Retrouvez l'article complet ici : https://www.personneldemaison.agency/podcast/recrutement-nannies-petite-enfance

Dans cet épisode du podcast Morgan & Mallet, Morgan Richez reçoit Julie Mauro, recruteuse spécialisée en petite enfance chez Morgan & Mallet depuis plusieurs années. Julie vient de l'hôtellerie de luxe et accompagne aujourd'hui les familles de France, de Monaco, de Belgique et de Suisse dans leur recherche de nannies, de gouvernantes d'enfants et d'auxiliaires de puériculture. Elle partage son regard sur un marché où la demande grimpe chaque année à l'approche de la rentrée de septembre.

- Ce qu'il faut préparer avant de lancer une recherche de nanny

- Les trois critères qui comptent le plus pour les familles aujourd'hui

- Comment Morgan & Mallet vérifie chaque candidat avant de le présenter à une famille

Julie explique pourquoi la demande de nanny et de gouvernantes d'enfants augmente chaque année dès le mois de juillet, en vue de la rentrée de septembre. Elle détaille le déroulé d'un recrutement, du premier échange avec la famille jusqu'à la vérification des anciens employeurs, et donne ses conseils aux candidats qui postulent chez Morgan & Mallet.

- Une nanny senior est aujourd'hui recherchée pour des missions larges : bien-être de l'enfant, pédagogie, parfois gestion de la maison

- Un recrutement prend en moyenne quatre semaines chez Morgan & Mallet

- La sécurité de l'enfant, dans le foyer comme à l'extérieur, est le critère numéro un des familles depuis plusieurs mois

- Chaque candidat passe par plusieurs entretiens, avec des mises en situation et une vérification des anciens employeurs

- Parler plusieurs langues reste un vrai plus dans la sélection d'une nanny

Si vous recherchez une nanny ou une gouvernante d'enfants, notre page [Nanny](https://www.personneldemaison.agency/nanny-ppc/) présente notre approche. Vous êtes candidat et voulez devenir auxiliaire de puériculture chez Morgan & Mallet ? Lisez notre guide [Devenez auxiliaire de puériculture](https://www.personneldemaison.agency/devenez-auxiliaire-de-puericulture/). Pour connaître les salaires du marché, consultez notre [étude de salaires nanny 2026](https://www.personneldemaison.agency/etude-salaire-nanny-luxe-france/).

Lien de l'épisode : https://www.personneldemaison.agency/podcast/recrutement-nannies-petite-enfance

LinkedIn : https://www.linkedin.com/company/morgan-mallet-international

Facebook : https://www.facebook.com/MorganAndMallet/

Instagram : https://www.instagram.com/morgan_mallet/

Check out the full post here: https://www.householdstaff.agency/podcast/how-nanny-agencies-really-work

Laurine Mallet co-founded Morgan & Mallet International and was a nanny herself before that, so she has sat on both sides of the hiring table. In this episode she answers real questions from Reddit, from parents who feel overwhelmed by fees, models, and horror stories. It is a clear look at how a good nanny agency actually works.

• A single search can bring 80 to 180 applicants, which a busy family rarely has time to screen properly.
• A good agency charges the family a registration fee plus a placement fee based on the gross annual salary. The nanny pays nothing.
• Employer of record means the agency is the legal employer, runs payroll and admin, and invoices you monthly with a management fee.
• Warning signs include never meeting the candidate, checking only one reference, and pushing a CV without checking the fit first.
• Match on more than availability: location, lifestyle, long term plans, and even pet allergies, or the placement will not last.

If you are weighing up the cost, start with our guide on how much a private nanny costs in the US. When you are ready to begin a search, here is where to hire a nanny with Morgan & Mallet. For going rates across every role and location, download the Household Staff Industry Report.

Episode link: https://www.householdstaff.agency/podcast/how-nanny-agencies-really-work

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/

Check out the full post here: https://www.householdstaff.agency/podcast/coops-condos-townhouses-new-york-luxury

Nikki Beauchamp is a senior global real estate advisor who was born and raised in New York and has worked the city's high-end market for more than twenty years.

In this episode she breaks down how New York luxury property really works, from co-ops and condos to townhouses.

