How to choose a private household staffing agency

Choosing the right private household staffing agency in the UK involves more than finding someone who can introduce candidates with the right experience. For high-net-worth (HNW) and ultra-high-net-worth (UHNW) families, it is about working with a recruitment consultant who understands the household, conducts thorough candidate checks, respects confidentiality and takes the time to find someone who will genuinely suit the family.

When it comes to recruiting staff for a private household, I always think it is about much more than finding someone with the right experience on paper. My clients are bringing someone into their home, giving them a great deal of responsibility and trusting them to work around their family, routines and personal life.

Having worked in private household recruitment for over 15 years, I have supported clients with a wide range of appointments, from Housekeepers and Private Chefs to House Managers and Estate Managers overseeing multiple properties.

No two requirements are ever quite the same, and I have learnt that taking the time to understand a household and the people within it properly at the beginning can make a real difference to the recruitment process.

There are plenty of agencies recruiting domestic staff across London and the UK, but finding one whose experience and approach genuinely align with your requirements is important.

Here are ten questions I would always recommend asking before instructing a private household staffing agency.

1. Does the agency specialise in private household and domestic staff recruitment?

Private household recruitment is a very specific market, and I think it is important to work with someone who genuinely understands it.

Recruiting a House Manager for a country estate, for example, is very different from finding a House Manager for a London townhouse.

When I take on a new brief, I want to understand the environment the candidate will be working in, the expectations of the principals and how the household currently operates.

Where possible, we will visit the client's home ourselves to get a real understanding of the property, the working environment and the family's expectations.

I would always ask an agency about its experience within private households and the types of positions it regularly recruits for.

You want someone who understands the realities of working in a private home, not simply someone who can forward a CV.

2. What types of private household staff does the agency recruit?

This is particularly worth considering if you are building a household team or have several appointments to make.

At Leaman Consulting, I work across a variety of private household and estate positions, including:

• House Managers and Estate Managers
• Housekeepers and Head Housekeepers
• Private Chefs
• Butlers and Household Staff
• Private Chauffeurs
• Senior Household and Estate Support

For example, I recently worked on an Estate Manager role for a client in the Channel Islands who also needed oversight of commercial properties and businesses.

The position required someone comfortable managing property maintenance, contractors, budgets, inventories and staffing across multiple locations.

That was a very different search from recruiting an experienced Housekeeper to provide cover across several London properties for another client.

Both require specialist knowledge, but the candidate profiles and recruitment considerations are quite different.

I would ask an agency where its experience lies and whether it regularly recruits for the specific position you need.

If you are recruiting several members of staff, it is also worth understanding whether the agency can support you across the wider household team.

3. How does the agency interview, vet and reference-check private household staff?

A good CV is a great starting point, but I always want to understand what sits behind it.

When I review a candidate's experience, I look at their actual responsibilities rather than relying solely on their previous job title.

Did they oversee contractors and budgets, or was their role primarily hands-on? How much responsibility did they have for the running of the property? Did they work independently or alongside an established team?

These details can make a considerable difference.

For example, if I have a brief from a client looking for a House Manager to run their London home, oversee two additional London properties and manage several domestic staff, I need to establish that the candidates have genuinely handled comparable responsibilities before.

It is important to understand how an agency conducts interviews, takes references and carries out appropriate background checks.

Depending on the role, these may include identity and right-to-work verification, employment references, qualification checks and relevant criminal record checks.

For positions involving children, there may also be specific safeguarding requirements.

I would always encourage clients to ask what checks are included in the recruitment process, when they are completed and whether anything remains outstanding before a candidate starts.

In private household recruitment, experience and references are particularly important, but understanding the person behind the CV matters just as much.

4. Does the agency understand the practicalities of your household?

This is one of the first things I focus on when taking a new brief.

A family may initially tell me they need a House Manager, but I want to understand exactly what that person will be responsible for.

Are there several properties? How many staff are employed? Will the House Manager be managing contractors, working alongside a Private PA or travelling internationally?

I recently worked on a House Manager brief for an internationally based principal with a London home and several overseas residences.

The principals travelled frequently, and the successful candidate needed to ensure that each property was maintained to an exceptional standard, whether or not the family was in residence.

There were staff and suppliers to coordinate, maintenance and inventories to oversee, and regular communication with PAs and travelling teams across different time zones.

The principal was also particularly interested in technology and how AI could be used to improve household operations, so an understanding of modern systems and new ways of working was important.

This is a good example of why private household roles are rarely as straightforward as their job titles suggest.

When choosing a recruitment agency, I would look for someone who asks these sorts of questions before putting candidates forward.

