Meghan Markle’s return to Britain may be opening a new chapter in her professional life, but it is also reviving an old question that has followed her for years: what is it actually like to work for her?

According to claims made by Neil Sean on his Daily News Headlines channel, Meghan is now looking for new staff in the United Kingdom as she and Prince Harry establish themselves there again.

But Sean says some of the more dramatic stories about how Meghan recruits employees are misleading.

One version apparently suggests that candidates simply arrive, hand over a CV and are placed directly in front of Meghan.

Sean strongly disputes that.

Based on what he says former staff have told him, the recruitment process is far more controlled and much more difficult to get through.

Candidates reportedly face several stages of screening before they have any chance of meeting Meghan personally.

Their professional background, experience and suitability are checked first. Sean says an applicant may have to pass through at least several people before reaching the Sussexes themselves.

And, interestingly, Harry is apparently often the first of the couple they meet.

Sean suggests that may help make the process feel less intimidating. Harry is a globally recognizable figure, but the meeting apparently comes only after the applicant has already survived the early stages.

Meghan, according to Sean’s account, appears later.

That distinction matters because it challenges the image of Meghan personally inspecting every candidate from the moment they walk through the door.

The process, if Sean’s sources are accurate, is much more corporate than that.

There is also a security reason for such tight screening.

Someone applying to work for a famous couple could theoretically be a journalist or outsider attempting to gain access to private information.

Sean says that weak experience, questionable professional credentials or an unconvincing agency connection could cause someone to be filtered out long before they ever reach Meghan.

So, on the recruitment side at least, the system sounds rigorous.

The more complicated part begins after someone gets the job.

Sean says former employees have described Meghan as pleasant and friendly at the beginning.

The problems, according to those accounts, tend to appear when projects do not go according to plan.

That could mean a product receiving a disappointing reaction.

It could mean poor sales.

It could mean a marketing campaign failing to deliver.

It could even involve problems during public appearances or tours — the wrong photograph, an unexpected change of plans or someone important failing to appear.

In other words, the alleged tension is not about normal days.

It is about what happens when expectations collide with reality.

Sean makes a broader point here that goes beyond Meghan.

Working for celebrities can be extremely difficult because their teams are expected to protect an image as well as deliver results.

When something fails, somebody often has to absorb the blame.

And according to the former staff Sean says he has spoken to, that blame has sometimes fallen on employees even when the problem was not entirely their fault.

He connects that claim to the number of people who have left the Sussexes’ team over the years.

That does not prove why any individual employee departed.

But it does keep the wider debate about staff turnover alive.

Sean is careful to say he is not defending Meghan.

At the same time, he argues that criticism should at least be based on an accurate picture of how the operation works.

That creates an interesting contrast.

On one hand, the dramatic image of Meghan casually summoning candidates and demanding instant loyalty appears exaggerated, according to his account.

On the other hand, the stories about pressure once projects go wrong are not dismissed so easily.

The recruitment process may be professional.

The working environment may still become difficult.

Those two things can exist at the same time.

And Meghan’s move back to Britain could soon provide a new test of that reputation.

Hiring in the UK means a new group of employees, new expectations and potentially a new workplace culture around the Sussexes.

British staff may also bring different expectations about management, communication and professional boundaries.

Sean ends by joking that the British have a reputation for “catching people out.”

Whether that happens or not, the larger point remains.

Meghan’s next group of employees will not be joining an unknown startup.

They will be joining an operation that already comes with years of headlines about staff departures, workplace pressure and the personalities at the top.

That means every hire will be watched.

Every departure may be interpreted.

And every disagreement could become another story.

For Meghan, the challenge may therefore be larger than simply finding talented staff in Britain.

It may be proving that this next team can stay.

Because if new employees arrive through a recruitment process as rigorous as Sean describes, only to leave once the pressure begins, the real story will no longer be about how difficult it is to get the job.

It will be about how difficult it is to keep it.