She also explains why the right household manager can shape which home a family ends up buying.

Nikki explains why buying a co-op means buying shares in a corporation rather than real estate, and why board approval can feel more invasive than merging two companies.

She shares how she spends the first part of any search understanding how a client wants to live, and how a home's layout reveals whether it was built to be run with staff.

She also talks about building the right team of advisors, and why the people you choose to work with matter more than anything.

KEY TAKEAWAYS

• In New York you buy into a building, not just an apartment. A co-op means buying shares and a proprietary lease with heavy financial disclosure, while a condo is real property you own outright.
• Co-op boards can say no without giving a reason, so wealth alone does not guarantee approval. Your board package is your prospectus, and it must leave no unanswered questions.
• Board packages run to financial statements, reference letters, and full backup for every asset and liability. One recent package ran to about 1,500 single-sided pages.
• Time spent upfront understanding how a buyer wants to live is the most valuable part of the search, and it makes finding the right home far more efficient.
• House managers often shape property decisions, because they can describe the daily flow and guest experience a principal may not think to mention. Bring your real estate and staffing advisors in early.

If you are setting up a home and need someone to run it, read our guide to hiring a house manager. To see the roles and pay behind a full household team, look at the best household staff jobs in the US for 2026 and the Household Staff Industry Report.

Episode link: https://www.householdstaff.agency/podcast/coops-condos-townhouses-new-york-luxury

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/

Check out the full post here: https://www.householdstaff.agency/podcast/too-good-to-be-true-filipino-candidates-job-scams

Dave is a senior recruiter in the Morgan & Mallet Dubai office, and he grew up in the Philippines.

In this episode he explains why so many Filipino candidates see a high salary and assume it must be a scam.

He also shares how to spot a fake job offer and how to check that a recruiter is real before you trust them.

Dave talks about his move from teaching in the Philippines to recruiting in Dubai, and why fair pay makes his job easier.

He explains why candidates who have worked in other parts of Asia for low wages often panic when they see UAE salaries.

He shares real stories of friends who paid a fee and never got a job, and he gives clear advice for anyone who is nervous about applying to a great offer.

KEY TAKEAWAYS

• A real recruitment agency never charges a candidate a fee. The client, not the worker, pays for the service.
• Do not click a link if you are unsure. Search the company name on Google, read the reviews, and check the LinkedIn page instead.
• A legitimate company name should show up when they call you, and no one should pressure you to decide fast or send money.
• Many Filipino workers in places like Hong Kong and Singapore earned around 2,000 dirhams for jobs that combine housekeeper, nanny, cook, and caregiver duties, so a 5,000 to 10,000 dirham offer can look fake.
• Fair pay leads to longer stays, and a member of staff who stays long term starts to anticipate the family's needs, which is where the real value begins.

If you are a candidate weighing up an offer, read our guide on how to work for a wealthy family, celebrity, or VIP. To see what fair pay looks like by role, take a look at the best household staff jobs for 2026 and the Household Staff Industry Report.

Episode link: https://www.householdstaff.agency/podcast/too-good-to-be-true-filipino-candidates-job-scams

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/

Check out the full post here: https://www.householdstaff.agency/podcast/what-new-generations-candidates-want

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.

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.

USEFUL RESOURCES For where the market is heading, read our guide on household staffing in 2026 for HNW families and family offices. On the couples squeeze Morgan describes, see how Europe's domestic couple salaries have doubled since 2015. And if you are hiring two people together, visit our domestic couple page.

Episode link: https://www.householdstaff.agency/podcast/what-new-generations-candidates-want

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/

Check out the full post here: https://www.householdstaff.agency/podcast/household-staffing-new-york-homes

Morgan & Mallet recruiter Jonathan D. Vanderbilt joins Ben W from the New York office to open up the US market. He walks through how hiring works inside New York homes, why it moves fast, and what sets it apart from Europe. It is a candid guide for principals and candidates alike.

Jonathan explains why New York moves fast, with in-person interviews and several rounds of screening before the principal. He covers how US employment law shapes hiring, why families lean toward live-out staff, and why references and background checks come first. He also shares the rise of the all-round house manager, and honest advice for both clients and candidates.