The more I understand about a household, the more accurately I can identify the right experience.

5. How does the agency assess personality and suitability for a private household?

This is probably one of the biggest considerations when recruiting for a private household, and also one of the hardest!

Experience is essential, but I also need to understand whether someone will suit the family they are joining.

Different principals have different expectations, and what works brilliantly in one home may not work in another.

For example, a formal country residence may need a traditional House Manager who understands household protocol, formal entertaining and established staff structures.

Another family might prefer someone more hands-on and relaxed, who is happy to get involved in the practical side of running the home.

The same applies to Housekeeping.

Some households require extensive knowledge of designer garment care, specialist laundry and ironing, alongside exceptionally high presentation standards.

Others need a broader role that includes helping in the kitchen, looking after vehicles or assisting with general property maintenance.

When I speak to candidates, I want to understand what sort of environment they enjoy working in, as well as what they are capable of doing.

Equally, I want to establish what the client expects from the person joining their home.

A candidate can have an excellent CV and still not be the right fit for a particular household.

Finding the right balance between professional experience, personality and working style is a very important part of the recruitment process.

6. How long does private household recruitment take?

As a consultant, I completely understand that when a position becomes vacant, families often want to find someone as quickly as possible.

Equally, when you are creating a new role or building a household team, you want the right people in place without the process dragging on unnecessarily.

The reality is that recruitment timescales depend on the brief, and just because a candidate is available immediately does not necessarily mean they are right for you.

A general Housekeeping position with some flexibility may attract a different pool of candidates from a senior House Manager role requiring extensive UHNW experience, international travel and responsibility for several properties.

Salary, location, notice periods, working hours and accommodation can all affect candidate availability.

I would always rather have an honest conversation with a client about the candidate market than promise a shortlist within an unrealistic timeframe.

Sometimes I may already know suitable candidates. On other occasions, I need to carry out a more targeted search.

When speaking with an agency, ask how it approaches the search, when you can expect an update and what happens if the requirements prove challenging.

I always try to work closely with my clients throughout the process, keeping communication open and finding practical solutions to any challenges along the way.

7. How does the agency protect client confidentiality?

Discretion is a fundamental part of private household recruitment.

Some families are happy for a position to be advertised publicly, while others prefer a completely confidential search.

Candidates may also be working for another private family and need their job search to remain private.

When handling a new role, I am always mindful of what information needs to be shared with candidates so they can understand the position, while protecting the client's privacy.

Often, we will advertise only the essential details of a vacancy, keeping more sensitive information confidential until the appropriate stage of the recruitment process.

This might include the identity of the principal, the exact property location, household routines or details about other members of staff.

I would always recommend asking an agency how it manages confidential searches, what information is shared with candidates and at what stage.

You should feel comfortable that your family's privacy is being taken seriously throughout the process.

8. Are the recruitment fees and terms of business clear?

Before instructing a private household staffing agency, I would always recommend making sure you understand its terms of business.

Ask how the recruitment fee is calculated, when it becomes payable, whether a replacement guarantee applies and what happens if a placement does not work out.

It is also worth clarifying whether there are any additional charges, including those relating to candidate trials or temporary appointments.

Different agencies have different fee structures, so it is important to understand exactly what is included before the search begins.

I think it is important to have an open conversation about this from the outset.

You should know what to expect and feel comfortable asking questions before agreeing to proceed.

Good recruitment should be built on transparency and trust, and that starts with clear communication about fees, expectations and the recruitment process.

9. What support does the agency provide after a candidate starts?

For me, making the introduction is an important part of the process, but it is also worth considering what support is available afterwards.

Starting a new position within a private household can take time, particularly when the role involves managing an established team, introducing new systems or working closely with principals who have very specific preferences.

Even an experienced House Manager or Estate Manager will need time to understand how a new household operates.

I would ask whether the agency remains available after the placement and what happens if either party raises concerns during the initial period.

Clear communication can help enormously when someone is settling into a new role.

Personally, I like to remain available to my clients for any questions or queries they may have.

Sometimes it is simply a case of talking something through, offering a little guidance or helping both parties understand each other's expectations.

No question is too small, particularly when you are welcoming someone new into your home.

10. Can the agency advise on your household staffing requirements?

This is probably the question I would place the most emphasis on.

When I receive a new brief, I want to understand what has prompted the recruitment, what the family needs help with and what they would like the new person to take ownership of.

Sometimes, the initial job description needs a little refinement.

A family may ask for a House Manager when the responsibilities are closer to an Estate Manager position.

Another may need a Head Housekeeper to oversee an established team rather than someone whose duties will primarily involve hands-on housekeeping.

