More ways to job search – turn back time? Gary Burnison captured it again…

Now we don’t believe in your “losing” your resume either but we do feel that you need to get out from behind your computer and find other ways to market yourself. With 3% unemployment, the search is fierce and you can have your pick of jobs but it still needs to be the right job for you and the company or employer.  Wishing you success in any path you take!  FHP


Sitting in my email inbox was yet another one: an unsolicited resume from someone I don’t know.

He went on and on, describing his skills and experiences—everything he’s ever done. But nowhere did he mention why he was reaching out specifically to me (other than the assumption that I’m the CEO of a firm that places an executive in a role every 3 minutes). Nor did he specifically say what he would bring to our firm. In fact, he put it all on me to find a position that would be best suited for him.

Don’t get me wrong; I do want to help people. But in 35 years of professional life, including more than a decade as CEO of a public company, I have been continuously shocked by the naiveté of people who resort to the old standby: sending out their resumes blindly. As far as I’m concerned, that’s the No. 1 time waster in any job search.

Here’s how to keep from getting ignored and land the job you want:

  1. The new “let’s do lunch”: The unsolicited offer of “let me send you my resume” has become as cliché as “let’s do lunch.” When you say it, you know you’re never going to have lunch. The same goes for your offer to email your resume. Unless someone genuinely wants to hear from you, your resume isn’t going anywhere. Over the past several years, I’ve received thousands of unsolicited resumes. And guess what—they rarely go anywhere. That might strike you as harsh or even unfair, but here’s what I know about many other CEOs and senior executives: they’re not opening your resume. The solution? You need a warm introduction from someone in your network to a person at a company where you really want to work.
  2. The “ice cream shop” strategy:  Ironically, when we were younger, we intuitively knew how to get a “warm introduction.” When you were looking for a summer job back in high school, you’d go to the place you wanted to work—the ice cream shop, the car wash, the community swimming pool—and ask if they were hiring. If the manager or owner wasn’t busy, you’d get an “interview” on the spot. If your friends worked there, they’d put in a good word for you. In fact, you probably found out about the job from a friend, who provided a “warm introduction” to the manager for you. But the process we understood so well as teenagers—and that worked so well in those days—has begun to elude us. We forgot that the same fundamental rules apply: know where you want to go and then get a warm introduction.
  3. Do your homework: More than any other step, this is what differentiates people who are going to get my help from those who fade away. When people connect with me through a contact and ask for help in getting a job, I tell them I’ll be glad to talk once they’ve done a simple assignment: research where they want to work—their target industry, the companies they admire, the roles they believe their most suited for. Shockingly, in 9 out of 10 cases, they never do it. This isn’t rocket science, but it does take time. If you can’t or won’t invest that much effort in your career, then who will?
  4. Lose the resume: The most recent email I received is a perfect example of what a resume can’t do: it can’t automatically get you a job. In this case, the resume listed experiences across a rather narrow industry, peppered with an insider’s jargon. Not once did this person highlight what he’d accomplished: expanding sales, increasing profitability, improving efficiency. To get someone’s attention you need to tell a story about your accomplishments and their impact (again, once you’ve had a warm introduction to someone). That’s why I tell people to “lose the resume.” Yes, you need to have one, but don’t expect it to be more than a calling card.

Blindly sending out your resume in hopes someone will respond is like putting a message in a bottle. It might give you a moment of satisfaction for having done something, but don’t expect it to wash ashore anytime soon.

Videoing yourself to practice your interview overview speech!! More from Gary Burnison…

What a brilliant idea. Beyond practicing, reading the job description again, making notes about how your background matches the requirements of the job, your achievements, mistakes and more – try this – can’t hurt!!  FHP


You’re getting the interviews, but not landing the job. Back at square one every time, you do the usual: polishing your resume and finding new ways to say the same old thing. But if you’re like most people, you won’t do the one thing that could really make a difference in your next job interview.

The secret weapon is in your pocket or maybe in your hand: your smartphone.

People overestimate their strengths and underestimate their weaknesses all the time. They tell themselves they can “wing it” and congratulate themselves for how well they think on their feet. Except, they can’t. Only by video recording yourself (or having someone else do it) as you answer interview prep question can you see and hear how you come across.

Here are 5 reasons why you should take the best career advice that almost no one takes.

