What does other household staff involve?
Our domestic staff agency also recruits private chefs and family cooks, private chauffeurs and family drivers, and domestic couples. These are secondary specialisms alongside our housekeeper and household management appointments for London and the Home Counties.
Private chefs and family cooks differ in the level and complexity of cooking required. Chauffeur recruitment means permanent employed private drivers, not car hire. A domestic couple requires two clear job descriptions, workable hours for each person and suitable accommodation where the arrangement is live-in.
Start with the outcome you want: a home that is ready for family life, a predictable routine and a clear division of work. A useful brief explains the property, the people living there, the normal weekly schedule and the standards that matter most. It should also identify existing staff and who will give instructions, so that the candidate is not trying to reconcile several conflicting priorities.
Complementary private household appointments
An agreed duties list gives both the household and the candidate a practical starting point. Separate essential daily work from weekly tasks and occasional requests. Be specific about the rooms, finishes, clothing or equipment that need particular attention, and discuss any training or induction that will be provided. Specialist care of delicate fabrics or valuable objects should never be assumed simply because a candidate has worked in a large home.
- Family food preparation and private chef service
- Permanent employed family driving and vehicle organisation
- Paired household and property responsibilities for domestic couples.
- Agree how priorities are communicated and how completion is reviewed.
- Identify duties that belong to another member of staff or a specialist contractor.
Domestic couples
A domestic couple can combine complementary household and property skills, but each person needs a defined role. One might focus on housekeeping and cooking while the other manages grounds, driving or maintenance coordination. Avoid assuming that two people are continuously available. Discuss individual hours, days off, accommodation, reporting lines and what happens if one person leaves. Typical salary guidance should reflect both jobs and any accommodation rather than a vague combined headline.
The brief must distinguish tasks the household expects regularly from occasional assistance. Discuss existing staff, suppliers and any duties requiring specialist training or equipment. A candidate needs to understand responsibility, authority and availability before accepting a role. We help the family organise that information into a clear appointment, and approach candidates whose private household experience is relevant.
Tell us what successful work looks like after the first month. That makes interviews more useful and the induction more manageable. Agree review points, communication and practical boundaries, especially where the principal travels or there are several properties. All proposed arrangements should be recorded accurately in the offer and employment terms; seek professional advice where necessary.
Private chauffeurs and family drivers
We recruit permanent employed private drivers, not car hire or on-demand transport. Responsibilities may include family journeys, airport travel, coordinating vehicle servicing, keeping vehicles presented and planning routes. Agree waiting time, evening work, travel and school-run responsibilities, and check that licences and insurance suit the work. Salary guidance is tailored to the schedule, driving responsibilities and vehicle requirements.
The brief must distinguish tasks the household expects regularly from occasional assistance. Discuss existing staff, suppliers and any duties requiring specialist training or equipment. A candidate needs to understand responsibility, authority and availability before accepting a role. We help the family organise that information into a clear appointment, and approach candidates whose private household experience is relevant.
Tell us what successful work looks like after the first month. That makes interviews more useful and the induction more manageable. Agree review points, communication and practical boundaries, especially where the principal travels or there are several properties. All proposed arrangements should be recorded accurately in the offer and employment terms; seek professional advice where necessary.
Private chefs and family cooks
A private chef focuses on food: menus, shopping, dietary preferences, safe preparation, kitchen organisation and service agreed with the family. A family cook generally provides straightforward everyday meals. Describe the number of people, frequency of entertaining and allergies before deciding which role is appropriate. We do not quote a universal salary range for these appointments without the hours and requirements; ask for a tailored typical range.
The brief must distinguish tasks the household expects regularly from occasional assistance. Discuss existing staff, suppliers and any duties requiring specialist training or equipment. A candidate needs to understand responsibility, authority and availability before accepting a role. We help the family organise that information into a clear appointment, and approach candidates whose private household experience is relevant.
Tell us what successful work looks like after the first month. That makes interviews more useful and the induction more manageable. Agree review points, communication and practical boundaries, especially where the principal travels or there are several properties. All proposed arrangements should be recorded accurately in the offer and employment terms; seek professional advice where necessary.
When is domestic staff agency support the right choice?
Private chefs and family cooks differ in the level and complexity of cooking required. Chauffeur recruitment means permanent employed private drivers, not car hire. A domestic couple requires two clear job descriptions, workable hours for each person and suitable accommodation where the arrangement is live-in.
The appointment should fit your household rather than require your household to imitate another family’s arrangements. Think about the busiest parts of the day, periods when the property is empty and whether the family regularly travels. A candid explanation of pets, visitors, stairs, parking and access is useful. We take a detailed brief so that candidates understand the practical setting before deciding whether the opportunity suits them.
Typical salaries and hours for other household staff
The typical guide for this role is Agree salary against the specific household brief. These figures are guide ranges, not a promised salary or a quotation, and vary by household, hours, experience and the scope of responsibilities. State whether the figure is gross annual pay or an hourly rate and agree any accommodation and travel arrangements separately.
