DIOGENE Recruiting Intelligence is Xerendipity’s discreet, evidence-based system for calmly, quickly and defensibly making high-stakes private staff hiring decisions, even when multiple stakeholders have opinions.
Designed for Italy, the UK, Europe, Asia, and the UAE, it enables privacy, pace, and standards to coexist without compromise.
What DIOGENE Is
In a private household, the consequences of hiring the wrong person can be far-reaching.
It can disrupt routines, damage the household’s reputation, and force Principals to take on day-to-day operations again.
DIOGENE exists to mitigate this risk by converting “impressive profiles” into tangible evidence, providing clear next steps and controlled access to sensitive information.
It is not just CV forwarding; it is decision infrastructure for environments with high levels of access, built to support Principals, spouses, Family Offices and senior advisors without causing any drama.
What “Recruiting Intelligence” Means
‘Recruiting intelligence’ involves first understanding the household context (standards, pace, boundaries and access level) and then testing candidates against this reality through structured evaluation, rather than relying on charm, prestige or peer influence.
It also involves documenting “what is known” and “what remains to be tested”, as well as how uncertainty will be managed during the trial and onboarding periods, ensuring that decisions remain rational under time pressure.
Where personal data is involved, the system prioritises privacy by minimising what is collected and shared to what is necessary for a defined purpose.
The 9 DIOGENE Components (in plain language)
- Role Calibration: define outcomes for the first 90 days, non-negotiables, boundaries, and access tier;
- Household Operating Map: clarify who decides, who manages day-to-day, and how instructions flow;
- Market Mapping (discreet): identify realistic talent pools (local + cross-border) without oversharing the household identity;
- Structured Interviews: behavioural, scenario-based questions that reveal judgement under pressure (not rehearsed answers);
- Consistency Checks: timeline confirmation and role-scope validation to reduce “CV inflation” risk;
- Reference Triangulation: multiple vantage points (principal/manager/peer) to resolve inconsistencies fairly;
- Trial Design: a clear test plan (what will be observed, how feedback works, what “pass” means);
- Onboarding 30/60/90: staged access and expectations, so the new hire integrates without friction;
- Decision Documentation: candidate dossiers/scorecards that allow multiple decision-makers to compare like-for-like.
Deliverables and What Stays Confidential
Clients receive packs containing information suitable for making decisions.
- Role brief;
- Interview scorecards;
- Reference summaries;
- Trial framework;
- Onboarding plan;
- Short decision memo that highlights evidence, risks and recommended next steps
Sensitive operational details (addresses, security-adjacent routines, family identifiers and internal vulnerabilities) stay confidential by design, because discretion is part of the risk-control model, not marketing content.
How to start (Intake)
To begin, request a confidential intake via:
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Francesco De Biase
STAY SAFE | RECRUIT SAFE
Contattami per Parlare delle Tue Necessità
Francesco De Biase – C.E.O.
Uff. (+39) 02 80888425
STAY SAFE | RECRUIT SAFE
Contattami per Parlare delle Tue Necessità
Francesco De Biase – C.E.O.
Email: [email protected]