1.    The Camera Doesn’t Lie: We may be obsessed with taking selfies, but a lot of people avoid looking at or listening to themselves “on camera.” Just pushing “record” and seeing that red light makes them highly self-conscious. And that’s the point. The nervousness of being video recorded is a good proxy for being “on” in a job interview. When you play back the recording, you’ll hear every “um,” “you know” and “like” that you say unconsciously. You’ll also see your nonverbal communication: how you sit, your facial expression, how much you fidget, and so forth. What you don’t know can hurt you in an interview. One candidate I interviewed never moved a muscle during our entire conversation. He didn’t gesture or change his posture. It was freaky! At the other extreme, I’ve seen people squirm in their chairs, pump their legs up and down, and gesture wildly. Don’t ignore your non-verbal cues and body language. You need to exude confidence and competence. If you want to know how well you do that, get in front of the camera.

2.    Rehearsing, Yes; Memorizing, No: You’re not auditioning for Annie! — there’s no need to memorize your lines. Memorized answers that sound canned and unnatural can’t convey your authentic self. You need to rehearse—preferably with a coach or mentor who will give you the “tough love” feedback that your friends, spouse, or other family members can’t. If your mentor also knows your role and industry, that’s an added plus.

3.    “Tell Me About Yourself”: Video record yourself rehearsing basic interview questions: describe your most recent position, what’s your greatest career accomplishment, what are your strengths/weaknesses, why do you want to work here, and – of course – tell me about yourself. When you play back the recording, listen to your answers. How can you say it more concisely, bringing it down to a tight thirty-second answer? You may not think so, but 30 seconds can come across as a long time, as anyone who has done a TV interview will tell you (think about that the next time you watch a televised interview). You need responses that are punchy, crisp, compelling, and to the point. One-word answers are a disaster, but so is a filibuster. Keep it conversational. You can always elaborate when the interviewer asks a follow-up question.

4.    “ACT” to Improve Your Likeability: As you watch yourself on video, consider your “ACT”: authenticconnecting, and giving others a taste of who you are. Being authentic means truthfully representing yourself, your experiences, and your background. Creating a connection helps the interviewer relate to you and creates rapport during the interview. A taste of who you are allows interviewers to have a better understanding of what you have to offer and how well you’ll fit the culture. Your “ACT” will help improve your likeability. It only takes a matter of seconds for the interviewer to make crucial determinations about you, including how trustworthy you seem and whether you’d be a good fit.

5.    Don’t “buffer” your video interview: If you are a good at interviewing in person, don’t assume that you’ll do just as well when interviewing by telephone or videoconference. You’ll need to adjust your energy level, the length of your responses, and how fast or slow you speak. As you rehearse, especially for video conference and webcam interviews, make sure you also anticipate any “surprises” you could possibly encounter with technology glitches. Have a practice Skype session with a friend, check the background for distractions, and dress from head to toe, even if you’re only visible to your shoulders. One candidate in a video interview was Brooks Brothers from the waist up, but showed he was only boxers from the waist down when he had to jump up and close a door. Don’t be caught unprepared.

It takes time to video record yourself and analyze the results to reflect on how you can improve. But given the importance of your next interview, why wouldn’t you make the effort? The only one standing in your way is you!

Social Media – they are looking! Read Gary Burnison’s article:

Gary Burnison – Chief Executive Officer at Korn Ferry –

What happens in Vegas really doesn’t stay there.

That “funny” picture about that “crazy” time, which you (or your friends) posted on social media, can follow you right into your next job search. Increasingly, employers scour social media (about 70% of them, according to a recent survey), and more than half have found content that nixed a candidate from a job opportunity.

It’s a great irony: social media goes a long way toward helping you find a job, but it can just as easily cost you the job you want. You won’t even know it happened since your digital missteps take you out of the running before you get into the interview.

Here are five ways to keep from tweeting yourself out of a job:

1.    There’s no “just kidding” button on social media:  Comedians may be able to pull it off—you, not so much. The photo was a doozy: slouched on a ski slope in the dead of winter, wearing shorts and Mardi Gras necklaces around your neck – and, to top it off, a Jack Daniels bottle and several Budweiser beer cans poking out from the snow. Then the sign: “Just another sick day at the office.” The employer who comes across that one would probably say, “No, thanks,” even before the interview. Complain all you want that “it was a joke” or “it was supposed to be private.” But we should all ask ourselves: is anything private? When you tell one person… well, you know the rest. Know what’s out there! Google yourself: type in your name and see what comes up. You’ll instantly be reminded how easily your past follows you and how effortlessly an HR department or hiring manager can uncover something you’d prefer not to be their first impression.

