Oplu represents candidates into some of the most trusted and discreet private environments in the world. Registration is not a form you fill in and forget. It is the start of a working relationship that can run for years, often across multiple roles.
This page explains how to register as a candidate with Oplu, what we will ask of you, what you should prepare, and what happens after you submit.
Oplu represents senior candidates across three divisions.
Family Offices. Chiefs of Staff, Executive Assistants, Personal Assistants, Directors of Operations, CFOs, CIOs, Family Office Directors and related roles.
Private Households & Estates. Estate Managers, House Managers, Housekeepers, Butlers, Private Chefs, Nannies, Governesses, Chauffeurs, Domestic Couples and specialist household staff.
Luxury Brands & Hospitality. General Managers, Operations Directors, F&B Directors, CEOs, CMOs and senior leadership for luxury hotels, private members' clubs and premium brands.
If your career sits inside or adjacent to these markets, Oplu is likely the right place to register. If it sits outside them, we will be direct during the first conversation. We do not stretch beyond our specialism.
Start by uploading your CV through the submission form on our job board or through the dedicated Submit CV section at the bottom of the page. A short note, two or three sentences, is more useful than a long cover letter. Tell us what kind of role you are looking for, your location and availability, and whether you are applying for a specific live vacancy or registering for future opportunities.
Every application is read by a member of the Oplu team, not an automated filter. You will hear from us either way, typically within two working days.
What to include in your CV
Clear dates and role titles. Month and year where relevant.
The environment, not just the title. "Chief of Staff for a multi-family office with four Principals and $2bn AUM" tells us more than "Chief of Staff, Family Office."
Size and structure of the teams and households you have worked in.
Reasons for leaving each role, briefly.
Languages, right to work, locations you are open to.
No photos. No unnecessary graphics. Presentation matters but substance matters more.
What not to include
Named Principals, addresses or financial details of previous employers. We will ask about context. You should not disclose identity.
Invented or overstated responsibilities. We verify.
If your CV is a fit for our market, Oplu will reach out to schedule a screening call. This is typically 30 minutes with our Operations Associate or Senior Candidate Consultant.
The purpose of the screening call is straightforward. We confirm the basics: your current situation, what you are looking for, what you are not, notice period, location, compensation expectations, right to work. We are candid about the types of roles we typically handle and whether your profile is a likely fit.
If the call goes well, you move to the next stage. If we do not see an obvious fit, we will tell you directly and, where relevant, suggest alternatives.
The first full conversation is usually 45 to 60 minutes with Olivia, our Senior Candidate Consultant, or directly with one of the Managing Directors if the role or level warrants it.
We cover career history in depth. We ask about the environments you have worked in, not just the titles you held. We ask about reasons for leaving each role, what you learnt, and what you are avoiding next time. We ask scenario-based questions drawn from real situations we have seen across our placements.
How to prepare:
Read Oplu before the conversation. Look at our three divisions and the roles we cover. Tell us which fits and why.
Know your own career. Dates, reasons for leaving, what you actually did versus what appeared on the job description.
Think about environments, not just jobs. The same job title looks different in a family office of four and a family office of forty. Be ready to describe the difference.
Prepare questions. We notice the candidates who ask.
Depending on the role and market, formal assessment can include:
OpluVideo. A short candidate video introduction, recorded on your own schedule through a private link. Two to four minutes, one or two questions, approved by you before anything is shared externally.
Written exercise or scenario response. Relevant to the role. Chief of Staff candidates typically receive a scoped briefing exercise. Chef candidates receive a menu planning prompt. Executive Assistants receive a diary-management scenario. We will tell you what to expect and how long to spend on it.
Second-stage behavioural interview. For senior mandates, a deeper conversation, often with both Managing Directors.
Practical trial. For hands-on roles such as chef and selected household positions, a trial day or trial service. Always agreed in advance. Always compensated at senior level.
Formal assessment varies by role. Not every candidate completes every step. We will only ask for what the mandate genuinely requires.
After assessment and initial referencing, Oplu decides whether to represent you actively. Candidates we represent are added to OpluList, our curated talent pool organised by role, market and availability. OpluList is how we build shortlists for live mandates quickly and discreetly.
Representation is not a one-way street. You remain in control. You decide which mandates you are put forward for, whether and when your CV is shared, whether your OpluVideo is released, and whether referencing moves to the next stage.
Once you are in OpluList, we stay in contact. If you are actively searching, we introduce you to relevant live roles. If you are passive, we approach when something specific fits. Either way, your profile stays current through the candidate portal.
Three things across the process.
Honesty from the first conversation. We are direct about whether we can represent you. Please be the same about what you are looking for, what you are not, and where you are in your current role. A placement built on a misaligned expectation fails quickly.
Timely responses during live process. Clients in our market make decisions quickly when the right person appears. Delays damage both sides. If you cannot respond for a few days, tell us.
Feedback after process. Whether you are placed or not, tell us what worked and what did not. We refine the process mandate by mandate.
Registration with Oplu is confidential from the first email. Your candidacy is shared only with clients you have consented to, in a format agreed with you. References are taken with your permission, staged to protect your current role. We never advertise your availability, broadcast your CV, or share your OpluVideo without your sign-off.
Oplu is GDPR compliant. You can ask to access, update or remove your data at any point. Access inside Oplu is credential-based and managed actively.
We tell you directly. Most of the time it is not about candidate quality. It is about current market demand or alignment with our three divisions. Where relevant, we suggest alternative agencies or routes that may serve you better. We would rather be useful than vague.
If your circumstances change, you are welcome to revisit registration. Many of the candidates we represent today applied more than once before we placed them.
Explore live roles. Search the job board →
How Oplu selects candidates. Our selection process →
Technology for candidates. Candidate technology →
No. Your CV is held securely inside Oplu until you give explicit consent for a specific mandate. OpluVideo is the same. You approve every release.
2 min
12 min
12 min
9 min
8 min
