Article by Jana Kocevska, Private Staffing Management Consultant at Achieve Hospitality. Jana spent fifteen years working inside ultra-high-net-worth households in London as a nanny and personal assistant before moving into recruitment, and now places private household, estate and family office staff across the US and Europe. Connect with Jana.
New York City and the Hamptons create a hiring challenge unlike almost any other – a primary urban residence requiring year-round professional staff, and a seasonal estate that must be fully operational within days of arrival and wound down just as quickly when the season ends.
For UHNW families managing both, the right team for a Manhattan townhouse is usually not the right team for a Bridgehampton estate in July. The compliance obligations are different, the candidate pool is shared, competitive, and increasingly stretched.
This guide covers compensation benchmarks, seasonal hiring timelines, legal obligations, and the operational model for running staff across both properties.
The Market in 2026
Demand for experienced household professionals has grown steadily, however, the supply of candidates with the right combination of tenure, discretion, and multi-property experience has not kept pace.
In New York City, compensation runs 15 to 25% above the national averages. Demand is strongest for senior generalists, experienced private chefs, and candidates with technology fluency. In the Hamptons, demand concentrates into a narrow window from Memorial Day to Labor Day, and the best candidates are placed by March.
Families who begin their Hamptons search in May are competing for a significantly reduced pool. The strongest hires are made between January and March.
The result is a market where an extremely capable Estate Manager, who has verifiable experience running a complex principal’s life across multiple properties, is recruited constantly. They receive direct approaches and they talk to each other. And when a role proves unworkable, they leave and find something better within weeks.
2026 Compensation Benchmarks: New York and the Hamptons
Compensation in this market sits at the upper end of national ranges. New York City and the Hamptons typically run 15 to 25% above national averages across most roles. The figures below apply that uplift to the published national benchmarks from the 2026 Salary Guide for US Domestic Households.
These figures represent indicative 2026 hiring ranges for New York City and the Hamptons. Final compensation depends on scope, schedule, live-in arrangements, and whether the role spans multiple residences.
| Role | National Baseline (USD) | NY / Hamptons Range (USD) |
| Chief of Staff / Director of Properties | $200,000 – $370,000 | $230,000 – $370,000+ |
| Estate Manager | $160,000 – $200,000 | $185,000 – $230,000 |
| House Manager | $120,000 – $160,000 | $138,000 – $185,000 |
| Private Chef | $120,000 – $200,000 | $138,000 – $230,000 |
| PA / EA | $80,000 – $200,000 | $92,000 – $200,000+ |
| Head Butler | $100,000 – $120,000 | $115,000 – $138,000 |
| Butler | $90,000 – $100,000 | $104,000 – $115,000 |
| Head Housekeeper | $100,000 – $120,000 | $115,000 – $138,000 |
| Rota Nanny | $130,000 – $250,000 | $150,000 – $250,000+ |
| Governess / Governor | $150,000 – $250,000 | $173,000 – $250,000+ |
| Nanny / Manny | $120,000 – $200,000 | $138,000 – $230,000 |
| Domestic Couple | $130,000 – $200,000 (combined) | $150,000 – $230,000 (combined) |
Seasonal Hamptons Rates
| Role | Monthly Rate (Approximate) |
| Private Chef | $15,000 – $25,000 |
| House Manager | $12,000 – $20,000 |
| Head Housekeeper | $10,000 – $18,000 |
| Nanny / Governess | $10,000 – $18,000 |
| Butler | $10,000 – $16,000 |
| Domestic Couple | $18,000 – $30,000 (combined) |
These seasonal monthly rates are indicative market estimates based on current Hamptons hiring activity. They are not derived from the 2026 Salary Guide for US Domestic Households and should be treated as directional benchmarks only. Final rates depend on role scope, household size, entertaining schedule, and whether live-in accommodation is provided.
Where live-in accommodation is provided, the cash element may be adjusted, but the overall package value should remain competitive with the market.
Seasonal Hiring Dynamics – When to Start and What to Prioritise
The Hamptons season creates a hiring window that is both predictable and unforgiving. The strongest candidates are placed by March therefore families who begin their search in May are competing for a significantly reduced pool, often under time pressure that leads to compromise.
As a rule, begin conversations with a specialist recruiter in January, move to active search by February, and have contracts signed by April. The hardest roles to fill late are private chef, head housekeeper, house manager, and nanny or governess and these roles should be prioritised first.
For a full seasonal planning breakdown, including candidate profiles, a summer-readiness checklist, and live-in versus live-out guidance, see our Hamptons Seasonal Staffing Guide 2026.
Legal and Payroll Compliance for Household Employers in New York
New York State has some of the most comprehensive domestic worker protections in the United States. The New York Domestic Workers’ Bill of Rights establishes clear obligations for household employers, and non-compliance carries real financial and legal risk.
