Moving a household across the Atlantic is rarely just a question of shipping furniture and booking flights. The moment the decision is made, you begin rewiring almost every area of day-to-day life – schools, banking, even which supermarket stocks the peanut butter the children like. At the centre of that transition sits one deceptively simple task: rebuilding the team that keeps the wheels turning.
Over the past decade 19 London has supported family offices, entrepreneurs and private families arriving from the United States – sometimes for a single three-year posting, sometimes for good. The practical lessons are consistent, even if each brief is unique, so what follows is a field guide rather than a checklist. Use what helps, skip what does not, and remember that good preparation nearly always costs less than a rushed hire six months down the line.
Understand the regulatory landscape first
Employment law is one of the biggest culture shocks for newcomers. UK staff contracts are not “at-will”. There are statutory notice periods, automatic pension enrolment, and holiday entitlements that can feel generous by American standards. We usually map these points before discussing candidates – it keeps expectations realistic and avoids last-minute surprises with payroll or immigration. For a quick primer, see our note on UK employment contracts.
Identifying key roles for a trans-Atlantic household
Personal Assistants and Chiefs of Staff
A skilled PA who understands both US pace and UK etiquette is at the heart of a successful relocation. They will register the family with doctors, liaise with removers, set up utility accounts, and still have time to source a last-minute birthday cake. If you are ready to hire a Personal Assistant, start early – the best talent does not linger on the market. For principals running multi-asset portfolios or operating a family office, a Chief of Staff search adds strategic oversight: co-ordinating advisers, aligning projects across time zones, and filtering the sheer volume of information landing in your inbox.
House Managers and Domestic Couples
Even a modest London townhouse hides a maintenance schedule as complex as many stateside estates. Boilers require annual certificates, parking is regulated street by street, and a heritage façade often restricts renovation options. An experienced House Manager with strong local contacts pays for themselves in missed call-out charges alone. In town or country, Domestic Couple roles keep properties guest-ready without leaning on expensive temporary staff.
Specialist childcare and private tutors
British independent schools maintain long waiting lists, and entrance exams can start two years ahead. A nanny, Governess or Private Tutor who already knows that system – and who can help younger children bridge language nuances (football boots, not cleats) – makes the academic transition far less stressful. If bilingual tutoring is a priority, shortlist early; the strongest profiles are booked quickly.
Close Protection and Driving
Security in the UK is subtle; blending in matters more than visible muscle. Every SIA-licensed Close-Protection Officer we place is briefed on low-profile protocol, from encrypted comms to social-media discretion. For day-to-day logistics, our professional Chauffeur recruitment focuses on advanced driving credentials and a sound grasp of London’s ever-changing traffic rules.
Cultural fit – the hidden differentiator
Technical ability is a starting point. Long-term success hinges on softer factors that never appear on a CV: whether a PA is comfortable challenging a supplier who “politely declines” to meet a deadline, whether a chef can merge Californian plant-based trends with traditional British seasonality, whether a house manager’s sense of formality matches the family’s. We uncover these nuances in briefing calls – informal stories often reveal more than formal job descriptions.
Timing and availability in 2025
The post-pandemic property rush, coupled with adjustments to the UK’s non-dom regime, has created an unusually busy market for experienced private staff. Candidates with dual US–UK knowledge are scarce, and family-office PAs juggle multiple offers. Begin shortlisting as soon as relocation dates firm up. Two or three months’ lead time is workable, but the earlier you start, the wider the pool.
Practical budgeting notes
- Accommodation – live-in staff quarters attract rigorous building-safety rules. Converted basements may require additional fire-safety works; rural properties sometimes need planning consent before adding staff annexes.
- Travel clauses – if your schedule includes frequent returns to the US, factor flight and per-diem costs into the initial package rather than renegotiating later.
A word on confidentiality
The UK press can be persistent. We run basic or enhanced DBS checks, reference verification, and (where appropriate) social-media screening on every candidate. NDAs are standard, though practical confidentiality comes down to clear boundaries, routine briefings, and choosing people whose professional reputation already rests on discretion.
How 19 London supports the process
- Briefing and scope
An initial call – often no longer than half an hour – isolates core priorities: live-in versus live-out, children’s ages, dietary considerations, security risk profile. - Shortlisting
We pre-interview, verify documents, and present a concise report for each recommended candidate. Most principals meet three or four people before deciding who to trial. - Onboarding
Once an offer is accepted, we draft employment contracts aligned with UK law, schedule any remaining compliance checks, and assist with relocation logistics if the hire is moving region. - Aftercare
A follow-up call at two weeks, another at two months, and then whenever you need us. Small tweaks early on prevent bigger issues later.
Closing thought
Relocation is rarely linear. Plans shift, leases fall through, children develop sudden aversions to perfectly good schools. The right private staff absorb that turbulence – they give you back the bandwidth to focus on why you came to Britain in the first place, whether that is business expansion, proximity to European markets, or simply a change of scenery. 19 London exists to put those people in place swiftly, discreetly, and with the minimum of fuss. Discover more about our Family Office recruitment process, or speak to our team today.