Recruitment process
Executive and Private Staff Recruitment for Global Wealth Owners
Very Important Personnel delivers confidential executive search and private staff recruitment for millionaires, billionaires, entrepreneurs, internationally mobile families, Single Family Offices, private investment offices, wealth management organisations, residences, estates and superyachts throughout the United Kingdom, Europe and worldwide.
We recruit senior executives, investment and operational specialists, trusted personal staff and professionals responsible for children, residences, collections and mobile assets. Every search considers professional achievement, reputation, verified references, judgement, leadership or service style, reporting discipline, international mobility and the ability to operate discreetly within a sophisticated private environment.
A mandate may be submitted directly by the principal, a family member, Head of Family Office, Chief of Staff, personal assistant, HR director, private lawyer, fiduciary or another authorised representative. Our approach is appropriate for clients accustomed to institutional standards associated with J.P. Morgan Private Bank, Goldman Sachs Private Wealth Management, Morgan Stanley Private Wealth Management and Bank of America Private Bank.
How Our Confidential Recruitment Process Works
Every assignment is governed by an agreed recruitment mandate covering requirements analysis, international market mapping, direct search, candidate assessment, interviews, final negotiations and support after the successful professional joins the client.
A dedicated consultant acts as the single point of contact throughout each project. Participants, communication procedures, reporting frequency and information-disclosure boundaries are agreed before the search begins, creating a disciplined process suitable for UHNW families, Forbes-listed entrepreneurs and institutional private offices.
1. Defining the Recruitment Brief
Confidential Consultation
During the initial consultation, we establish the commercial or private context of the appointment, recruitment objectives, delegated authority, reporting structure, team composition, location, employment model and measures of success. Confidentiality, information access, international travel, relocation and interaction with the principal, family members or trusted representatives are considered separately.
Depending on the mandate, we may work directly with the wealth owner or through a Single Family Office, private office, HR leadership, personal assistant, legal counsel, trustee or trusted adviser.
Position Profile
The agency prepares a detailed position profile covering responsibilities, required achievements, technical and interpersonal competencies, languages, working schedule, location, international travel, accommodation, remuneration parameters and additional expectations.
For executive, investment and financial appointments, we define the management mandate, decision-making authority, reporting obligations, fiduciary sensitivities, potential conflicts of interest and reputational requirements. For private household personnel, we consider the family’s lifestyle, cultural expectations, service philosophy, residence portfolio and integration with the established team.
Agreement on Terms
Before the assignment begins, the parties agree on the search strategy, target markets, timetable, fee, guarantee provisions, reporting format and communications protocol. Where appropriate, a non-disclosure agreement is signed and the individuals authorised to receive confidential project information are identified.
2. Candidate Search and Assessment
International Search Strategy
According to the seniority and rarity of the appointment, we use our confidential professional network, direct executive search, international market mapping and trusted referrals. For leadership and specialist roles, we approach accomplished professionals who are not publicly seeking a new position.
Where suitable professionals are already known to the agency, initial profiles may be presented within 24 hours. Timetables for board-level, family office and cross-border appointments are established individually after reviewing market availability, mobility and jurisdictional requirements.
Preliminary Assessment
Before candidates are introduced, we assess role suitability, career history, measurable achievements, motivation, leadership or service capability, language proficiency, mobility, discretion and readiness for the proposed working arrangements.
The client receives a selective shortlist with the consultant’s assessment rather than an indiscriminate volume of CVs. Candidate materials may include a professional résumé, concise agency report, video introduction and relevant portfolio. The assessment standard is designed for private organisations familiar with firms such as Bain Capital, Carlyle, Brookfield Asset Management and Lazard.
References and Information Verification
The scope of screening reflects the candidate’s prospective access, authority and appointment risk. It may include verification of employment history, qualifications and documentation, references from previous employers, assessment of professional reputation and examination of lawfully available information under applicable UK, European and international requirements.
For selected executive, investment, financial and international appointments, enhanced due diligence may be undertaken with specialist providers. Its scope, legal basis and cost are agreed separately with the client.
Screening reduces recruitment risk but cannot eliminate it and does not replace the client’s decision-making, specialist legal advice or dedicated security procedures.
Interviews and Practical Assessment
The agency coordinates interviews in the client’s preferred format and manages structured feedback between participants. Several meetings may be arranged with the principal, family members, Head of Family Office, investment committee, residence management or other authorised decision-makers.
Where practical evaluation is appropriate, a professional assignment or paid trial period may be arranged. Format, duration, responsibilities, confidentiality and payment terms are agreed beforehand in accordance with the employment laws of the United Kingdom, the relevant European country or another applicable jurisdiction.
3. Offer, Onboarding and Integration
Agreement on Appointment Terms
After the preferred candidate is selected, the agency coordinates discussions concerning title, delegated authority, commencement date, working schedule, remuneration, incentives, probation, relocation, accommodation and other material appointment terms.
Employment, contractual, tax, immigration, right-to-work and other legal matters should be reviewed by the client’s qualified advisers in the United Kingdom, Europe or the relevant international jurisdiction.
Confidentiality and Documentation
Depending on the position, documentation may address confidentiality, intellectual property, information access, data handling, post-termination obligations and the protection of private family or investment-office information.
The agency coordinates the documentation process but does not replace legal, tax, immigration or regulatory advisers.
Onboarding and Integration
After the successful professional commences work, we remain in contact with the client and candidate for the agreed period. Follow-up discussions align expectations, review integration, clarify responsibilities and identify potential organisational issues before they affect continuity.
Guaranteed Replacement Search
If the selected professional’s employment ends during the agreed guarantee period, the agency undertakes a replacement search in the circumstances and on the terms stated in the engagement agreement. Depending on the selected service model, the guarantee may apply for one or six months.
Confidentiality for Private Wealth Recruitment
Confidentiality is built into the search architecture rather than treated as a general assurance. Before work starts, we agree which details may be disclosed to candidates, when the client’s identity, ownership structure, asset profile or private infrastructure may be revealed and who is authorised to access information about the mandate.
A search may be conducted through an anonymised position profile. Sensitive information is disclosed only when necessary for the relevant selection stage and only as authorised by the client or representative. This controlled approach reflects the expectations of global wealth owners familiar with institutional custodians and advisers such as State Street, BNY Mellon, Julius Baer and RBC Wealth Management.