Trust & Standards
You are inviting someone into your home — often into your family's daily life. Our seven-step vetting process exists because thoroughness is not optional when the stakes are this personal.
7-step
Vetting process
3+
References per candidate
Enhanced
DBS for every placement
96%
12-month retention
Every engagement begins with a detailed conversation — not a form. We learn about your household, your family, your expectations, and the qualities that matter beyond a job specification. This conversation shapes everything that follows.
We interview both partners separately where possible, understanding that different family members often have different priorities.
Every candidate is interviewed in person by a senior consultant. We assess not just competence and experience but temperament, communication style, and cultural fit. We look for the qualities that don't appear on a CV.
Our consultants have collectively conducted over 8,000 interviews. We know what separates a good candidate on paper from an exceptional one in practice.
We verify right-to-work status, driving licences, professional qualifications, and any required certifications. For international placements, we confirm visa eligibility and advise on sponsorship where applicable.
All documents are verified against original sources — not photocopies. We maintain secure records in compliance with GDPR.
Every candidate undergoes an Enhanced Disclosure and Barring Service check. For roles involving children, we conduct an Enhanced DBS with Barred List check. International candidates undergo equivalent criminal record checks from each country of residence.
We will never present a candidate to a client without a current, clear DBS certificate.
A minimum of three professional references are taken by telephone — not email. We speak directly with previous employers, asking specific questions about performance, reliability, discretion, and the reasons for leaving. We read between the lines.
We verify that referees are who they claim to be, cross-referencing against company records and LinkedIn profiles. We have declined candidates based on inconsistencies that other agencies would miss.
Where the role demands it, we arrange practical assessments. Private chefs prepare a trial menu. Housekeepers demonstrate their approach to fabric care or silver service. Nannies are observed in a childcare setting. We test what candidates can do, not just what they say they can do.
Assessments are tailored to each role and household. A chef cooking for a young family is tested differently from one preparing diplomatic dinners.
Our involvement doesn't end at placement. We check in with both client and candidate at one week, one month, and three months. If a placement doesn't work out within the guarantee period, we replace the candidate at no additional fee.
Our retention rate at twelve months is 96%. We attribute this to the thoroughness of our process — not luck.
All candidate data is stored securely and processed in full compliance with UK GDPR. We never share personal information without explicit consent.
Irving Scott is registered with the Information Commissioner's Office as a data controller, reflecting our commitment to data protection standards.
We carry professional indemnity insurance and public liability cover, providing peace of mind for both clients and candidates throughout the placement process.
Discretion is foundational to our business. Client identities, household details, and staff information are treated with the strictest confidence at every stage.
Our vetting process is thorough because it has to be. When you hire through Irving Scott, every candidate has been tested, verified, and personally assessed before they reach you.