There can also be a difference between what a family initially thinks it needs and what will work best in practice.

A good recruitment consultant should be comfortable discussing these details, explaining the different options and, where necessary, recommending changes to the original brief.

If a family is building a new household team, I would also consider the order in which appointments should be made.

For example, recruiting an experienced House Manager first may help establish the household structure before appointing additional staff.

That won't be the right approach for every family, of course, but it is exactly the sort of conversation worth having at the beginning.

I think it is far better to establish the right requirements from the outset than to introduce candidates who are not quite suited to the position.

Ultimately, I want to put forward people who have the right experience, understand what the role involves and are genuinely interested in working in that particular household.

Choosing the right private household staffing agency

Having worked in private household recruitment for over 15 years, I have learnt that there is no one-size-fits-all approach.

Whether you are recruiting a Housekeeper for a London townhouse, a Private Chef for a busy family or an Estate Manager overseeing multiple residences, every household has its own way of working.

I would always look for an agency that understands the sector, takes the time to get to know your requirements, communicates honestly and looks beyond a CV when assessing candidates.

At Leaman Consulting, I work with families and their representatives across a wide range of private household and estate positions in London, throughout the UK and internationally.

My approach is to understand the household first, then identify candidates whose experience, personality and expectations are genuinely suited to the role.

I believe getting the brief right from the outset is one of the most important steps towards a successful appointment.

If you are considering hiring private household staff, I would be delighted to discuss your requirements and advise on the type of candidate who may be best suited to your household.

Frequently Asked Questions About Private Household Recruitment

How do I choose a private household staffing agency in London?

I would start by looking at the agency's experience within private households and the positions it regularly recruits for. Check whether it handles roles similar to the one you are looking to fill and ask about its interview, referencing and vetting processes. Just as importantly, I would look for a consultant who takes the time to understand your household before making introductions.

What is the difference between a House Manager and an Estate Manager?

A House Manager typically oversees the day-to-day running of a private residence, including household staff, contractors, service standards and general operations.

An Estate Manager often has broader responsibilities, which may include grounds, property maintenance, budgets, contractors and the management of multiple residences.

However, the responsibilities can vary considerably between households. I would always recommend discussing the scope of the position with a specialist recruiter before deciding on the most suitable job title.

Can a private household staffing agency recruit across the UK?

Yes, depending on the agency's coverage and candidate network.

At Leaman Consulting, the requirements I work on can range from London residences to country estates and properties elsewhere in the UK.

We also support international appointments, including roles across Europe and other overseas destinations.

Location, accommodation, travel expectations and any relevant employment requirements are all worth discussing at the beginning of the search.

Is it better to use a specialist private household recruitment agency?

For senior, confidential or particularly specific appointments, I believe working with a specialist recruitment agency can make a real difference.

Private households have their own working environments, expectations and challenges. An experienced consultant should understand those differences and be able to advise on suitable candidate profiles, realistic salaries, recruitment timescales and the structure of the role.

Specialist experience is particularly important when recruiting for UHNW households, fully staffed residences and properties with complex staffing arrangements.

Can an agency help recruit an entire household team?

Yes. Many specialist agencies recruit across several household positions.

If you need a House Manager, Housekeepers, a Private Chef, a Nanny or other staff, I would recommend discussing the appointments together so responsibilities are clear and the individuals can work effectively as a team.

When helping a client build a new household team, I often recommend visiting the property where possible, or arranging an in-person meeting with the client or their representative.

This helps me understand the household structure, identify the priority appointments and advise on where recruitment should begin.

Can I recruit staff for international residences through a UK agency?

Yes. Many UK private household recruitment agencies work with international families and recruit for positions involving overseas residences or travel.

If your family has properties in several countries, I would recommend explaining the locations, travel arrangements and level of operational responsibility involved.

It is also important to consider any relevant visa, right-to-work and local employment requirements before beginning the recruitment process.

What checks should be carried out on private household staff?

Depending on the position, checks may include identity and right-to-work verification, employment references, qualification checks and appropriate criminal record checks.

For roles involving children, additional safeguarding requirements may apply, including eligibility for an Enhanced DBS check where appropriate.

I would always recommend asking the agency which checks it completes and confirming whether anything remains outstanding before employment begins.

How long does it take to recruit private household staff?

This depends on the role, salary, location, candidate availability and the experience required.

Some searches can progress relatively quickly, particularly where suitable candidates are already available.

More senior or highly specific appointments, such as Estate Managers or House Managers overseeing multiple international properties, may require a longer and more targeted search.

I would discuss realistic timescales with your recruitment consultant at the beginning and expect regular communication throughout the process.