Landing a high-level administrative role in a city like Los Angeles or New York isn't exactly a walk in the park. You've probably noticed that the standard job boards are filled with "ghost" postings or roles that require a decade of experience for entry-level pay. Honestly, it's exhausting. This is where boutique firms like JR Berry Search Group enter the conversation.
They aren't your typical massive staffing conglomerate. You won't find thousands of recruiters in cubicles cold-calling everyone with a pulse. Instead, they’ve carved out a very specific niche: placing elite Executive Assistants, Personal Assistants, and HR professionals with some of the most influential families and companies in the country.
The Story Behind the Name
Jessica Berry started this whole thing back in 2007. Imagine this: a tiny, windowless office in LA with nothing but a phone, a computer, and a sign that said "JR Berry Search Group" hanging over the desk. There wasn't even a "group" yet. Just Jessica.
Then the 2008 market crash hit.
Talk about bad timing. Most people would have packed it up and headed back to a steady 9-to-5, but she stayed lean and waited it out. Today, that windowless room is a memory. The firm now operates out of high-end offices in Los Angeles—specifically on Wilshire Boulevard—and has a significant footprint in New York City. They’ve become the go-to for "business moguls" and prominent families who need someone to run their lives and businesses with absolute discretion.
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Why They Are So Selective
If you’re a job seeker, you should know one thing right away: they are picky. Extremely picky.
They don't just "collect" resumes to hit a quota. Because their client base is almost entirely referral-driven, their reputation is literally everything. If they send a candidate who isn't a perfect fit, they risk losing a relationship with a high-net-worth individual or a top-tier firm.
What does "top-tier" actually mean in their world?
- Executive Assistants: We’re talking about people who can manage complex international travel, gatekeep for CEOs, and handle confidential board materials.
- Personal Assistants: The "fixers" who manage estates, private jets, and family calendars.
- HR Professionals: Generalists and Managers who understand the nuances of boutique firm culture.
If you aren't polished, professional, and highly experienced, you might find it hard to get a call back. It’s not personal; it’s just the nature of boutique recruiting. They’ve built a brand on being a filter, not a funnel.
The New York vs. Los Angeles Dynamic
While they started in the Westwood area of LA, the expansion to the East Coast changed the game for them. Amanda Ford, the firm's President, eventually moved to New York to spearhead that operation. This is a big deal because the "EA culture" in NYC is vastly different from LA.
In Los Angeles, a lot of the roles lean toward the entertainment industry or private family offices. You’re dealing with the "lifestyle" side of the business. New York? It’s often more corporate, fast-paced, and finance-heavy. By having a presence in both, JR Berry Search Group can bridge the gap for executives who have homes and offices on both coasts.
What Most People Get Wrong About Recruiting Firms
There's a common misconception that you have to pay a recruiter to find you a job. Let’s clear that up: as a candidate, you should never pay a dime to a reputable firm like JR Berry. Their fees are paid by the employers.
They also offer things like resume writing and interview coaching. Now, some people think these are just "upsells," but in the world of high-level administrative placement, your resume needs to look a very specific way. A generic template from a random website won't get you a $150k EA role. They coach you on how to present yourself to people who have very little time and very high expectations.
The Reality of the "Referral-Only" Model
Most of their clients never post on LinkedIn. You’ll never see these jobs on Indeed. Why? Because high-profile individuals don't want 5,000 random applications sitting in a public database. They want a curated list of three people who have already been vetted, background-checked, and "vibe-checked."
This is why "who you know" still matters so much. If you can get into the inner circle of a firm like this, you gain access to a "hidden" job market that the general public doesn't even know exists.
Actionable Steps for Candidates and Clients
If you're looking to work with them or a similar boutique agency, don't just blast out a generic email.
- Tailor the approach. If you're applying to be a candidate, make sure your resume highlights specific "wins"—like how you saved a previous exec $20k in travel costs or managed a 50-person office relocation.
- Be patient but persistent. Boutique firms get hundreds of resumes a day. If you don’t hear back immediately, it might just be because they don’t have a role that fits your specific salary requirements or location at this exact moment.
- Prepare for the "Deep Dive" interview. When you interview with a recruiter at JR Berry, it’s not just about your skills. They are looking at your temperament. Can you handle a high-pressure environment without cracking? Are you a culture fit for a specific principal?
- Network first. If you know someone who has been placed by them, ask for an introduction. Referrals carry ten times the weight of a cold application.
The administrative field has evolved. It’s no longer just about answering phones; it’s about being a strategic partner to the person you support. JR Berry Search Group has built its entire business model on that shift. Whether you’re a CEO looking for your right hand or an assistant looking for your next career move, understanding the high-stakes world of boutique recruiting is the first step toward getting through the door.