Clients
Recruitment for High-Net-Worth Families and Family Offices
Very Important Personnel provides confidential search, assessment, and recruitment services for private residences, childcare, yachts, and family offices.
We support both the creation of new teams and the targeted strengthening of established operations. The agency can identify a rare specialist, independently assess shortlisted candidates, arrange the confidential replacement of a key employee, or build a talent reserve without disrupting the client’s existing processes.
Our work remains within the boundaries set by the principal, their representative, or the Head of the Family Office. We do not request unnecessary information, duplicate the functions of the existing team, or recommend restructuring where it is not required.
When Clients Engage Us
When the cost of a hiring mistake significantly exceeds the cost of the search.
- For the recruitment of a residence manager, family assistant, private chef, nanny, governor, yacht captain, or Head of Family Office.
- For the confidential replacement of a key employee.
- To find a specialist with a rare combination of experience, language skills, and international mobility.
- For the independent assessment of candidates identified by an in-house team or another adviser.
- To build a new team for a residence, yacht, or family office.
- To create a talent reserve and reduce reliance on individual employees.
- To strengthen a team temporarily during a relocation, peak season, or specific project.
If the client’s existing system is effective, we preserve it. Our role is to address a specific capability gap rather than expand the scope of services unnecessarily.
Recruitment Areas
Private Residences
Household and estate managers, housekeepers, butlers, private chefs, VIP wardrobe specialists, family assistants, chauffeurs, service staff, and technical personnel.
Childcare and Education Staff
Nannies, governesses, governors, tutors, and mentors. Arabic-speaking, English-speaking, Russian-speaking, and other international staff. The search takes into account the family’s educational approach, the child’s age, the household’s language environment, international mobility, cultural considerations, and the required level of interaction with the parents.
Yacht Crews
Captains, engineers, chief stewardesses, stewardesses, yacht chefs, and other permanent, temporary, or seasonal crew members.
Family Office
Heads of Family Office, finance and investment executives, controllers, operations and project managers, property managers, and personal assistants.
How the Recruitment Process Works
Each project begins by defining not only the employee’s responsibilities but also the context in which they will make decisions.
Defining the Brief
We document the role’s functions, authority, reporting lines, working conditions, performance criteria, and restrictions on information disclosure.
Search Strategy
We define the target market, relevant professional networks, geography, mobility requirements, and permitted candidate sources.
Candidate Assessment
We assess professional experience, motivation, managerial maturity, references, and suitability for the role. The scope of any additional background checks is agreed with the client in advance and conducted in accordance with applicable UAE and international laws.
Final Selection
The client or their representative receives structured candidate information, including key strengths, limitations, and any matters requiring further assessment.
Onboarding and Integration
We help agree the terms, organise the handover of responsibilities, and support the employee during the initial stage of employment within the agreed contractual mandate.
If the Team Is Already in Place
We can provide support without changing the existing management structure.
The agency accepts instructions directly from the principal, Head of Family Office, assistant, residence manager, legal counsel, or another authorised representative.
Available formats include independent candidate assessment, alternative search, confidential replacement, staff training, international recruitment, and temporary staffing.
The in-house team retains control of the process and receives only the agreed level of external support.
Confidentiality and Access Control
A separate information-handling protocol is established for each project.
The participants, communication channels, procedure for presenting the client to candidates, and scope of information disclosure are agreed before the search begins. Information is shared strictly on a need-to-know basis.
Where required, we use non-disclosure agreements, restricted project access, and dedicated candidate communication protocols. The client’s name, family information, and project outcomes are never used in public materials without separate permission.
We do not promise the complete absence of risk. We create a controlled process in which access, communication, and responsibility are defined in advance.
Related Services Through Catamaran Multi-Family Office
When a staffing matter forms part of a broader management requirement, the separate Catamaran Family Office team may be engaged.
It can coordinate family real estate, yacht infrastructure, consolidated reporting, external asset managers, and specialist advisers. Legal, tax, investment, and other specialised advice is provided by appropriately licensed and authorised professionals in the UAE and relevant international jurisdictions.
The responsibilities of the agency and the Family Office remain separate. Information is shared between the teams only with the client’s consent and solely to the extent required for the specific mandate.
Our Working Principles
Selectivity
Before accepting a mandate, we assess whether we can provide the required standard of search and verification. If the assignment falls outside our expertise, we disclose this before work begins.
Non-Interference
We do not alter an effective system without the client’s request or broaden access to information beyond what is necessary.
Independent Assessment
We report not only candidates’ strengths but also any identified limitations, inconsistencies, and risk factors.
Clear Accountability
Before the project begins, we define the brief, stages, reporting format, and boundaries of each party’s responsibility.
Long-Term Suitability
Our assessment considers not only the candidate’s ability to perform current duties but also their potential to work effectively within the family’s structure without creating excessive dependency or internal conflict.
International Search
We deliver projects across the Middle East, Europe, the United Kingdom, the United States, Asia, and other international markets.
International reach alone does not guarantee quality. For every mandate, we separately assess market availability, the legality of background checks, UAE visa and employment requirements where applicable, and the feasibility of the proposed timeline.