The Diligent Hire Program
Creating Long-Term Success in Household Employment
A structured placement process designed to improve fit, retention, and continuity, backed by a one-year replacement guarantee and ongoing support for both the household and the professional.
The Problem
What we hear from the Professional:
“I can deliver at a high level — but I need clear priorities, the right tools, and a consistent cadence for feedback. Without structure, I’m left guessing, and small misalignments become bigger issues.”
What we hear from the Principal:
“I want someone who can hit the ground running. I need someone who can operate within our standards, protect privacy, and keep the household running without friction. I want to trust the hire, and I want the relationship to last.”
Hiring rarely fails at placement, it fails afterward. It happens when the absence of consistent structure, clear expectations, and early performance visibility allows small misalignments to grow into operational disruption, trust breakdown, and high turnover in private service environments.
With thousands of domestic staffing agencies to choose from, the difference is not who can make a placement—it's who remains committed to supporting long-term success after the hire is made.
The Solution
Our Diligent Hire program replaces uncertainty with a structured, high-touch process that supports both Principals and Professionals for long-term success from day one.
Before the search begins, we develop a job description, define the role clearly and align expectations upfront and use the Principal’s Hogan assessment so that everyone is aligned on what success looks like.
Our deep candidate vetting system combines targeted sourcing, behavioral interviewing, validated Hogan assessments, and full work history, reference, and background verification. We intend to help you identify early on how a candidate will perform, not just how they interview.
For the term of the 1-year replacement guarantee we help by providing structure, performance touchpoints, reviews, and coaching — so success is actively supported, not left to chance.
Role Calibration
Candidate Vetting
Post-Placement Support
Principal Commitments
Competency Identification
Competency Identification
Principals may choose to complete the Hogan Assessment or participate in a structured discovery conversation. Through a series of 13–15 targeted questions, EMS identifies the competencies and success factors most critical to the role, creating a customized benchmark for candidate evaluation and long-term success.
Consistent Guidance
Consistent Guidance
Conduct weekly check-in meetings with the employee during the first 60 days of employment to establish clear communication, provide timely feedback, and support a successful transition into the role. Following the initial onboarding period, transition to bi-weekly meetings to maintain alignment, reinforce expectations, and support continued success.
Ongoing Support
Ongoing Support
Provide 1.5 hours of scheduled work time each month for the employee to participate in a confidential one-on-one coaching session. These sessions are designed to support professional growth, reinforce expectations, address challenges proactively, and contribute to long-term employment success.
Consultation Calls
Consultation Calls
Participate in monthly touchpoints with EMS to review performance, align expectations, address concerns proactively, and support long-term employment success.
Notify EMS promptly of any significant performance or behavioral concerns that may require additional support, corrective action, or affect long-term employment.
Performance Reviews
Performance Reviews
Conduct quarterly and annual performance reviews to provide meaningful feedback, reinforce expectations, support successful adjustment to the role, and encourage continued professional growth and long-term success.
The Hogan Personality Inventory (HPI) helps us know that how we see ourselves isn't always how others experience us. This report explores seven key personality dimensions to reveal how a leader’s everyday behavior and work style are perceived by others.
The Hogan Motives, Values & Preferences Inventory (MVPI) shows how our values shape how we lead, what we prioritize, and the culture we create. Based on Hogan’s MVPI, this report reveals the work environment a leader is most likely to foster.
Long-term employment success relies on clear communication, constructive feedback, and shared understanding. Household professionals are best positioned to succeed when preferences, expectations, and priorities are communicated openly and reinforced over time.
Just as a baker cannot create the perfect cake without understanding your preferred flavors, a household professional cannot consistently deliver exceptional service without understanding your preferences, priorities, and standards.
