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Executive Assistant Talking With Principal

The Unspoken Code Between Principals and Executive Assistants

Every principal who has ever relied on a great Executive Assistant or Personal Assistant knows the relationship defies easy description. It’s part partnership, part trust fall, part choreography. When it works, a principal’s life runs with quiet precision, with meetings happening seamlessly, travel unfolding effortlessly, and days that should have felt impossible somehow flowing. Yet for all the systems and job descriptions in the world, the true secret behind a high-functioning EPA relationship lies in something less tangible: the unspoken code between principal and assistant. That code isn’t written in an employee handbook. It’s built slowly, through mutual trust, emotional intelligence, and a deep understanding of each other’s rhythms. At Old State Staffing, we’ve seen

Housekeeper Meets With Family To Discuss Performance

The 10 Unwritten Rules of Hiring & Managing Household Staff

Finding the right people to run your home is nothing like hiring for a business. There’s no HR department to handle the vetting, no established onboarding process, and certainly no corporate handbook that covers what to do when your nanny and your housekeeper have a disagreement. Yet somehow, certain households manage to build incredible teams that stay for years, anticipate needs before they’re voiced, and operate with the kind of efficiency that makes running a complex household look effortless. The difference isn’t luck or unlimited budgets. It’s understanding the unspoken rules of private service. Here, we’ve compiled the 10 unwritten rules of hiring and managing household staff. These are the insights that get shared quietly

2024 Employment Changes

Household & Private Employment Changes For 2024

Every year Old State Staffing prepares a summary of new or updated employment tax laws and benefit information for employers of household or private staff employees. Household Employee 2024 Wage Base The IRS annually reviews, and adjusts as necessary, the wage payment threshold that requires families and private employers to pay Social Security and Medicare taxes. These tax withholdings are reported annually on a W-2. This threshold will increase to $2,700 for 2024. Minimum Wage Increases Minimum wage under federal law was raised in 2009 and remains at $7.25/hr, but states and local governments continue to set and increase minimum wage requirements at the local level. Governments are recognizing the need to ensure household and

Year-End Bonuses

What You Should Know About Year-End Bonuses

The end of 2024 is right around the corner, which means that now is a popular time for household, child/family and family office employers to recognize their staff with an annual/holiday bonus. It’s a way of showing that you appreciate the work that they do, and more importantly, that you appreciate them. Private staffing positions require a great deal of customer service and going above and beyond in your work, and formally recognizing a staff member’s dedication is one of many ways that you can ensure your staff will remain dedicated to their job and loyal to you as an employer. Top Reasons Private Employers Give Annual Bonuses It Gives You A Tangible Way To

Hiring Top Employees

10 Ways To Tell If A Candidate Will Be A Good Fit

Hiring the right person for a role that works directly with you or your family can be a challenging task. You want someone who has the skills, experience and personality to fit your needs, but they also need to be capable of developing a strong rapport with you and your family, and contributing to your overall success. So how can you tell if a candidate is a good match for your role? Here are 10 effective ways to evaluate a candidate to ensure that you ultimately hire the right person: 1. Assess Their Skills If you work with a professional referral agency, each candidate you are introduced to will be qualified for the role. That

How To Attract And Retain Top Talent For Your Family Office

If you run a family office, you know how important it is to have a team of qualified and loyal professionals who can manage your wealth and affairs. But finding and keeping such talent is not easy in today’s competitive market. You need to offer more than just a salary and a bonus. You need to offer a compelling value proposition that aligns with your family’s vision, values, and goals.   In this article, we’ll touch on insights and best practices from Katten’s Family Office Compensation and Talent panels, which featured experts from Mack International and Botoff Consulting. We’ll also cover four key topics that every family office should consider when designing and implementing their

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Woman Looking Around As The World Moves Quickly Around Her

The world is spinning faster every day.

Employment has changed drastically the past few years—how we work, the type of work we do, and even where we work. Yet, while the world adapts, solutions for hiring private staff seem to be stuck in the past.

 

At Old State Staffing, we believe the status quo is not enough, and that those who decide now is the time to settle will be left behind. In the face of great change, tinkering around the edges simply won’t do. Since Day 1, our approach has been built on four key principles:

1. Developing A Quality Product

We’ve built Old State Staffing from the ground up, implementing the same cutting-edge recruiting tools used by the nation’s largest family offices. Historically inaccessible to smaller clients, these tools improve the tracking and management of talent, utilize machine learning for smarter searches, and intuitively compare compensation and qualification benchmarks both regionally and nationally. This allows us to find and match families with the best candidates quicker and more efficiently than ever before.

2. Building A Great Team

We knew from the start that our team would be our greatest differentiator. That’s because our agency is composed entirely of family office professionals who know what exceptional candidates look like; because we’ve applied to, managed, and hired for each of those positions ourselves.

3. Creating Meaningful Relationships

Building and maintaining relationships is important today, more than ever before. We place immense value on our relationships, not just with our clients, but our candidates, and the community at large. We spent our “pandemic years” building partnerships with local universities, to open the doors of private staffing to recent college graduates in the most educated metropolitan area in the world.

4. Refusing To Settle

Change is inevitable, yet private staffing has historically lagged in both hiring and employment standards. We’ve always been disruptors, first to adopt AI and machine learning—ensuring smarter, faster, more accurate matches for our clients.


We know that choosing an agency is a personal decision, and we’re honored for the time you have spent considering us as a partner in your search. If you haven’t spoken to us yet, let me be the first to say that we can’t wait to introduce you to our contacts, to guide you through the hiring process, and to introduce you to the perfect candidate. We know the stakes are high, but so are the rewards. With Old State Staffing you’ll be empowered to make informed, meaningful hiring decisions, so you can continue to thrive in a world that’s spinning faster every day.

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Adam Cook
Founder & Managing Director

Headshot - Founder of Old State Staffing