From Resume to Residence

It’s no secret that the world of luxury lifestyle management is very different from a typical corporate job in a large company. As such, landing a position in this industry poses unique challenges.

While most private employers still rely on dedicated private service recruiters to staff their homes and estate leadership positions, new players have entered the staffing market. This creates new opportunities for private service professionals, but it also means that their job-searching tactics must also change.

Domestic staffing agencies remain the most established and effective way to secure a private service job with a High-Net-Worth (HNW) or Ultra-High-Net-Worth (UHNW) family. These agencies maintain longstanding relationships with private households and provide local, nationwide, or even global opportunities.

Ideal Candidates:

Application Process:

Even if a job is listed elsewhere, you must apply through the agency’s website. Be prepared to complete an extensive application, which serves multiple purposes:

• It gives legal consent for background and reference checks.
• It demonstrates your ability to follow detailed instructions.
• It provides comprehensive data to match you with appropriate roles.

Accuracy matters. Take care to provide complete and thoughtful answers regarding your experience, salary requirements, location preferences, and soft skills.

A family office serves as the wealth management division for a high-net-worth (HNW) or ultra-high-net-worth (UHNW) family. It is responsible for handling all aspects of asset management, including real estate and private residences. Therefore, some family offices directly recruit, interview, and hire the staff who support the family.

Ideal Candidates:

Family offices only post jobs when they have a specific opening. The criteria change depending on the job, the employer, and the timing. Standards also evolve. For example, one family office may be open to working with a new Personal Assistant who has a strong history of supporting executives in a corporate environment. Meanwhile, another may only consider candidates with extensive experience within a private estate. Similarly, some offices acknowledge the value of certifications, while others may not.

Application Process:

Applications are typically shorter than those of agencies, and real people, not algorithms, usually review resumes. This human element increases your chances of being noticed, especially if your background aligns with the family’s current needs.

Occasionally, a principal will delegate the hiring process to their company’s Human Resources department. While this can streamline hiring for employers, it presents challenges for job seekers.

Ideal Candidates:

HR professionals often lack experience in the estate or household staffing industry. Therefore, they rely heavily on job descriptions to guide them. If your resume doesn’t reflect the exact language used in the posting, even if you’re highly qualified, you may be overlooked.

Application Process:

HR uses screening software and algorithms to select candidates for interviews (the infamous ATS or application tracking system). To survive the screening process, you need to match 60% to 70% of the keywords found in the job description. Unfortunately, that includes stupid keywords like “excellent communication skills.” Even their initial phone interviews are an extension of the screening process. Bottom line: HR professionals seek to match the keywords, not necessarily the meaning behind them.

Relative newcomers to private service recruitment are executive recruiters, also known as headhunters. Ever wonder how they got involved in private staffing? Often, they have just placed a high-ranking manager within the principal’s company and now want to “do them a favor” by helping to find staff for the principal’s private estate. Unfortunately, like HR, they rely solely on the job description without understanding the nuances of the personalities and qualifications that excel in private service.

Ideal Candidates:

Requirements differ widely depending on the recruiter and client. Some recruiters are more attuned to personality fit and storytelling, while others adhere strictly to the job description.

Application Process:

Executive recruiters often operate like boutique firms. They’re less dependent on software and more likely to review resumes manually. However, because they may not understand the nuances of private service roles, your resume must clearly and concisely communicate your value.

In some cases, principals take a hands-on approach to hiring by posting directly on general job boards, online classifieds, or even local social media groups. While these listings can present legitimate opportunities, they should be approached with discernment.

What It Might Include:

A self-directed hiring approach is not inherently problematic, but it can be a red flag. Principals who bypass agencies or professional recruiters may fall into one or more of the following categories:

• Cost-Averse: They may be unwilling to invest in professional recruitment fees. This cost-cutting mindset can sometimes extend to compensation, benefits, or overall support for household staff.

• Reputation Risks: Some principals have developed reputations for being difficult employers—micromanaging, disrespecting boundaries, or burning through staff. Reputable agencies may have already declined to work with them, prompting a DIY approach to recruitment.

