Private Chef Recruitment for High-Profile Families

We select candidates capable of working with doctor-prescribed diets and nutritionist guidelines, ensuring a holistic approach to health through cuisine.

Recruitment Geography

We recruit chefs for placements in Dubai, Abu Dhabi, London, Moscow, Europe, the USA, and worldwide. We focus on candidates ready for international schedules and global relocation.

The domestic staff market is flooded with outdated CVs. Our task is to separate verified facts from unproven claims and highlight potential risks to the client beforehand.

• Verification of current availability and interest;
• Alignment on income, schedule, and global mobility;
• Confirmation of previous employment periods and locations;
• Requesting accessible professional references;
• Highlighting any discrepancies for the client’s final decision.

We verify what others simply forward.

Basic Search

Suitable for families with clearly defined responsibilities and schedules who are prepared to participate independently in the final selection process.

The format includes:

• clarification of the vacancy requirements;
• preparation of the position profile;
• candidate sourcing through the agency database and professional channels;
• initial interviews with candidates;
• confirmation of current availability and interest;
• coordination of salary and schedule expectations;
• presentation of suitable candidates;
• coordination of interviews and trial days;
• support through the employment agreement stage.

The family independently evaluates the finalists during interviews and trial days, makes the final decision and organises the employee’s adaptation.

Premium Managed Search

Recommended when the family requires an in-depth assessment of candidates, reduced hiring risks and professional support during the employee’s integration into the household.

The format includes everything in the Basic Search, plus:

• detailed analysis of the family’s requirements and lifestyle;
• development of an extended competency profile;
• direct search and headhunting;
• structured competency-based interviews;
• detailed analysis of employment history;
• professional reference checks;
• assessment of motivation, communication style and professional boundaries;
• comparison of finalists against agreed criteria;
• preparation and professional analysis of trial days;
• recommendations regarding the final selection;
• preparation of an individual adaptation plan;
• support during the probationary period;
• analysis of the first results after the employee starts work;
• an extended replacement guarantee in accordance with the selected tariff.

Basic Search provides a professional selection of suitable candidates. Premium Managed Search adds in-depth assessment, risk management and post-placement support.

Which Format Should You Choose?

Choose Basic Search if the vacancy requirements are clear, the household already has an established management system and the family or its representative can independently assess candidates and manage their adaptation.

Choose Premium Managed Search if the appointment involves a high level of responsibility, complex requirements, access to confidential information, interaction with children or valuable assets, international travel, work across several residences or integration into a large household team.

If you are unsure which option is appropriate, we will review the vacancy during a confidential consultation and recommend the format corresponding to the complexity of the search and the level of support required.

1. Confidential Consultation

We discuss the family’s requirements, the position, location, schedule, responsibilities, salary range, existing household structure and expectations regarding professional and personal qualities.

2. Position Profile

We prepare a detailed candidate profile covering experience, qualifications, languages, responsibilities, mobility, professional competencies, communication style and compatibility with the family’s lifestyle.

3. Candidate Search

We use the agency’s database, professional recommendations, private networks and direct headhunting. For international assignments, the search may include candidates based in several countries.

4. Initial Verification

Before presenting a candidate, we confirm their availability, interest in the specific vacancy, salary expectations, schedule preferences, readiness to relocate or travel and compliance with the key requirements.

5. Professional Assessment

We analyse relevant experience, reasons for leaving previous positions, understanding of private service, professional boundaries, communication style and ability to work within the required household structure.

6. Candidate Presentation

The client receives a carefully selected shortlist rather than a large number of unrelated CVs. We explain each candidate’s strengths, relevant experience and possible points requiring further discussion.

7. Interviews and Trial Days

We coordinate meetings, prepare both parties for the interview and, where relevant, organise trial days or practical assignments under agreed conditions.

8. Placement and Adaptation

We assist with the final offer and employment terms. In the extended format, we prepare an adaptation plan, analyse the results of the probationary period and support the family after the specialist starts work.

Private household employees may have access to family members, children, residences, valuables, schedules, vehicles and confidential information. A structured review of professional history is therefore an essential part of the recruitment process.

Depending on the selected recruitment format, the review may include:

• analysis of the candidate’s employment chronology;
• clarification of duties performed in previous positions;
• confirmation of available professional references;
• comparison of reference information with the CV and interview;
• clarification of reasons for leaving previous employment;
• identification of unexplained gaps or material inconsistencies;
• review of relevant supporting documents;
• assessment of confidentiality awareness and professional boundaries;
• disclosure of significant discrepancies identified during the process.

