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Household Staff: What New Generations Of Candidates Are Looking For
Morgan & Mallet co-founder Morgan Richez joins Ben W to talk about the new generation of household staff. He explains what younger candidates want, why the money is no longer the whole story, and how employers can attract and keep them. It is a candid look at how private service is changing.
Understand what draws younger candidates into private service, and what keeps them
Learn how to attract and retain new-generation staff with clear roles and good communication
See how to handle the shortage of young domestic couples and mixed-age teams
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Morgan explains why younger candidates move from luxury hospitality into private homes, and why comfort, communication, and rest now rank above pay. He talks through the shortage of young domestic couples, and the practical fixes when a couple cannot be found. He also shares how to handle tension between older and younger staff, and what builds a team that lasts.
Key Takeaways
- Younger candidates move into private service from luxury hospitality for the environment, the travel, and better pay than a five-star hotel.
- The employer’s behavior now matters as much as the money. New candidates ask about the family, the relationship, and how staff are treated.
- Comfort, good accommodation, clear organization, and communication now come before salary for many younger staff.
- Young domestic couples are in short supply, especially between Monaco and Saint-Tropez and in the Hamptons, so employers may need to split roles or flex on experience.
- To build a lasting team, hire for experience and longevity, check references, and treat a pattern of job-hopping as a red flag.
Full Transcript:
Transcript
Introduction
Ben W
Welcome to the Luxury Household Staffing Podcast by Morgan & Mallet. Today we have co-founder Morgan Richez, and the topic is what new generations of candidates are looking for. Morgan, can you give us a quick introduction and why you set up the agency?
Morgan
Thank you for having me on my own podcast. I am co-founder of Morgan & Mallet, which I created more than 12 years ago in London. We are now the only agency with a worldwide network, with offices across the US, Europe, the UK, the Middle East, and Switzerland. We are proud to be a leading company, and we have the best recruiters in the world.
What Draws Younger Candidates In
Ben W
What motivates younger professionals to enter household service today?
Morgan
It is the next step after hospitality. Young people often start in luxury five-star hotels, then move to the private sector for the luxury environment, which is very attractive. Living in a beautiful property and travelling by private jet is appealing at that age. The pay is also better than a five-star hotel, and they get to travel more, since clients now bring their own staff.
How Their Values Differ
Ben W
Do you see a difference in their values compared with older generations, and in how long they stay?
Morgan
Yes. How the employer treats staff is now vital. Candidates ask a lot about the family and the relationship they will have, which older generations did not. Money is no longer the priority. If they are comfortable, the accommodation is good, and the communication is clear, that comes first.
Ben W
Are they more focused on career, lifestyle balance, or prestige?
Morgan
Not career. They enjoy the present and do not plan the next 10 or 20 years. What matters is the right employer, a good salary, and rest. Days off and a private life are important, and the young generation will not accept working seven days a week like we did before.
Attracting and Retaining Them
Ben W
How can employers attract and keep this new generation, and are they more demanding about boundaries?
Morgan
Good communication and a clear job description. At Morgan & Mallet we discuss the role in detail with the client so the candidate knows the job, the team, and the holidays. Every detail matters now, it is a must. Younger staff do want a balance between money, work, rest, and private life, and because there are not always many candidates for a role, they push for the best conditions. That is fair, and it is part of finding the right match.
The Shortage of Young Domestic Couples
Ben W
Are you seeing fewer young people come into the industry?
Morgan
Yes. It is not easy to find a young domestic couple. We have many jobs open, especially between Monaco and Saint-Tropez, and in the Hamptons near New York. Finding a really good couple aged between 25 and 40 is hard.
Ben W
If you cannot find a couple, what is the next step?
Morgan
Every case is different. The issue may be salary, accommodation, or the job description, so we analyze it closely. Sometimes we negotiate with the client to hire two people instead of a couple, such as a butler and a housekeeper, or a gardener and a driver. We might also suggest a couple with slightly less experience, perhaps from a luxury hotel or who ran a restaurant together. Thanks to our worldwide visibility we can bring people in from the UK to the South of France or Switzerland, so we always find a solution.
Ben W
Splitting the role must be a challenge, because the accommodation is set up for a couple.
Morgan
It depends. Sometimes we can offer live-in for the housekeeper and find a butler living nearby. Every case is different, and finding the solution is our role.
Mixed-Age Teams
Ben W
Do you see tension between younger and older workers on the same team?
Morgan
Sometimes, yes. When an estate manager around 55 or 60 hires a chauffeur of 25 or 30, there can be miscommunication. The older generation can be demanding or too pushy in how they speak, and some younger staff do not take urgent matters seriously enough. My advice is calm, honest communication, and regular meetings.
Ben W
Did you ever face a conflict like that in your own service days?
Morgan
Yes. I worked in a private household in London with a domestic couple who managed the property. It is not easy, because a couple will defend each other, and sometimes there is unfairness. There is no household without an issue now and then, it is a small place. The key is to stay professional and keep the communication good.
Ben W
What was the conflict about, and what did you do?
Morgan
It was the way they spoke, ordering rather than asking, even when the house was quiet and the employer was away and there was time to be polite. A good atmosphere is the key word for running a property. In the end I resigned after a few years, because it was not the right place for me. I did not blame them, but the way they managed was not for me.
Building a Team That Lasts
Ben W
Final question. What advice would you give principals who want a strong multi-generational team?
Morgan
Hire people with experience, that is a must. Check longevity, young or old. If someone moves every month or every year, that is a red flag, so look for people who stayed three, four, or five years in the same property. Check references. During the trial, test them in busy and quiet moments, and organize something on a day off so the team can spend time together. It is like running a company, the same management.
Closing
Ben W
Thank you, Morgan. You can find every episode on Spotify, Apple Podcasts, Deezer, Amazon Music, and YouTube. Head to householdstaff.agency/podcast for more, and send in your questions through householdstaff.agency. Thanks, Morgan.
Morgan
Thank you, Benjamin. Bye bye.