Working in International Households – The Five Most Important Things
STORY with OPMG CEO Elmar huber | 29.08.2025
Anyone who wants to grow beyond themselves and not just test professional boundaries should gather some key information in advance—otherwise, the joy of the work can quickly fade. That’s why we’ve already reviewed and researched the five most important aspects and summarized them here. These are the key points that really matter when working in international private households.
Few people know the international stage as well as Elmar Huber. Once a private chef traveling the globe, he now places outstanding staff worldwide. From Munich to Saint-Tropez to the U.S., the founder of OPMG is wherever his clients need him. But what may sound glamorous is, in daily work, a demanding balancing act of organization, interpersonal skills, and expertise—a challenge Elmar Huber gladly takes on. He shares what to pay attention to when working in international households.
1. Overcoming bureaucratic hurdles
For Elmar Huber and his colleagues at OPMG, one principle applies: “We cannot provide consular or legal advice, but we can share personal experience,” says Huber. So rather than quoting law texts, he prefers to share practical insights. “Anyone wanting to work in the U.S. should expect hurdles,” he explains. “One major question often is: Is there truly no U.S. citizen who can do this job? Securing a work visa is difficult—unless you are a world champion or bring extraordinary skills.”
In rare cases, a diplomatic visa or the so-called “extraordinary ability” visa might apply. The latter is reserved for top professionals with exceptional competencies—such as those who have won international awards or achieved extraordinary recognition in their field. But this remains the exception. In Europe, the process is somewhat easier, though still bound by regulations. “Within the Schengen Area, mobility is possible,” Huber notes. “But if, for example, you bring a German chef to your Italian summer residence, you’ll need an A1 certificate. Penalties for not having it can be severe. Switzerland has even stricter rules.”
The A1 certificate officially proves that someone working abroad is still insured in their home country. Both employer and employee are well advised to review requirements country by country and secure all necessary documentation in advance..
2. Build trust, but make a contract
As important as trust is in a private household, nothing works without a clear contract. All rights and duties of both staff and employer should be spelled out in writing. “The most important thing is to be transparent about expectations. Misunderstandings usually arise when tasks, working hours, or salary aren’t clearly defined,” the expert explains.
Social benefits such as health or liability insurance also differ from country to country. Working without a contract and proper insurance is a recipe for trouble. For more specialized roles—for instance, a private jet pilot with unique certifications—individual additional agreements are often needed. Bottom line: put it in writing, state expectations clearly, and don’t leave insurance coverage to chance.
“The most important thing is to be transparent about mutual expectations. Misunderstandings usually arise when tasks, working hours, or salary matters aren’t clearly defined.”
3. Connecting through language
“The household team usually communicates in English, whether in Miami, Munich, or Marbella,” says Huber. English, then, is the universal “joker” in international households—you can’t go wrong with it. Additional languages such as Italian or French are, of course, a plus but not a requirement.
Still, those who want to make friends locally and feel at home should at least learn basic phrases for shopping or small talk. It also opens the door to experiencing more of the places where you work—which, as Huber points out, are often quite impressive.
4. Chemistry is everything
Outstanding certificates are always welcome, but in the end, it’s chemistry that counts. In private households, matching staff with employers is as individual as finding a life partner. “Not every combination works automatically. Different mentalities, preferences, or aversions must be anticipated and factored into decisions. In short: it takes sensitivity and experience to create the right connection. Ultimately, that spark between employee and employer has to be there. That’s often more important than the perfect résumé or top references,” says Huber.
5. Setting the stage for a strong start
Candidates are thoroughly vetted by the OPMG team. “We don’t just review certificates; we also check references and reputation very carefully. If documents look too perfect, we take an even closer look,” says Huber. A personal interview is standard practice.
On the other side, OPMG specialists also begin with a detailed conversation with the potential employer to clarify expectations: What exactly is needed, what will daily life look like, what special requirements exist? For unusual roles—for example, a diving instructor—sometimes detective work is required. Cave divers, for instance, need very specific certifications that Elmar Huber’s team checks carefully.
Only once everything is clarified and verified can the job begin smoothly and on a solid foundation.
You can reach OPMG by phone at +49 89 414243 99-0 or by email at office@opmgstaff.com.
Their clientele includes global entrepreneurs and corporations, aristocrats, icons from sport and lifestyle, and world-class decision-makers. The team operates internationally and across borders, with Europe as its base – and soon with an office in Zurich, Switzerland. OPMG works exclusively on a success-based model – no upfront fees, no hidden costs. Placement is always free for candidates.
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