2.    Post with no regrets: Your ever-present smartphone makes it so easy to post, tweet, comment—instantly, before you’ve had time to think twice about it. But do think twice about it. Ask yourself: “Will I offend someone? How can this come back to haunt me?” These two questions would have prevented so much anguish for athletes, in particular, who in some well-publicized incidents have been hurt (including losing their “draft value”) by social media comments made years earlier and dug up recently. And it’s not just athletes or celebrities who get themselves into trouble over controversial tweets and posts. Harvard University last year rescinded admission to at least ten students because of offensive posts in a “private” Facebook chat. Don’t be fooled into thinking there is some kind of “wall” between sites such as Facebook, Instagram, and Twitter, and the largely professional ones such as LinkedIn. Your online presence is one entity—your digital brand—and your next employer is looking everywhere.

3.     Don’t “ghost yourself” on social media: The answer to avoiding digital minefields isn’t to stay away from all social media. Your absence says a lot about you, too—in fact, it could broadcast a lack of relevancy or that you just don’t care. One anchor of your career brand in the digital world might be LinkedIn. What are you posting about your industry; what articles do you find interesting? What are you passionate about?

4.    Choose positivity over negativity: Most of the time, it’s better to follow your grandma’s advice: “If you don’t have something nice to say, don’t say it.” Now, I’m not suggesting you have to be wallpaper, but most of us respond much better to grace and dignity than to negativity. There’s only one road: take the high road.

5.    Wash, rinse, repeat: On a regular basis “wash, rinse, and repeat” your social media brand to ensure it’s still relevant—and just to make sure there isn’t a picture, post, or tweet made years before that shouldn’t be there.

While “Vegas” may promise it will never tell, social media isn’t so forgiving.

Please don’t write a memoir on your employer – just ain’t right

Broken confidences are like when a parent says that they are disappointed in you – but worse. They can damage your career (even if you have retired) or reputation.

Here is a long story about Queen Elizabeth’s childhood governess’ mistake by Adrian Tinniswood:


Jesse Barron’s article on Puerto Rico as a Tax Haven

How Puerto Rico Became the Newest Tax Haven for the Super Rich

by Jesse Barron

A year after the tragedy of Hurricane Maria, the 51st state has become the favorite playground for extremely wealthy Americans looking to keep their money from the taxman. The only catch? They have to cut all ties to the mainland (wink, wink).

The party known as Cocktails and Compliance—so called for mixing alcohol with tax advice—was thrown on a Friday evening in May, in a warehouse turned art gallery in Old San Juan. The host had kept his guest list confidential: It contained the names of hundreds of ultra-wealthy mainland Americans who’d moved to Puerto Rico to avoid paying taxes, most of whom were reluctant to advertise that fact. More than 1,500 mainlanders have established residency here since 2012, when the island rebranded itself as a tax haven, and the annual Cocktails is at the center of their social calendar.

At a high table, polishing off a bourbon on the rocks, sat a compact man in his 60s wearing a black T-shirt and black suede loafers, no socks. This was Mark Gold, the Florida-born kingpin of traffic-ticket contesting. Gold has attended Cocktails and Compliance every year since moving to Puerto Rico in 2016. “I was looking at different tax havens,” he said, “Andorra, Lichtenstein, Monaco. But the problem is, you have to give up your U.S. passport. When I heard about this, it was too good to be true. But it’s real. I live in paradise. I live at the Ritz-Carlton. I drive my golf cart to the beach club for breakfast. Then I go to my sunset yoga class on the beach.”


Read at its source:

New style of parenting is old style! As told by Dr. Kevin Leman

As a recruiter, we too experience the fallout of each wave of parenting. Either they are given an award for everything they do or their parents are shuttling them to every “experience” to give them the world, only to have them enter the working world and have no support. Should the work place adjust to these types of workers? A job is a job, the tasks must get done ~ with minimum guidance.

Parenting to give their children wings to fly on their own IS the best style.

Read Dr. Kevin Leman’s article in Fox News:

Elevating Your Existing Staff – Where to Begin?

