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Household Staffing Inside New York Homes
Morgan & Mallet recruiter Jonathan D. Vanderbilt joins Ben W from the New York office to open up the US market.
He walks through how hiring works inside New York homes, why it moves fast, and what sets it apart from Europe. It is a candid guide for principals and candidates alike.
- See how the New York hiring process really works, step by step.
- Learn what principals should prepare before calling an agency.
- Get candidate advice on resumes, experience, and standing out.
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Jonathan explains why New York moves fast, with in-person interviews and several rounds of screening before the principal.
He covers how US employment law shapes hiring, why families lean toward live-out staff, and why references and background checks come first.
He also shares the rise of the all-round house manager, and honest advice for both clients and candidates.
Key Takeaways
- New York moves fast, with in-person interviews and several screening steps, from family office to estate manager to house manager before the principal.
- Morgan & Mallet is full service, coordinating every interview and handling the process so clients and candidates do not deal directly at first.
- US employment law is strict, especially on discrimination, so agencies must be careful what they ask and how they record it.
- New York families often prefer live-out staff who know the city, partly because a townhouse has far less space than a Beverly Hills mansion.
- References and background checks come first. IDs, criminal records, and driving are all checked before anyone enters a home, and only candidates with real private household experience make the cut.
Full Transcript:
Transcript
Introduction
Ben W
Welcome to the Morgan & Mallet Luxury Staffing Podcast. Today we have a special guest, Jonathan from the New York office, who is going to share insights on the US market. Jonathan, how are you?
Jonathan
Thank you, Ben. One correction, it is Jonathan D. Vanderbilt, no relation to the Vanderbilt family. I am doing great. It is Friday, the weather is good, and I am glad to be here.
Credentials and Background
Ben W
Your LinkedIn has a few acronyms after your name. What are those qualifications?
Jonathan
ELAC is the Employment Law Accreditation, a certificate for understanding employment law. The ASC is the American Staffing Certificate, from the American Staffing Association, which means I am a registered certified staffing professional. They are also spelled out in my LinkedIn bio.
Ben W
What were you doing before Morgan & Mallet, and what drew you in?
Jonathan
My staffing experience spans over 40 years. Before this I did legal, light industrial, and office staffing, about 27 years with one agency. Household staffing was a new field for me, and I always like learning and growing, so I applied. Two years on, I have learned the industry and I am thriving in it. It is very busy, and busy is great. I only complain when it is slow, because then there are no placements being made.
What Defines the New York Market
Ben W
What defines the New York market compared with Europe? Is it faster?
Jonathan
I oversee the US market from New York, and the pace here feels faster. Clients want to interview quickly, and in-person interviews are a big thing. This morning I set up three in-person interviews for the weekend. When they call, they have the need and want to start interviewing right away, so I have to slow them down and explain our process and the steps before we submit candidates.
Ben W
Is it more common than in Europe for the principal to want to meet candidates directly?
Jonathan
Here in the US we deal with family offices, so the family assistants often pre-screen candidates first. They want it faster, but there are more steps. The family office interviews, then the estate manager or chief of staff, then the house manager, and finally the principal. In Europe it sounds more direct.
Coordinating the Whole Process
Ben W
Are you involved at every step, coordinating and moving it along?
Jonathan
Every step of the way, confirming the interviews. They call us a full-service staffing agency, so we oversee and handle everything. Candidates do not speak with the client directly at first, because we assist on that level. Our database is vast, so it is about finding the right person with the right experience who is available now. We screen heavily, video chat, and send assessments to speed up the process, then introduce the candidate to whoever interviews first.
Ben W
Every family is different, and they travel. How do you manage that?
Jonathan
The more money a family has, the more staff and assistance they have. A client might have an estate in Beverly Hills, but next week they are in London, and the month after in France. I adjust my time to fit their schedule, because we are servicing them. We start with a phone call, gather the job details, salary, and schedule, then send a presentation with our terms, fees, and process. Once that is signed, we start recruiting, screening, and submitting.
