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Each month we highlight one of our agency partners, and get to know a little more about them and their insights into the household employment industry. This month we spoke with Judeann Warner, COO and Senior Recruiter for the Lindquist Group.
Agency Vitals
- Founded in 1890
- Serves families nationwide; offices in New York City; Greenwich, CT; Palm Beach and Miami, FL
- Private residential staffing services as well as private businesses and family office services. Specializes in long-term placements in an unrivaled number of staffing specialties
How did you get started?
The agency opened in 1890 in New York City under the name A.E. Johnson Employment Agency. The business ownership passed from generation to generation until 2009 when the ownership changed. The agencies operated under different names until consolidating under The Lindquist Group name in 2009.
What is your biggest challenge?
Our biggest challenge is managing the things that are not in our control. For instance when a candidate interviews with a family and says the wrong thing, or behaves incorrectly during the trial period with a client, things can quickly fall apart, parties are upset, and we have to start the process over. Maintaining control over candidates is desirable but not always possible.
What strategies do you use for recruiting candidates?
We rely heavily on referrals from other candidates, and most of our candidates come back to us if their placement ends. We also use Google Ad Words and have our website set up so candidates can apply online.
What do you look for to make successful placements?
Our screening process is a significant factor in creating successful placements. We get to know our candidates very well and check their references. We also understand our client’s needs – we hear what they say and know how to read between the lines, so we can match our candidates’ skills with our clients’ requirements. We guide both parties through the interviews and trial period, and help to reconcile any differences along the way.
How do you advertise/market your agency? / How do you find new families?
The majority of our business comes from returning clients whose needs have changed, based on life events – they bought a new house, their family has grown or the dynamics have changed, necessitating more staff in their home or business. Referrals account for a significant percentage of our business, and we also use Google Ad Words so new clients can find us.
How do you help families understand the benefits of paying legally?
We always recommend our clients comply with all applicable rules and regulations, and we provide them with GTM’s contact information so they can get professional advice and information. Most of our clients already know their obligations – we have many high net worth families, celebrities, politicians, and executives using our services, and they usually know what their legal requirements are.
How do you help nannies/employees understand the benefits of being paid legally?
The majority of our nannies and other candidates want to be paid legally. But for those that don’t, or don’t understand the importance, we explain the benefits they would miss out on like unemployment insurance and credit history. We advise them that they must work legally, otherwise we can’t represent them.
What changes have you seen over the years in the household employment industry?
I’ve seen a much greater emphasis on families wanting candidates with specialized skills, especially tech-savvy estate/house managers. Many of our clients’ homes are “smart homes,” with systems all linked together on the family’s devices. Security, lighting, doors – families want an employee that knows how these devices work and can troubleshoot any issues. I’ve also seen a decline in the need for chauffeurs, which I attribute to the increased popularity of ride-sharing applications like Uber.
What do agencies need to do to stay competitive?
Customer service and industry knowledge are more important than ever these days. Families want a reliable, communicative agency they can depend on. Background screenings are also critical – we incur the expense and spend the time to run these reports before our clients’ interview our candidates as it’s important to have this information before the first interview. This, along with our thorough candidate screening process, shows our significant value add over the competitive online job sites as well as our competitors.
How has GTM helped your agency and your families?
We are not experts in the nuances of individual state payroll and taxes, which is why we recommend our clients contact GTM for that information. We can of course answer most basic questions but we rely on GTM to provide all the detailed answers our clients need, including helpful documents and online resources.
