Who Should Interview?

In a home setting, it often works best to have multiple perspectives in the hiring process:

First round: Lifestyle Manager (or primary employer). The LM should screen for basics: experience, basic skills, and any immediate red flags or fit issues.

Final round: Family member meeting (if possible). This isn't always feasible, but if a family member (such as the matriarch/patriarch or the person who will interact most with the new hire) can meet them, it helps ensure a cultural fit. It's not about the family "approving" as much as seeing if there's a natural rapport.

Peer interaction: Staff-to-staff introduction. If you already have other staff, observe a brief interaction between the candidate and an existing staff member. Do they greet each other? Does the candidate show respect? Sometimes existing staff can sense fit too ("She seemed polite" or conversely "He didn't even smile back at me.").

This multi-angle approach is like seeing the person under different lighting — you get a fuller picture. One family always had their prospective cook meet the children for a few minutes during the final round. Not for the kids' approval, but to observe the cook's energy with the little ones (calm, warm, or impatient?). It made all the difference in predicting how that person would integrate into the household dynamic.

LM Insight: "One family always had the cook meet the children during the final round. Not for permission — but to watch the cook's energy with the little ones. It made all the difference." This little ritual gave them insight beyond a standard QandA — how someone responds to a playful toddler can speak volumes about patience and warmth.