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Luxury household staffing begins with a clear operating need, not a list of impressive job titles. REQUEST VIP can coordinate the brief, search process, interviews and handover once its recruitment scope is confirmed. The household or its appointed employer remains responsible for lawful employment, while regulated agencies and advisers retain their own duties.
Key Facts
- Define the legal employer, workplace, schedule, reporting line and decision authority before approaching candidates.
- Right-to-work, criminal-record and reference checks depend on the role, country, consent and lawful access to records.
- A live-in arrangement needs explicit accommodation, privacy, rest-time, travel and termination terms.
- “Fully vetted” is not a useful claim unless each search, provider, jurisdiction, date and limitation is recorded.
Private Staff Recruitment
A good mandate describes what the household actually needs. That may be one house manager who supervises suppliers, or separate positions for service, childcare, kitchen, wardrobe, driving and property care. Combine roles only when the hours, skills and accountability remain realistic. If culinary leadership is the central need, the dedicated private chef recruitment service provides a more focused brief; childcare should use the nanny recruitment route.
The role profile should state the residence or residences, household size, occupancy pattern, duties, essential experience, languages, driving or travel expectations, live-in status and any genuinely necessary qualifications. It should also identify who gives daily instructions and who can change the rota or approve spending. Avoid unnecessary personal criteria. A recruiter or employment adviser must test whether any requirement is lawful in the hiring jurisdiction.
Candidate Search, Evidence and Interviews
Search channels should be agreed before names circulate: direct applicants, an authorised employment agency, referrals or a documented combination. Each candidate needs notice of how their data will be used and shared. The file may include identity, work history, role-relevant qualifications, references and proof of the legal right to perform the proposed work, but collection should remain proportionate.
Screening is not one global product. In the United Kingdom, for example, the employer must check a person’s right to work before employment. Standard and Enhanced DBS checks are restricted to eligible roles, and official DBS guidance says an overseas history may not be covered. Elsewhere, different authorities, permissions and record systems apply. The recruiter should obtain consent, record the source and avoid presenting an unavailable search as completed.
Structured interviews make comparisons fairer. Use the same core questions, then add role-specific scenarios about priorities, discretion, communication and safe escalation. A practical trial should be paid where required, tightly described and compliant with immigration and employment rules. It is not a substitute for a contract or a way to obtain unpaid household labour.
Employment Terms and Household Integration
The employing party and local employment counsel should confirm status, pay, working time, rest, leave, payroll, insurance, pension or social contributions, confidentiality, accommodation and termination. UK guidance illustrates the value of written particulars from the first day, but another country may require a different contract, language, registration or collective terms. ILO Convention 189 also provides a useful international benchmark for understandable conditions and live-in privacy, subject to local ratification and law.
For an overseas hire, distinguish permission to visit from permission to work. The employer or licensed immigration professional handles sponsorship and filings; a concierge can organise appointments and documents but cannot decide eligibility. Do not ask a candidate to relocate, resign or cross a border until the lawful route and written offer are confirmed.
Placement is only the beginning. Plan introductions, keys, devices, data access, house manuals, emergency contacts, probation reviews and a private route for concerns. The household management service can structure later rotas and handovers, while estate management addresses property operations rather than recruitment. The parent residential services hub shows where these responsibilities meet.
REQUEST VIP must not describe itself as an employer, employment agency, immigration adviser or screening provider unless that exact status is established for the relevant country.
How It Works
- Share household locations, occupancy, required roles, reporting lines, target start dates and employer details.
- Approve role profiles, lawful search channels, evidence checks, interview stages, privacy notices and a realistic budget.
- Compare candidates through recorded criteria while the employer and qualified providers complete permitted checks and employment advice.
- Sign the correct employment documents, complete work-authorisation steps and run a controlled onboarding and review plan.
CTA
Send the residence map, proposed roles, employer entity and target start date. REQUEST VIP will frame a recruitment mandate and identify the employment, immigration and screening specialists that must validate it.