Key Employment Obligations
- Overtime: 1.5x after 40 hours per week (44 hours for live-in employees)
- Rest days: One per week (if waived, overtime applies)
- Paid sick leave: Up to 56 hours per year
- Paid Family Leave: Applies to domestic workers employed 26 or more weeks
- Written agreements: Required at the start of employment
- Workers’ compensation and disability insurance: Required for any domestic worker employed 40 or more hours per week
Payroll Tax Obligations
Household employers must withhold and match FICA taxes for any domestic worker earning $2,700 or more in 2026. Federal Unemployment Tax (FUTA) applies when total wages exceed $1,000 in any calendar quarter. New York State Unemployment Insurance must be filed separately. Household employment taxes are reported annually on IRS Schedule H.
These obligations apply equally to seasonal staff. Fixed-term contracts do not exempt an employer from minimum wage, overtime, or payroll tax requirements. Where staff travel between the New York City residence and the Hamptons property, that travel time may constitute compensable work time under New York law and should be addressed in the employment agreement.
If you are unsure about your current compliance position, a specialist household payroll provider can review your arrangements and identify any gaps before they become problems.
Managing Staff Across Two Properties: The Dual-Residence Operating Model
For families with both a New York City residence and a Hamptons property, the staffing challenge is not simply about filling individual roles. It is about building an operating model that works across two very different environments.
There are three broad approaches:
Separate teams for each property. The city residence runs with a permanent year-round team and the Hamptons is staffed seasonally. Each team is optimised for its environment, but building a reliable seasonal team from scratch each year carries quality risk. Families who do this well retain the same seasonal staff year over year, which requires active relationship management during the off-season.
A core team that travels. A senior member of staff, typically the estate manager or private chef, moves with the family between properties and supporting roles are filled locally. This preserves continuity of standards but requires staff who are willing to relocate seasonally, and that expectation must be built into the role from the outset.
A fully portable team. The majority of the household team travels with the family. Maximum consistency, but also the most expensive model to operate and the most demanding on staff.
What Works in Practice
Most households operate a version of the second model. A small core of trusted senior staff travel with the family and seasonal roles are filled with a consistent group of returning staff where possible.
The key is treating the seasonal team as a long-term relationship rather than a transactional hire. Families who pay well, provide good accommodation, and run a professional household tend to see the same people return each year. That consistency is worth significantly more than the cost of finding new staff each spring.
2026 Hiring Trends
Several shifts are changing how the strongest households in this market attract and retain staff.
Senior roles now carry strategic expectations. Estate managers and house managers are increasingly judged on their ability to anticipate problems, manage complexity across multiple properties, and protect the principal’s time. Families recruiting for the old version of the role, focused primarily on day-to-day task management, consistently find themselves back in the market within two years.
Candidates are screening households. Senior domestic professionals are assessing role clarity, reporting structures, and long-term stability before committing. A well-defined role at $140,000 will often beat an ambiguous one at $160,000. The families winning in this market show up to the hiring process with clarity and professionalism.
Global competition has reached the Hamptons. UHNW families in Europe, the Gulf, and Asia-Pacific are drawing from the same pool of experienced domestic professionals. A slow process or a compensation package that lags the market does not just lose a candidate to another New York household, it can lose them to a placement in London, Dubai, or Singapore.Â
Multi-residence experience commands a premium. Candidates who can demonstrate experience working across city and seasonal residences, maintaining consistent standards in both environments, are actively sought and well compensated. For families building or expanding their team, this is the profile worth prioritising.
Frequently Asked Questions
Experienced private chefs typically command $15,000 to $25,000 per month gross, depending on their background, the scale of the household, and the entertaining schedule. Chefs with fine dining experience or those managing a full kitchen team sit at the upper end. Where live-in accommodation is provided, the cash element may be adjusted, but the total package value should remain competitive.
Earlier than you think. For a full seasonal planning timeline, see our Hamptons Seasonal Staffing Guide 2026.
Not necessarily. Many households operate with a core team that travels with the family, supplemented by seasonal hires for the Hamptons. The most important factor is role clarity from the outset, the staff need to know what is expected of them in both environments before they accept a position.
New York household employers are subject to the Domestic Workers’ Bill of Rights, covering minimum wage, overtime, rest days, and paid leave. Payroll tax obligations include FICA, FUTA, and New York State Unemployment Insurance. Workers’ compensation and disability insurance are required for domestic workers employed 40 or more hours per week. These obligations apply to both permanent and seasonal staff.
Most families do best with a hybrid model, for example a small core team travels between properties, while local seasonal staff are hired for the Hamptons. This approach balances consistency, flexibility, and cost.
Working With Achieve Hospitality
We work with UHNW families, family offices, and private principals across New York City and the Hamptons, placing experienced household professionals at every level.
Our approach is built on discretion, market knowledge, and strong relationships with the candidates we represent. We take the time to understand the household, the principal, and what a successful long-term placement looks like in practice.
Whether you are building a new household team, replacing a key hire, or preparing a Hamptons property for the season, we can help you move quickly and confidently in a competitive market.
To discuss a New York or Hamptons household hire, contact our US team directly.
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