A competitive figure is only part of the brief. Working days, break arrangements, weekend expectations and flexibility must also be clear. If the household needs regular extra hours, put that requirement into the discussion from the outset. Ask us to review the balance of duties and hours before approaching candidates, rather than relying on a job title to communicate the workload.
Preparing your household for the appointment
Private chefs and family cooks differ in the level and complexity of cooking required. Chauffeur recruitment means permanent employed private drivers, not car hire. A domestic couple requires two clear job descriptions, workable hours for each person and suitable accommodation where the arrangement is live-in.
Provide a sensible induction with keys and access procedures, safe use of household products and equipment, emergency contacts and a point of contact for questions. Where accommodation is included, confirm private space, facilities, utilities, days off and arrangements for leaving the accommodation when employment ends. For live-out posts, confirm parking and the journey required at the actual start and finish times.
A trial should have a defined purpose and reasonable tasks. Agree the duration, responsibilities and payment arrangements beforehand. Minimum-wage obligations can apply when a person is doing work as a worker; describing a shift as a trial does not automatically make it unpaid. Trial feedback should relate to the agreed brief and be shared respectfully.
Employing household staff responsibly
A family directly hiring household staff will usually have employer responsibilities. These can include prescribed right-to-work checks, written employment particulars, payroll and tax deductions, minimum wage, holiday, pension duties and appropriate insurance. The exact position depends on the arrangement and the person’s employment status. Agency checks do not remove the employing household’s own responsibilities.
Use a suitable contract and obtain professional employment and payroll advice for your circumstances. Confirm gross pay rather than making an informal promise of take-home pay. Record the hours, duties, place of work, leave arrangements, notice and any accommodation terms. This website provides general information, not legal or tax advice; GOV.UK is the authoritative starting point for employing someone in your home.
How we find and vet other household staff
We take a detailed brief, interview candidates, take references personally from previous private households, check right to work and complete DBS checks before a family sees a CV. We discuss the actual work and ask questions about practical experience, continuity in previous roles and the candidate’s preferred working arrangement. For eligible nanny-housekeeper childcare roles, we assess the appropriate Enhanced DBS check and paediatric first aid.
We then send a shortlist of suitable candidates, typically within five working days. This is a typical timetable, not a guarantee of availability for every unusual brief. You decide whom to meet, and we help clarify the offer and next steps. Our permanent fee is 15% of gross annual salary, with a £1,500 minimum; candidates are never charged a fee.
London and the Home Counties
We are based in Windsor, Berkshire, and work with private households in London, Berkshire, Buckinghamshire, Surrey and South Oxfordshire. In-person meetings are arranged where possible. A central London address and a rural property can call for very different commuting arrangements, so we discuss the actual location rather than relying only on a county name.
Tell us about any additional homes, travel between properties or stays away that form part of the job. A candidate should be able to make an informed decision about those requirements. Our local area pages explain practical considerations for Windsor, Ascot, Sunningdale and Virginia Water, Maidenhead and Marlow, Henley-on-Thames, Beaconsfield and Gerrards Cross, and Weybridge and Cobham.
Frequently asked questions
How do I recruit other household staff?
Begin with the duties, working days, location and gross salary budget. We take a detailed brief and search for candidates whose experience fits it, then send a suitable shortlist typically within five working days. Register your vacancy to start a confidential discussion, and read our fees and vetting information before making an appointment.
Are candidates DBS checked?
Housekeepers, house managers, butlers and private PAs are DBS checked before their CV is presented to a family. The legally appropriate check depends on the role. Enhanced DBS is discussed only for nanny-housekeeper appointments where the childcare duties make the role eligible; a check is part of assessment, not a guarantee of suitability.
Can I meet candidates before deciding?
Yes. You can interview shortlisted candidates and discuss the role directly before deciding whether to offer it. Where possible, we meet families and candidates in person. If a practical trial is useful, agree its purpose, duration and payment arrangements in advance and consider the employment and minimum-wage responsibilities that may apply.
Are the salary figures guaranteed?
No. They are typical guide ranges that vary by household, hours, experience and responsibilities. Accommodation, driving, weekend work and the division of duties should be considered alongside pay. We discuss a realistic gross salary budget with you before starting the search and explain where the brief may need adjustment.
What does the agency charge?
Permanent fees are 15% of gross annual salary, with a £1,500 minimum, payable within fourteen days of the start date. Temporary fees are 20% of gross weekly pay, with a £75 weekly minimum. Temporary-to-permanent credits and the conditional twelve-week replacement guarantee are explained on our fees page. We do not offer refunds.
Will candidates pay a registration fee?
No. Berkley Clark never charges candidates a fee to register, be considered or take up a placement. Candidates can submit their CV and preferences through our registration page. We discuss appropriate opportunities with them and seek their agreement before introducing their CV to a private household.