By Seth Norman Greenberg | Vice President, Pavillion Agency
After 27 years in household staffing, I’ve watched countless talented professionals accept positions they later regretted — not because the family was terrible, but because the wrong questions were never asked.
A household interview is not just an audition. It is your opportunity to gather the information you need to make a sound professional decision. The families Pavillion works with expect candidates to ask good questions. In fact, in my experience, the candidates who ask the most thorough questions make the best impressions.
Here are the questions I recommend — and why each one matters.
“What does a typical day look like, in specific detail?”
This is the most important question, and the one most often glossed over. You need a granular picture of your actual working day: when it starts, when it ends, what the transitions look like, who is present, and what demands will arise routinely.
A family that can answer this question clearly and specifically is a family that has thought about what they need. A family that answers vaguely is often one whose expectations will expand after you arrive.
“Why did the previous person in this role leave?”
This question makes some candidates uncomfortable to ask. Ask it anyway.
The answer tells you more about the household than almost any other question. If the previous employee left for a better opportunity, that’s one story. If there have been three people in this role in two years, that’s a different story — and one you deserve to understand before you join it.
Listen not just to what they say, but to how they say it. Discomfort, vagueness, or blame directed entirely at the prior employee are worth noticing.
“How do you prefer to communicate with household staff?”
Communication style mismatches are one of the most common causes of placement breakdown. Some principals prefer text. Some want a brief daily check-in. Some are intensely private and prefer you operate without contact unless there’s an issue. Others want to be closely involved.
None of these styles is wrong. But some of them are wrong for you. Know which you thrive in, and make sure you’re walking into the right environment.
“What does success look like in this role at 90 days? At one year?”
This question accomplishes two things simultaneously. It signals to the family that you are results-oriented and serious about performance. And it gives you an honest picture of whether the expectations attached to this role are reasonable.
Families who have a clear, articulate answer to this question are usually excellent employers. It means they’ve thought about the role as a professional function, not just a need to be filled.
“Is there a written employment agreement?”
If the answer is “no” or “we haven’t done that before,” that is important information. A written employment agreement is not bureaucratic overreach. It is the foundation of a professional relationship.
It should define: job title and scope, hours and overtime, compensation and benefits, vacation and sick time, a review process, and terms for ending the arrangement. If a family resists this conversation, it tells you something about how they view the professional nature of your role.
At Pavillion, every placement includes a formal employment agreement. This protects both sides — and it sets the right tone from the beginning.
“What do you love most about your home?”
I always encourage candidates to end with a question like this — something that invites the family to speak with warmth and openness about their lives. It changes the energy of the interview. It tells you whether this is a household you’d actually want to be part of.
And it signals something important: that you are not just evaluating a job. You are evaluating a home. And that matters to you.
The right position is out there. The families I work with are exceptional employers who want exceptional professionals. Go into the interview prepared, go in with your own questions, and trust your instincts.
If you’d like help preparing for an interview — or finding a position worth interviewing for — reach out at seth@pavillionagency.com or visit pavillionagency.com.