Professionally Assessed

An additional specialist interview, practical evaluation or case-based assessment has been completed.

Training Completed

The candidate has completed an agreed training programme and the completion has been recorded.

Practical Assessment Passed

Relevant professional skills have been evaluated according to a predefined format.

Trained at the Residence

Following appointment, a separate programme has been delivered in accordance with the protocols and assets of the specific residence.

We do not describe a candidate as trained, assessed or certified merely because general educational materials have been supplied.

Our Recruitment Process

1. Confidential Briefing

We consult with the principal or an authorised representative, such as a Family Office executive, Personal Assistant, Chief of Staff, Estate Manager or HR Director.

The briefing covers the residence portfolio, family structure, service model, travel pattern, household team, reporting requirements and expectations for the appointment.

2. Position and Success Profile

We prepare a written specification defining responsibilities, authority, professional competencies, preferred attributes, employment terms, reporting lines and probationary-period objectives.

Before the search begins, we also consider whether the terms are appropriately aligned with the relevant international market.

3. Tailored Search Strategy

Depending on the mandate, we use our proprietary network, professional referrals, direct search and carefully selected external channels.

For senior or confidential appointments, we may approach professionals who are not actively seeking a new role.

4. Interview and Professional History Review

We conduct structured interviews, examine the substance of previous responsibilities and clarify professional moves. Available references are reviewed for finalists in accordance with the agreed process.

5. Curated Shortlist

The client receives a focused selection of relevant candidates presented in a consistent format, accompanied by consultant commentary and the available verification status.

6. Client Interviews and Practical Assessment

We coordinate interviews and, where appropriate and lawful, paid practical assessments or trial periods. Tasks, observation criteria and feedback procedures should be agreed in advance.

7. Offer Management

We support communication around remuneration, schedule, accommodation, relocation, travel, reporting lines, confidentiality requirements and commencement arrangements.

8. Onboarding and Follow-up

Depending on the selected service, we remain in contact during the initial employment period and assist with the clarification of responsibilities, expectations and operational priorities.

Essential Recruitment

A structured recruitment service for a clearly defined household vacancy with established responsibilities, market-aligned terms and a conventional employment structure.

The service may include:

• a confidential qualification briefing;
• a written position profile;
• search through relevant agency and professional channels;
• structured candidate interviews;
• confirmation of interest and appointment terms;
• review of available documents and finalist references;
• presentation of selected candidates;
• coordination of client interviews;
• offer and commencement support;
• a replacement provision subject to the agreement.

Premium Managed Search

A bespoke mandate for senior, sensitive, complex or international appointments where discretion, scarcity of talent and the cost of an unsuitable appointment require a more extensive search methodology.

This service is appropriate where the appointment involves:

• a rare combination of skills and private-service experience;
• responsibility across several residences;
• multilingual or cross-cultural requirements;
• rotation, extensive travel or relocation;
• exceptional confidentiality requirements;
• a discreet succession or replacement process;
• direct approaches beyond the active candidate market;
• coordination with a Family Office or private advisory team.

The mandate may include:

• an in-depth household and role analysis;
• international market calibration;
• a bespoke search strategy;
• confidential direct approaches;
• extended competency interviews;
• case-based or specialist assessment;
• a detailed finalist dossier;
• enhanced review of available references;
• written documentation of material discrepancies;
• offer and negotiation support;
• an onboarding roadmap;
• scheduled follow-up during probation;
• a replacement provision subject to the agreement.

A premium search is not access to a larger database. It is a separately managed mandate for an appointment of particular importance, sensitivity or complexity.

The final scope and professional fee are determined after the confidential briefing and reflect the seniority, geography, confidentiality requirements and search methodology.

A successful appointment depends not only on selecting the right professional, but also on providing clear authority, expectations and practical guidance from the first working day.

Before commencement, it is advisable to confirm:

• the formal position and reporting line;
• the detailed scope of responsibilities;
• the working schedule and rest periods;
• accommodation and meals, where applicable;
• remuneration, benefits and reimbursement procedures;
• travel and relocation arrangements;
• confidentiality and property-access requirements;
• uniform and presentation standards;
• communication and reporting procedures;
• probationary-period objectives and review dates.

For senior appointments or complete household teams, we can prepare an integration plan covering introductions, transfer of responsibilities, access permissions, immediate priorities and the first formal review.

Separate onboarding and training support may include:

• a first-day checklist;
• a 30-day integration plan;
• clarification of responsibilities and reporting lines;
• property-specific housekeeping standards;
• wardrobe and luxury-item care protocols;
• table-service and guest-preparation standards;
• guidance for delicate materials and specialist surfaces;
• on-site professional training;
• a follow-up review after the initial employment period.

Recruitment appoints the professional. Structured onboarding integrates that professional into the standards, routines and privacy requirements of the residence.

A substantial residence often requires not one individual employee, but a coordinated household team.

The Estate Manager coordinates staff, contractors and operational processes. The Executive Housekeeper oversees housekeeping standards. Housekeepers maintain the daily readiness of private and guest areas. The Wardrobe Specialist is responsible for the principals’ personal belongings. The Residential Engineer manages the technical infrastructure. The Butler delivers personalised and guest-facing service.

We help clients to:

• determine the appropriate team composition;
• eliminate duplicated functions;
• establish a clear reporting structure;
• define areas of responsibility;
• recruit leadership and operational staff;
• coordinate schedules and shift handovers;
• arrange a carefully sequenced onboarding process;
• prepare an integration plan.

A strong team is not simply a collection of qualified professionals; it is a clear system of responsibility, hierarchy and cooperation.

For principals with multiple residences, complex private infrastructure or recurring staffing requirements, we offer a dedicated Private Office service.

The mandate may include:

• analysis of the existing household structure;
• development of reporting lines and position profiles;
• recruitment of Estate Managers and senior specialists;
• international and cross-border search;
• confidential succession or employee replacement;
• professional and case-based assessment;
• onboarding and team integration;
• residence-specific training;
• standardisation of selected service functions;
• ongoing recruitment support.

Where service quality has declined or a team requires constant intervention, the issue may not rest with one employee. It may result from unclear authority, duplicated duties, weak management or the absence of consistent processes.

We begin by establishing whether the priority is recruitment, restructuring, training, process clarification or stronger leadership.

Where an employee can be retained, we may recommend clearer responsibilities, operational adjustments or targeted training. Where replacement is necessary, we define the mandate and conduct the search discreetly.

We recruit private household professionals for appointments in established international locations and across multi-residence portfolios.

A cross-border search may be appropriate when a family is relocating, divides its time between several countries, requires a specific language or service background, or needs staff accustomed to international travel and seasonal movements.

Depending on the assignment, we consider:

• relevant private-household experience;
• language and cultural requirements;
• relocation and travel readiness;
• rotation schedules;
• work authorisation and visa requirements;
• experience in multicultural private environments;
• ability to coordinate across several residences;
• flexibility around the family’s travel schedule;
• confidentiality and professional-boundary awareness.

Where appropriate, the search may include candidates already based in the destination country, professionals prepared to relocate and rotational personnel experienced in supporting internationally mobile families.