Additional background screening may be arranged where it is legally permitted, relevant to the appointment and supported by the required candidate consent.

Verification reduces uncertainty, but it cannot guarantee future conduct. We document the information available, identify inconsistencies and communicate material risks before an appointment is made.

Reference Checks

When a referee is available and authorised to provide information, we seek to confirm the candidate’s position, period of employment, principal responsibilities, reliability, professional conduct and reason for leaving.

We also consider the context of each reference. Different households may have different service standards, management styles and expectations. A reference is therefore assessed alongside the interview, employment chronology and requirements of the proposed position.

Confidentiality and Personal Data

Candidate information is processed only for legitimate recruitment purposes and shared within the agreed scope of the assignment. Information concerning the client, family and residence is disclosed gradually and only when required for informed participation in the selection process.

Where the client’s security team or an external specialist conducts additional checks, the scope, lawful basis and transfer of information must be agreed separately.

A well-structured interview allows the family to assess not only a candidate’s experience, but also their judgement, communication style, understanding of hierarchy and compatibility with the household environment.

We coordinate interviews and help clarify:

• the candidate’s actual responsibilities in previous residences;
• their approach to confidentiality and professional boundaries;
• experience with comparable properties, teams and schedules;
• their response to changing priorities and exceptional situations;
• expectations concerning salary, accommodation, travel and working hours;
• readiness to cooperate with existing employees and management.

Trial Days

Where appropriate, a paid trial day may be arranged to assess practical ability in conditions relevant to the position. The duration, responsibilities, compensation and assessment criteria should be agreed before the trial begins.

Depending on the role, the assessment may include:

• housekeeping and room-preparation tasks;
• care of delicate surfaces, textiles or wardrobe items;
• menu planning and food preparation;
• table setting and formal service;
• driving, route planning and vehicle presentation;
• household-management scenarios;
• prioritisation, reporting and team coordination.

A trial should assess the essential competencies of the role and must not be used as unpaid replacement labour.

The value of a trial day lies not merely in its availability, but in clearly defined tasks, observation criteria and professional feedback.

A successful placement requires clear expectations from the beginning. Before the employee starts, the family should confirm the position, reporting line, responsibilities, schedule, remuneration and household protocols in writing.

The onboarding plan may cover:

• introductions to the principal, family representatives and household team;
• the employee’s reporting line and decision-making authority;
• daily, weekly and seasonal responsibilities;
• access to private and service areas;
• confidentiality and information-handling rules;
• property, wardrobe and equipment protocols;
• communication and reporting procedures;
• current priorities and outstanding tasks;
• probationary-period objectives and review dates.

For complex appointments, senior positions or complete household teams, we can prepare an individual adaptation roadmap and coordinate professional training within the residence.

Probationary-Period Support

Depending on the selected service format, we maintain contact with the client and employee during the initial period, clarify operational misunderstandings and help evaluate whether the appointment is progressing according to the agreed criteria.

Where additional development is required, we may recommend targeted training, clearer distribution of responsibilities or adjustments to communication and reporting procedures.

We recruit private household professionals for appointments in Dubai, Abu Dhabi, across the UAE and in international locations.

Depending on the assignment, the search may include locally based specialists, candidates prepared to relocate and professionals experienced in rotational schedules or regular international travel.

For cross-border appointments, we clarify:

• the principal place of work and any secondary residences;
• travel frequency and expected duration of trips;
• relocation and accommodation arrangements;
• language and cultural requirements;
• visa and right-to-work considerations;
• rotation schedules and handover procedures;
• interview and trial-day logistics;
• the candidate’s availability and proposed start date.

Employment, immigration, taxation and contractual matters should be reviewed by appropriately qualified advisers in the relevant jurisdiction. Our role is to coordinate the recruitment process and ensure that the practical conditions of the appointment are understood by both parties.

International recruitment succeeds when mobility, legal arrangements and everyday working conditions are clarified before the appointment is confirmed.

Tell us about the residence, the existing household structure and the position you need to fill. We will clarify the requirements, assess the assignment and recommend the most appropriate recruitment format.

For complete household teams, we can also help define the required structure, reporting lines, sequence of appointments and onboarding priorities.

Precise requirements, disciplined selection and controlled onboarding create appointments that work in practice, not only on paper.