KEY TAKEAWAYS

• New York moves fast, with in-person interviews and several screening steps, from family office to estate manager to house manager before the principal.
• Morgan & Mallet is full service, coordinating every interview and handling the process so clients and candidates do not deal directly at first.
• US employment law is strict, especially on discrimination, so agencies must be careful what they ask and how they record it.
• New York families often prefer live-out staff who know the city, partly because a townhouse has far less space than a Beverly Hills mansion.
• References and background checks come first. IDs, criminal records, and driving are all checked before anyone enters a home, and only candidates with real private household experience make the cut.

If you are hiring for a home out east, see our Hamptons page. For the all-round role Jonathan describes, read about the house manager. And to understand live-in and live-out rules in the US, start with our plain-English guide to live-in household staff.

Episode link: https://www.householdstaff.agency/podcast/household-staffing-new-york-homes

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/

In this episode, Ben W sits down with Laurine Mallet, co-founder of Morgan & Mallet, to explore the unique dynamics of Switzerland's domestic service market.

Laurine reveals how Switzerland's currency, geography, and cultural preferences create distinct hiring challenges and opportunities that set it apart from neighboring European countries.

Laurine explains how Switzerland's high cost of living is offset by significantly higher salaries and lower tax burdens for household staff, making it an attractive destination for candidates from neighboring countries.

She discusses the preference for live-in positions among Swiss families and why discretion ranks as the most requested character trait.

The conversation covers legal frameworks, language requirements spanning French, German, and Italian, and the complexity of different cantonal regulations.

KEY TAKEAWAYS

• Switzerland offers the highest household staff salaries in Europe with significantly lower tax burdens compared to neighboring countries, making it highly attractive to candidates.

• Swiss families predominantly request live-in positions and prioritize discretion above all other character traits, reflecting cultural preferences.

• Geneva serves as the main hub for Swiss household staffing due to its international business community, banks, and airport connections.

• Work permits are essential before applying for Swiss positions, unlike some EU countries where documentation can be processed after hiring. • Different cantons have varying tax rules and applications, requiring specialized legal advice for proper salary calculations and compliance.

For guidance on working with wealthy families in high-end environments, our comprehensive guide covers expectations and protocols. If you're considering taking household staff abroad, our resource explains essential legal requirements. For insights into live-in domestic couple arrangements, explore salary ranges and placement processes.

Episode link: https://www.householdstaff.agency/podcast/switzerland-domestic-service-market

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/

Check out the full post here: https://www.householdstaff.agency/podcast/st-tropez-hiring-season-mastering

Morgan & Mallet co-founder Laurine Mallet joins Ben W to break down the St Tropez summer staffing season.

She covers when to hire, which roles are in demand, and what top seasonal staff really earn.

Whether you are hiring a villa team or working the season yourself, this is the inside track.

• Know when the St Tropez season runs and when to start hiring.
• Understand which roles are in demand and what they pay in peak months.
• Learn the traits and conditions that make a seasonal placement succeed.

Laurine explains why the season runs from late April to the end of September, and why cook chefs top the request list.

She shares a client who hosted up to 70 guests a night, the full team it took, and the salaries that come with that pressure.

She also covers how far ahead to book, the value of experience, and why rest is what keeps seasonal service sharp.

• The St Tropez household season runs from the end of April to the end of September, with yacht crew requests on top.
• Cook chefs are the most requested role, and a chef feeding big numbers needs a full team, from a commis to butlers and waiters.
• Book early. The end of March to early April is ideal, because there is a real recruitment process behind every placement.
• A private chef in high season can earn roughly 6,000 to 8,000 euros a month, depending on guest numbers and days worked.
• Seasonal staff need speed, stamina, and flexibility, and they need real rest, because a rested candidate delivers better service.

If you are hiring for a home in the South of France, start with our France staffing page. The most requested summer role is covered on our private chef page. And for households splitting time with the capital, see our Paris page.

LinkedIn: https://www.linkedin.com/company/morgan-mallet-international

Facebook: https://www.facebook.com/MorganAndMallet/

Instagram: https://www.instagram.com/morgan_mallet/