Some of us are blessed enough to have the perfect staff. They are trustworthy, loyal and efficient. They are high-performers and do their work impeccably, they’re personable, professional, hard-working, and eager. You want to take care of them as they have you – or maybe help them achieve goals they might not even know exist. How would I do that, you ask? You start by elevating your existing staff, and here are a few suggestions.

Carefully craft the position
Positional changes in the household’s lifestyle or staff can come abruptly, but you can ensure a successful transition for both you and your staff by crafting new job descriptions and highlighting expectations for the position(s) in question. Take the time to clearly identify the position(s) that are shifting or new positions you need filled and all the details that come with it.

Share your thoughts in a meeting
Dropping a hint here and there about the changes coming to the household is not the best form of communication. Gathering your thoughts and ideas and presenting them to your team in a professional manner will always provide a double back level of respect. Holding a meeting to discuss your thoughts will allow your staff and yourself time to absorb the topic without distraction. Let them know that if they are interested, they might want to update their resume and set up a private meeting.

Acknowledge your staff’s current position
Your appreciation and reinforcement of their good work will give them confidence and security.  If you need them to take on a new task, they will usually be open to adding it into their day. Supportive employers tend to help their favored staff members move on to something that may better their livelihood if available. If you find yourself with an opening, take a look at your existing team and find out who might be the best choice.

Offer or modify compensation
Respecting your private staff as professionals goes a long way. Private staff are committed to helping you maintain a comfortable and gracious lifestyle. With added responsibilities, should come added benefits. It only makes sense to provide competitive compensation. Oftentimes, it is just a bump in salary and other times adding on benefits such as housing, extra vacation, a car for use personally and for business, continuing education and more are welcomed.

Offer the position professionally
You’ve crafted the position, held your meeting and acknowledged your staff’s hard work. They seem interested, so now it is time to offer the position to them formally. Revise their contract adding the new job description and an employment letter spelling out the expectations as well as the agreed upon new compensation.

Provide the tools and support
A new position is exciting, but even more exciting is a new position with all the tools and support one needs. Take the time to train them yourself or enlist the help of an outside trainer, a professional that can elevate and assure the success of the advancement. Be sure to also enlist them in training a new staff member for the position they just vacated. Be sure to give your staff everything from equipment, manuals, procedures, software, hardware, assistants, etc. Set them up for success from the start, because without the tools of their trade, they may feel set up for failure.

Allow them to find their comfort zone
Change is difficult – whether it is for the good or bad. Allow your staff the time to find their comfort zone with their new position. A little sensitivity to this can help maintain a harmonious, productive, long-term relationship.

Follow Up
Remember, your staff have made the decision to be of service to others (you and your family). Maintaining a productive and thriving working relationship requires time to reflect and build together. Joining in on regularly scheduled staff meetings is a great way to let your staff share their ideas, concerns and suggestions with you. It is a time investment that reaps the rewards of efficiency, loyalty and retention.

Feigon Hamilton – Staffing Estates and Family Offices since 2005.
See what’s possible at


Working with a Placement Agency

Finding a new position, especially in the private service industry, can be difficult to do alone. Some people start with referrals from other household employees or employers that are looking and asking their friends for recommendations while others try to network only to come up empty handed. You might have better success by adding the assistance of a placement agency or recruiter into your job search. Not only will they know the employer, they will be privy to the nuances and expectations as well as the hiring history. 

Types of Agencies

There are a few types of agencies that work in the field of placing private service professionals. You can reach out to several when looking for a new position but keep these thoughts in mind.

One such agency may specialize in domestic staffing of nanny or housekeeping services. They tend to be local and focused on local jobs and local candidates only. 

Meanwhile, a national agency or recruiter is likely to focus on positions across the United States for employers that will assist in relocation. These jobs will most often be of the management level for estates such as; chief of staff, estate managers, household managers, butlers, couples, chefs and personal assistants. 

The third type of agency is a hospitality firm. Their focus is staffing hotels and resorts, but they also will work with estates identifying General Managers from boutique hotels to manage their multiple estates and extensive staff.

The positions will probably be where there is a greater population of higher net worth residents such as New York/Tri-state or the San Francisco Bay Area as well as parts of Florida, Los Angeles, Chicago and many locations in Texas. Employers will look at locals first but many times they will be seeking A+ candidates for their management positions and thus, they will reach out beyond their own state. The position you’re seeking will largely drive the agencies you choose to work with. It’s important to do your research on a particular agency or recruiters before contacting them.

