New Hire Request
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The Right Match Starts Here
Complete our New Hire Request form below, or get in touch to get started today!
Ready To Hire?
Connect with top candidates in as little as 3-7 days. Gain access to Old State Staffing’s exclusive database of pre-screened candidates and quickly find the right fit for your home.
No Upfront Costs
At Old State Staffing, there are no application or retainer fees. Only pay if you hire one of our candidates—no hidden costs, just straightforward hiring.
Risk-Free Hiring
If you’re not fully satisfied with your new hire within the first 60 days, we’ll fully replace them at no cost to you.
Not Ready To Hire Yet?
Not Ready Yet?
Set up an introductory meeting—we’ll get you up to speed, so when the time is right, you’ll be ready to move forward with confidence.
- Experience You Can Trust
Reasons To Partner With Us
Why Partner With Us?
Immediate Access To Top Candidates
We connect you with pre-screened, highly qualified candidates—immediately. Our exclusive database gives you access to top talent in a fraction of the time it would take to start from scratch. And because job seekers are conditioned to look in specific places for employment opportunities, we also market our roles on more than 20 industry platforms that applicants are already using.
Support From Start To Finish
With decades of experience in family office staffing, we’re able to provide regional and national benchmarks for compensation, benefits and more. We’ll help you navigate the unique challenges that come with employing private staff, through document templates, discussing relevant employment laws, and providing professional guidance throughout the hiring process.
Save Time & Money
With access to an exclusive database of active job seekers, as well as a wide range of local, regional and national contacts, Old State Staffing can quickly leverage our connections to find applicants that meet your exact qualifications. Candidates we present will be the most qualified individuals among their peers—cutting down on the stress that comes from the “do-it-yourself” approach.
We Handle Everything—
Research, Vetting & Negotiation
Finding a trustworthy candidate is critical. At the same time, it can be difficult to fully trust a new hire, without simply “handing them the keys”. We conduct in-depth screening, assess fit, and manage all negotiations on your behalf. With our expertise, you can confidently welcome the right professional into your family office.
Most Importantly, Accountability & Professionalism
We stand by our placements with an unconditional 90-Day Satisfaction Guarantee. If a candidate doesn’t work out, we’ll find you a replacement—no questions asked. And our rigorous screening exceeds industry standards, so you’ll always know you’re only meeting the best of the best.
- FAQ: Employers
Frequently Asked Questions
Can Old State Staffing handle payroll/taxes for my employee?
We are a referral agency—our role is to source, vet, and present qualified candidates to you and offer guidance throughout the hiring process. We do not provide payroll or tax filing services directly, however, we have deep experience with family office operations and can introduce you to our dedicated representative at GTM Payroll Services. GTM is the nation’s leading provider in family office payroll, insurance and benefits administration.
We’ll introduce you to our dedicated payroll specialist, where you’ll receive a complimentary consultation as well as free account setup. You’ll have access to curated resources covering everything from offering healthcare stipends to maximizing tax savings, so that you know that you employing others with total confidence.
Should my family office staff be employees or 1099 contractors?
In most cases, family office staff are classified as W-2 employees. These roles tend to be long-term, closely managed, and integral to the operations of the family office, which typically meets the IRS definition of an employer-employee relationship.
Independent contractor classification may be appropriate for project-based consultants or firms providing external services. However, misclassification can create tax exposure and liability. We’ll help you clarify each role’s classification and connect you with legal or tax counsel if needed.
What benefits should I offer for my position?
Yes, though structure matters. Performance-based bonuses and long-term incentive plans can help attract and retain top-tier professionals in competitive roles like investment, accounting, or legal counsel. Some families also offer “phantom equity” or profit-sharing models tied to portfolio performance, without giving up actual ownership.
These arrangements should be carefully designed in partnership with legal and financial advisors to ensure compliance and alignment with your goals. We’ve seen a wide range of models and can help you think through compensation that supports both loyalty and performance.
Can I offer equity or performance bonuses to my family office team?
Benefits can vary by position, hours, and your budget. We encourage you to visit our Positions page for guidance on industry-standard compensation and benefits for each role.
If you’d like help navigating healthcare, retirement savings, or other benefits for household employees, your placement specialist will walk you through these details during your consultation.
Should family office staff be employed through a separate legal entity?
Most families choose to create a dedicated LLC or S-corp for staffing and payroll purposes. This can offer liability protection, streamline accounting, and make it easier to manage tax filings, benefits, and compliance.
Are there tax advantages to employing staff through a family office?
Possibly. Structuring your team under a family office entity can create opportunities for tax efficiency, particularly when staff support investment or business functions, rather than purely personal services. Compensation tied to investment management, for example, may be deductible as a business expense.
That said, personal/household services—like housekeeping or childcare—are generally considered non-deductible, even if paid through the same entity. It’s important to consult with your tax advisor to determine which roles may qualify, and how to structure employment in a way that aligns with IRS guidelines.
How do I retain key employees in a discreet, private environment?
Retention often hinges on trust, compensation, and long-term alignment. In a discreet family office setting, staff may appreciate increased autonomy, direct access to principals, and meaningful, stable work. Retention strategies may include annual reviews, structured bonuses, milestone rewards, or clear growth pathways within the organization.
We’ll help you identify what motivates your ideal candidate and ensure those values are reflected in your offer, onboarding, and long-term strategy.
