Recruitment process
Recruitment for Private and Business Infrastructure
The international agency Very Important Personnel manages confidential recruitment projects for private clients, families, Family Offices, Private Banking and Wealth Management organisations, residences, and yachts.
We recruit executives and specialised professionals, as well as staff for families, children, and private assets. Each search considers not only a candidate’s professional experience but also their reputation, verified references, working style, reporting structure, international mobility, and ability to operate in a discreet environment.
A request may be submitted directly by the principal, a family member, the head of a Family Office, a personal assistant, an HR representative, or another authorised representative.
How the Recruitment Process Works
Our work is based on an agreed recruitment mandate and includes assessing the requirements, developing a search strategy, evaluating and screening candidates, arranging interviews, supporting final negotiations, and providing assistance after the successful candidate starts.
For each project, the agency appoints a single point of contact. The participants involved, communication procedures, and scope of information disclosure are agreed before the search begins.
1. Defining the Recruitment Brief
Confidential Consultation
During the initial meeting, we clarify the context of the position: recruitment objectives, scope of authority, reporting structure, team composition, geography, employment format, and success criteria. Confidentiality requirements, access to information, mobility, and interaction with family members or the principal’s representatives are discussed separately.
Depending on the assignment, we may work directly with the client or through a Family Office, HR representatives, a personal assistant, or a trusted adviser.
Position Profile
The agency prepares a role profile covering responsibilities, required experience, competencies, languages, schedule, location, travel, accommodation arrangements, anticipated remuneration, and additional requirements.
For executive and financial positions, we separately define the management mandate, scope of responsibility, reporting structure, potential conflicts of interest, and professional reputation requirements. For private household staff, we consider the family’s lifestyle, cultural preferences, service standards, the specific requirements of the residence, and interaction with the existing team.
Agreement on Terms
Before work begins, the parties agree on the search strategy, timeline, fee, guarantee terms, reporting format, and communication procedures. Where required, the parties enter into a confidentiality agreement and identify the individuals authorised to access information about the project.
2. Candidate Search and Assessment
Search Strategy
Depending on the seniority and specific requirements of the position, the agency uses its confidential professional database, direct search, international markets, and personal referrals. For rare and executive roles, we may conduct a targeted search for professionals who are not actively seeking new employment.
If suitable professionals are already represented in the agency’s database, the first profiles may be submitted within 24 hours. Timelines for executive search and international assignments are determined individually following a market assessment.
Preliminary Assessment
Before presenting candidates to the client, we assess their suitability for the position, professional experience, motivation, career history, management or service competencies, language skills, mobility, and readiness for the proposed working arrangements.
The client receives a carefully selected shortlist accompanied by the consultant’s comments rather than a general flow of CVs. Depending on the position, candidate materials may include a professional CV, a concise agency assessment, a video introduction, and a relevant portfolio.
References and Information Verification
The scope of screening is determined by the level of access and the risks associated with the specific position. It may include verification of experience, qualifications, and documents; references from previous employers; assessment of professional reputation; and checks of legally available information in accordance with the applicable laws of the UAE and other relevant jurisdictions.
For certain financial, executive, and international roles, enhanced due diligence may be conducted with specialist partners. Its scope and cost are agreed separately with the client.
Screening helps reduce recruitment risks but does not replace the client’s decisions, legal advice, or specialised security procedures.
Interviews and Practical Assessment
The agency arranges interviews in a convenient format and coordinates feedback between the parties. Where necessary, several meetings may be held with the principal, family members, the head of the Family Office, or other participants in the process.
For positions where a practical assessment is appropriate, a professional assignment or paid trial days may be arranged. Their format, duration, responsibilities, confidentiality requirements, and payment terms are agreed in advance in accordance with UAE labour regulations or the requirements of the relevant jurisdiction.
3. Offer, Onboarding and Integration
Agreement on Terms
Once a candidate has been selected, the agency coordinates the agreement of the job title, authority, start date, schedule, remuneration, probationary period, relocation, accommodation, and other material terms.
Employment, contractual, tax, immigration, visa, sponsorship, and other legal matters may be reviewed by the client’s specialist advisers in the UAE or the relevant jurisdiction.
Confidentiality and Documentation
Depending on the position, the parties may enter into agreements covering confidentiality and access to information.
The agency coordinates the documentation process without replacing legal, tax, or immigration advisers.
Onboarding and Adaptation
After the successful candidate starts, we remain in contact with both the client and the candidate for the agreed period. Follow-up discussions help align expectations, assess integration into the team, and identify organisational issues at an early stage.
Guaranteed Replacement Search
If employment of the selected professional ends during the guarantee period, the agency conducts a replacement search in the circumstances and on the terms specified in the agreement. Depending on the selected engagement model, the guarantee period may be one or six months.
Project Confidentiality
Confidentiality is treated as an integral part of the search architecture rather than a formal promise. Before work begins, we agree which information may be disclosed to candidates, at what stage the company name, ownership structure, or details of the family’s private infrastructure may be revealed, and who may access project information.
The search may be conducted using an anonymised profile. Sensitive information is disclosed only to the extent required for the relevant stage of the selection process and as agreed with the client or their authorised representative.