How a Placement Agency Works

Perspective employers hire agencies to market their positions to qualified individuals. The agency is tasked with finding people who will fit the roles to become valuable members of the household or estate. A reputable agency will gather information on a candidate long before they even consider presenting them to a potential employer. The NEED to get to know you is imperative.

In order to find the right person for the role, agencies will first go through their own database and networking base of individuals that match the position they are looking to fill.  If the job is narrow in scope, or if the employer is looking for someone *very special* the agency will have to do what is called a *hard recruit* and place ads on various job boards.

Identifying and qualifying candidates is imperative, much more so than in a corporate office. This is a private home and the need for security and confidentiality is essential. Information needs to be gathered prior to a presentation. It is paramount that the agency verifies your background as well as conducting a lengthy interview to get to know you, your talents and personality. This process will include gathering letters of recommendation, confirming employment, obtaining an up-to-date resume and references. A placement agency will work with you through these tasks to ensure your skills are clearly represented prior to introducing you to a client.

Advantages of Agencies                          

For a busy employer, it’s much easier to outsource the project of screening perspective staff to someone with experience.

Agencies have the advantage of seeing both sides of the coin. They know the needs required by the employers and what type of employees will work best with their team. A placement agency will work with employers to set expectations and identify the candidates that will be the right fit. This insight helps the agency tailor the job description to meet the service standards desired by the employer.

Working in the private service industry has its own unique set of expectations. These range from not only having experience in extremely large and complex residences but the necessity to having the right essence. Being professional is key but also having the right protocol and etiquette along with a touch of warmth.

A placement agency in the private service industry will be tasked with searching for jobs such as estate and household managers, personal assistants, financial officers, family office staff, chefs, security professionals, nannies, housekeepers, and butlers. They need to know what each of these positions encompass in order to be successful in finding the right match. The goal is to create a successful placement that becomes a long-term and mutually beneficial relationship.

We want people to become valued members of the staff and part of the ongoing smooth operations of the household. Working with an agency ensures a good fit in skills and personality. For an employee, this means placement in a home where you have the ability to truly shine.

Working with Feigon Hamilton

At Feigon Hamilton, we are passionate about our work. Our reputation proceeds us and follows us. We believe in partnering with our clients and candidates from the first phone call throughout the many years of employment.

We work with employers across the country to offer the expert solutions and A+ candidates that our clients have come to expect. Feigon Hamilton recruiters ensure that everyone has the right expectations in place before walking into a new estate or household.  We are available as coaches and confidants and can assuage challenges before they become problematic.  

These are the reasons why households and staff alike rely on Feigon Hamilton for their staffing needs. We work to make each placement a success for both employee and employer.

Connect with us today at and on Facebook

agreement, placement agency, hired, success

Success comes while working with the right placement agency.


How to move into a new career or move up the ladder in the field you want?

Just a simple note or tip:

Watching a Ted Talk today, subject was, “Looking for a job? Highlight your ability, not your experience.” Jason Shen was the speaker.  What I gleaned from this video was that it is key for you to have examples of your work with you in the interview as it relates to the job you are interviewing for. Even if you are meeting “confidential employers” (meaning you can’t research a company or the principals) you know the job itself is going to have certain aspects. If you have not done the job before, do your research and still we suggest you come in with  examples of how you would do the job.

Recently we had a candidate scheduled for a phone chat with a hiring representative. The subject was about a new job they were formulating. They loved this candidate from previous interviews but didn’t have a job opening yet.  The conversation was more listening than talking but the take-away was that the candidate wasn’t prepared at all and they didn’t move forward.

How can you prepare for something you don’t know enough about?  Grab the title, look at job descriptions that are similar from postings on job sites and start your homework! Become comfortable with the terminology, the challenges, the expectations and you will be able to conduct yourself like a pro (even if you haven’t done that exact job.) When the conversation shifts to something similar to what you have done in the past, you can quickly add to the conversation highlighting your experience and skills as well as your IDEAS for developing the position – be it a Personal Assistant, Family Assistant, Chief of Staff or an Estate Manager – be present, be creative, be humble but have ideas and examples ready to share.

Do you want to talk more about this – send us an email and we can set up a quick call:

Feigon Hamilton wishes you much success in your career path!