• Unfamiliar With Industry Standards: Especially in the case of new wealth or first-time employers, these individuals may not yet understand the norms, expectations, or professional standards of private service staffing. This can lead to unclear job scopes, unrealistic expectations, or a lack of infrastructure to support the role.

• Micromanagers in Disguise: When a principal insists on reviewing every resume personally, coordinating interviews, and negotiating contracts without support, it may signal a tendency to over-manage all aspects of the household—including the professionals hired to run it.

Ideal Candidates:

Self-directed employers vary widely. Some may genuinely value your experience and want a direct connection without agency involvement. Others may unintentionally create an unstable or frustrating work environment due to inexperience or unrealistic expectations.

This path may be more suitable for seasoned professionals who can:

• Quickly identify red flags during the interview process

• Establish clear boundaries and role expectations from the start

• Confidently advocate for fair compensation and working conditions

Application Process:

These employers typically post brief job ads and expect candidates to email resumes or use online application forms. Because no recruiter managing the process, it’s up to you to:

• Ask smart questions early in the conversation (job scope, hours, pay structure, reporting relationships)

• Vet the principal as much as they are vetting you

• Be prepared for vague or evolving expectations during onboarding

Some roles never progress past the “exploratory” phase because the principal doesn’t know what they want—or changes their mind mid-process.

As younger generations (Gen X and Millennials) assume leadership of HNW and UHNW households, preferences for resumes have shifted. Long, traditional resumes are falling out of favor. Today’s principals want to scan resumes for relevant experience and personality quickly.

What works best:

• A two-page, visually appealing resume
• A summary that conveys both professionalism and character
• A keyword-optimized skills section tailored to the industry
• Detailed job history with responsibilities and accomplishments
• A section for education, certifications, and professional development
• Inclusion of relevant community involvement or volunteer work
• Optional personal details (e.g., hobbies or interests), but only if they align with the role
• A Word document format for easy editing

Moreover, private service resumes encompass more than just a listing of your qualifications. They should convey a sense of your personality, your service style, and specific achievements or measurable metrics related to your work.

The Role of LinkedIn

LinkedIn plays a significant role in both job searching and professional networking, even in the private service industry. A well-crafted profile can help you connect with agencies, recruiters, and peers in the field.

However, it’s crucial to strike a balance between visibility and discretion. LinkedIn is a public platform, so you must safeguard your employers’ confidentiality while still showcasing your skills and experience.

Best practices include:

• Mirroring your resume’s content and tone
• Using professional language and photos
• Avoiding mention of specific employers or sensitive information
• Adjusting your privacy settings appropriately
• Sharing content that reflects your values and expertise

How We Can Help

Since 2005, Personal Touch Career Services has supported Private Service Professionals (PSPs) in building careers they love. With a deep understanding of both luxury service and traditional business environments, we know how to effectively navigate each recruitment channel and create materials that stand out.

Whether we’re writing a resume to maneuver through an automated HR system or crafting a biography that resonates with a principal, our goal remains the same: to tell your story in a way that is accurate, compelling, and true to who you are.

At PTCS, we believe your career documents should accurately reflect your expertise, values, and unique strengths. We’re here to help you present the best version of yourself, both on paper and online.

Want to see how your resume meets the new standards?

Schedule a complimentary consultation with Donna Shannon or Dia Kline.

By Donna Shannon

President, Career Coach, Speaker, Author, and Lead Visionary

Personal Touch Career Services

About the author:

Since 2005, career coach Donna Shannon has helped guide leaders in the private service industry through the hiring maze, helping PSPs land jobs managing multi-million-dollar private estates.

Their company, Personal Touch Career Services, is recognized as the Gold Standard for resumes by top agencies and recruiters across the US and abroad. In 2014, Donna received the Private Service Educator of the Year award from the Domestic Estate Management Association (DEMA). In 2023, Donna received the Master Career Director (MCD) designation from Career Directors International in recognition of their contributions to the career development industry. Personal Touch Career Services Down & Dirty Job Search program received the Career Innovator Award in 2024.

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