Define roles and subsequent tasks clearly: e.g. % housekeeping, % childcare & tasks within the layer of the role as per The Governess & Co. task support tool.

Consider whether specialised skills are required, such as formal table service, personal assisting, tutoring.

Larger properties may require multiple staff members/ estate manager to oversee operations, or occasional deep cleaning service.

Understand whether full-time or part-time assistance is sufficient based on household routines but also your routine preferences. 30% of our initial enquiries end up closing as a different placement structure, as we help define and deliver on projection vs. actual need.

Live-in staff: Ideal for availability, privacy-sensitive households, and high flexibility needs.

Live-out staff: Suited for roles with fixed working hours and professionals with their own accommodation.

Consider accommodation requirements for live-in staff (dedicated quarters, meals, privacy arrangements). Live in set up works best with separate unit/ entrance for mutual privacy. It’s also OK to try a set up and recognise the alternative suits you.

Seek for staff aligned with your lifestyle, values, and communication preferences. Do not underestimate the importance of such intangible search indicators, along defined skills needs such as language and educational background. Staff witnessing and handling sensitive personal matters should sign NDAs.

Ensure adequate candidate track record information is provided to you- either directly from the potential staff member or via agency vetting. These are crucial points to ensure reliability and professionalism. Apart from references revise objective indicators, such as the The Governess & Co. personality form designed specifically for domestic staff character evaluation, or at minimum by assessing actual experience to confirm skills, trustworthiness, and suitability for your household needs.

Many families seek temporary or rotational staff during peak seasons (summer, holidays).

This high demand results in scarcity of available (quality) staff, as well a shift regarding candidate expectations. At The Governess & Co. we strive to best manage this, but it is an aspect that can interfere with our candidate database availability and affect compensation package needs.

Native candidates as well as staff with (long term) residence locally are aiming for market specific benefits regarding bank holidays, rest days, annual extra automatic extra monthly compensations, work hours limit, etc. We guide both parties through this bearing in mind the importance of reciprocity. Locally available staff doesn’t make for guaranteed suitable staff, especially if compensation wise they are overly competitive in comparison to other EU countries. There is definite accessibility to such category of staff but they may lack specialised training for luxury services and/ or track record to being accustomed to elite household standards and conduct.

Marbella’s property market influences live-in vs. live-out limitations, as the latter affects staff personal expense considerations. Highly exclusive living areas are don’t avail of housing options of a certain size and cost, so even if families are willing to cover the live out cost of candidates further logistics considerations must be taken into account, as securing housing in the immediate proximity of certain areas is challenging. If housing is covered for by the family in other areas, the travel logistics to the family residence must be taken into account.

Privacy ensures maintaining personal boundaries reciprocally. It is professionalism, trust and empathy. Privacy matters. Security is forgetting to lock the door while sleeping soundly. Security is (having) a helper that brings peace of mind. Security is essential.

When hiring domestic staff, privace, safety and household protection are key, especially in high-value homes that may attract unwanted attention. Ensuring careful vetting and trustworthy recommendations is essential, as who you allow into your home directly impacts your security and privacy.

Unlike seasonal destinations, demand for domestic staff in Madrid remains steady throughout the year, driven by local and international families with consistent routines. With less focus on short-term or rotational contracts, families look for long-term support and value stability in staffing.

Most households are apartment-based, which makes live-out roles more common. Live-in roles are typically reserved for larger homes or properties on the city outskirts.

Native candidates as well as staff with (long term) residence locally are aiming for market specific benefits regarding bank holidays, rest days, work hours limit, annual extra automatic compensations (14 monthly compensations within a year). The latter is very important because often times a

compensation expectation on a monthly base can come across less than expected from the family perspective while the family is requesting it with the extra payments in mind. We guide both parties through this bearing in mind the importance of reciprocity. Locally available staff doesn’t make for guaranteed suitable staff, especially if compensation wise they are overly competitive in comparison to other EU countries. There is definite accessibility to such category of staff but they may lack specialised training for services and/ or track record to being accustomed to household standards and conduct.

In Madrid, where most areas are technically reachable by public transport, the real question is how long and how easily. Travel time and complexity can significantly impact a candidate’s willingness to commit to a role — particularly for live-out positions. While many are open to commuting, a placement must feel logistically worthwhile for it to be sustainable.

Privacy ensures maintaining personal boundaries reciprocally. It is professionalism, trust and empathy. Privacy matters. Security is forgetting to lock the door while sleeping soundly. Security is (having) a helper that brings peace of mind. Security is essential. When hiring domestic staff, privacy, safety and household protection are key, especially in high-value homes that may attract unwanted attention. Ensuring careful vetting and trustworthy recommendations is essential, as who you allow into your home directly impacts your security and privacy.

Beyond Spain- International Placement Considerations

While our core services are based in Marbella and Madrid, The Governess & Co. has successfully arranged placements across other Spanish cities such as Barcelona and Mallorca, as well as internationally — including the United States, wider EU zones, and select non-EU destinations. These assignments come with unique considerations that we help both clients and candidates navigate with discretion and care.

International placements — or roles outside the candidate’s country of residence — require careful attention to work permissions, documentation, and travel logistics. While we are not immigration advisors, we understand the complexities involved in international placements. As such, we help guide the process where needed. Our role is to act as intermediaries — not legal representatives — but where families do not have access to immigration or relocation specialists, we can recommend trusted professionals and help coordinate basic timelines and expectations. These placements often involve additional steps, and early planning is essential for a smooth process. Ensuring legal and practical alignment from the start is key to a smooth experience for both parties.

For overseas or long-distance hires, we recommend a trial period whenever possible. This may involve flying the candidate in and arranging short-term accommodation. It’s an invaluable opportunity to assess the working dynamic before confirming a long-term commitment.

When new staff join homes with existing local employees, it’s important to manage the transition with care. Differences in background, compensation, or conditions can create unintended tension if not handled thoughtfully. We support families in maintaining a respectful and discreet onboarding process, especially when introducing externally recruited or international staff.

Some families opt to invest in emerging talent — candidates with strong potential but less formal experience. For these placements, especially in high-standard or international homes, we offer optional The Governess & Co. training and onboarding guidance to ensure the new hire is set up for success.