Ben W
When you chase a manager who is between cities, phone or email?
Jonathan
Both. They might ask me to email a resume, or call for more detail on a candidate, like why they are leaving, or why there is a gap. Those are the things a resume does not show, and we pull them out so the client gets the full, right picture.
How US Employment Law Shapes Hiring
Ben W
How do US employment laws shape pay and working conditions?
Jonathan
There is a law for everything in the US. It is far more structured than somewhere like Dubai, and everything has to be by the book, or the agency risks fines or worse. A big issue is discrimination. You cannot judge someone by age, race, religion, or gender, so that information is kept out of our database. It means more work, and you have to be careful what you ask, because anything can turn into a lawsuit.
Why New York Leans Live-Out
Ben W
Are New York families leaning more toward live-out arrangements?
Jonathan
In New York, yes. Families prefer someone local who knows the city and can travel back and forth. For a nanny taking a child on the subway or in a cab, you want a New Yorker who is thick-skinned and street-smart. I am working with three New York clients right now, and they are all live-out. One is flexible, but even she prefers a local who lives out.
Ben W
Is part of it that property is so expensive in New York?
Jonathan
Yes. A client might have a Beverly Hills mansion with ten bedrooms, but a New York townhouse with three, because space is limited here. The typical New York home does not have separate staff quarters or a guest house. So live-out is often simply a question of space.
References and Background Checks
Ben W
How important are credentials, references, and background screening?
Jonathan
It is the number one priority. Before anyone sets foot in a client’s home, references, criminal, and background are all clear. IDs run through Homeland Security, and driver’s licenses through the DMV. I speak with at least three or four previous employers to confirm dates, responsibilities, and reasons for leaving. It is critical for insurance and liability, especially with a nanny caring for a child.
Ben W
Have you had a surprising reference call?
Jonathan
Sometimes the resume is inflated or AI-generated. I call and the former employer says that is not what she did, she was here two months and we let her go. So, thank you, check, do not send. Once a candidate is in our system as ready, it means everything has truly checked out.
Ben W
So of the applicants, only a share are truly ready to go?
Jonathan
The qualified ones are those with real private household experience. I might get a housekeeper who worked at the Hilton for two years. That is great, but we need a private, family situation, which is a completely different dynamic to a hotel. If they are strong but not right for a private home, our hospitality division can place them in a hotel instead.
The Rise of the All-Round House Manager
Ben W
Have you seen any trends in your two years here?
Jonathan
Yes. We are getting far more house manager and house assistant requests. Where a family once hired a housekeeper, a personal assistant, and an estate manager separately, now they want one flexible person to cover all three, someone who can tidy, do food prep, and drop the kids at a play date. Even chef roles now often ask for cleaning and meal prep too.
Ben W
Why do you think that is, and are these all-rounders easy to find?
Jonathan
Maybe the economy. Rather than hire three people, they hire one on a slightly higher salary and save on fees. As a recruiter you focus on their needs and tell candidates plainly, this is the job, you need to be flexible. We do have plenty in the database, so no real trouble finding them. Last week we ran an ad and I had three interviews lined up the same morning.
Advice for Clients and Candidates
Ben W
Is there anything you would like clients or candidates to hear?
Jonathan
For clients, come with a clear job description and understand how an agency works, including that there is a placement fee. It is a service, like insurance. That saves a lot of back and forth. For candidates, get your resume in order and account for any gaps, because gaps stop you getting hired. And apply only for jobs you are qualified for. If you are qualified and available, we will call you back, because we want to place you.
Closing
Ben W
Thank you, Jonathan. If you want to hire a butler, housekeeper, chauffeur, house manager, or estate manager, head to householdstaff.agency, and in the US you may well speak with Jonathan. Candidates can visit householdstaff.agency/jobs. Subscribe on Spotify, Apple Podcasts, Amazon Music, Deezer, and YouTube. Thanks, Jonathan.
Jonathan
Thank you, Ben, and thank you to all the listeners. Hope to speak with you soon, and keep me busy.