Are you familiar with the saying, ‘A good friend is worth their weight in gold’?
Panorama’s 21st January 2026 feature confirms what C‑Suite Executives and High-Net-Worth (HNW) and Ultra-High-Net-Worth (UHNW) households already feel daily: hiring a “Nanny” is no longer childcare — it is Strategic Human Capital, Risk Management, and Brand-of-Family Stewardship rolled into one.
When demand accelerates, the real differentiator is not salary — it is the ability to identify, verify and secure the ‘right person’ for the right household with total discretion.
What Changed in Elite Childcare
The article describes the shift from informal Babysitting to ‘Super Nannies‘ who have academic specialisations in child psychology or pedagogy, speak multiple languages, are fluent in technology and have impeccable etiquette.
They are closer to operational managers than helpers.
It also explains why these roles command premium compensation internationally, including packages that can exceed $200k per year in the best New York neighbourhoods, with benefits resembling those of Executives.
In Italy, the article contrasts standard Babysitting rates with a growing premium tier, in which the most qualified individuals can earn several thousand euros per month.
The Painful Problem (and why it’s getting worse)
For high-profile families, cost is rarely an issue; risk is.
This includes access to children, the home, routines, devices, travel and private information.
Panorama highlights that top households demand extreme discretion, often supported by strict Non-Disclosure Agreements and training in cybersecurity and personal protection.
When demand rises faster than supply, ‘availability’ becomes a competitive battlefield — good candidates are quickly absorbed by decisive and professional households.
The Solution: Professional-Grade Recruiting (not “Trial and Error”)
This is precisely why Xerendipity has developed a method based on verification depth and matching accuracy rather than volume.
In the Panorama interview, our CEO, Francesco De Biase, reveals that demand has increased by 33.7% versus 2024, with requests coming from the UAE, Hong Kong and the UK.
This is evidence that the market for elite Household Staff is now cross-border.
He also explains that the most challenging aspect is achieving a successful match, given that each household has its own unique set of values, parenting philosophy, security measures, schedules, and cultural norms.
This is precisely why we utilise a structured evaluation process involving 2,200+ of Assessment Metrics and leverage the capabilities of our DIOGENE Recruiting Intelligence platform to provide technological support.
Practical indicators that HNW and UHNW families should require and that vendors should be able to provide before being shortlisted
- Identity and career validation (not just ‘references’);
- Confidentiality architecture: – NDA readiness;
- Information boundaries;
- Digital hygiene;
- Fit-by-design: parenting standards, travel rhythm, household team dynamics and language/cultural alignment;
- Resilience under pressure: the role requires sustained energy, discretion and consistency, often with limited personal time.
Note for Families Choosing a Partner
- Experience: shows that one mis-hire in a complex household can create operational instability that spreads from the Nursery to the Family Office;
- Expertise: treat Domestic Staffing like an executive search, using competency frameworks, scenario interviewing, risk controls and structured decision-making;
- Authoritativeness: third-party coverage matters because it validates the fact that elite childcare is now a global, high-stakes profession;
- Trustworthiness: insist on transparent process steps, documented screening standards and clear confidentiality protocols before sharing sensitive family details.
If someone in your network has ever said, ‘Finding the right person was harder than buying the house’, they are not exaggerating — it’s just the way the market is.
For High-Net-Worth (HNW) and Ultra-High-Net-Worth (UHNW) families and C-Suite Leaders, the smartest move is to professionalise the hiring process early, before a sense of urgency forces compromises to be made.
If hiring a private Nanny, Norland-Level Nanny or household educator is on your agenda for 2026, which of the following risks do you want to eliminate first: discretion, safety, cultural fit or continuity?
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Francesco De Biase
STAY SAFE | RECRUIT SAFE
Contact me to discuss your requirements, and I will be happy to assist you.
Francesco De Biase – C.E.O.
Uff. (+39) 02 80888425
STAY SAFE | RECRUIT SAFE
Contact me to discuss your requirements, and I will be happy to assist you.
Francesco De Biase – C.E.O.
Email: clienti@thexerendipity.com
STAY SAFE | RECRUIT SAFE
Contact us to discuss your requirements, and we will be happy to assist you.
E-Mail: selezione-personale@thexerendipity.com