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Rota Nanny \n London Cotswolds | 2 Weeks On / 2 Weeks Off | £80,000 | Live-in During Rotation \n A lovely family is seeking an experienced Rota Nanny to care for their 13-month-old son. Based between Primrose Hill and the Cotswolds, with occasional travel, this is an excellent opportunity for a professional nanny looking for a long-term role within a fully staffed household. \n Responsibilities \n\n • Providing exceptional care for a 13-month-old child.\n, • Supporting routines, sleep schedules and developmental milestones.\n, • Planning engaging, appropriate activities and outings.\n, • Managing all nursery duties, including children's laundry, wardrobe organisation and play areas.\n, • Travelling with the family when required.\n, • Working closely with parents and household staff to ensure consistency of care.\n\n Requirements \n\n • Previous nanny experience caring for babies and toddlers.\n, • Private household experience preferred.\n, • Strong understanding of child development.\n, • Full UK driving licence.\n, • Professional, discreet and organised.\n\n The family is looking for a nanny who is warm, calm, proactive and adaptable, with a nurturing approach and the ability to integrate seamlessly into family life. \n \n Salary: £80,000 per annum \n \n Schedule: 2 Weeks On / 2 Weeks Off (own apartment provided during rotation) \n \n Location: Primrose Hill, London & North Cotswolds

\n THE CARWOW GROUP\n Carwow Group is driven by a passion for getting people into cars. But not just any car, the right car. That’s why we are building the go-to destination for car-changing, whether you are looking to buy, sell or lease. Designed to reach drivers everywhere with our trail-blazing portfolio of personality rich automotive brands; Carwow, Auto Express, evo, Driving Electric and Car Buyer. \n What started as a simple reviews site, is now one of the largest online car-changing destinations in Europe. Last year alone we grew over 50% with nearly £3bn worth of cars bought on site, while £1.8bn of cars were listed for sale through our Sell My Car service. Over 10m customers have used Carwow to help them buy and sell cars since its inception. \n In 2024 we went big and acquired Autovia, doubling our audience overnight. Together we now have one of the biggest YouTube channels in the world with over 1.1 billion annual views, sell 1.2 million print copies of our magazines and have an annual web content reach over 350million. WHY JOIN US?\n We are winners of the prestigious Culture 100 award that recognises the most loved and happiest tech companies to work for! We have just raised $52m in funding led by global venture capital firm Bessemer Venture Partners (an early backer of LinkedIn and Shopify) to accelerate our growth plans! \n As pioneers, we’re always driving for new territory and positive change, so our work as a group is never done. Where others see difficulty, it’s our responsibility to see possibility – building new experiences, launching new titles and listening to drivers. \n Being a part of Carwow Group means championing drivers and the automotive industry, acting as a disrupter and never being afraid to fail (but learning fast when we do!). \n Our team of 600 employees across the UK, Germany, Spain and Portugal are revolutionising car-changing and we are fast expanding our mission across every single brand and country we operate in, so jump in! THE ROLE\n This is a director role running the operating engine behind our commercial teams. Carwow sells cars in two ways: Sell My Car, where drivers sell their car to dealers, and Get Your Car, where they buy or lease their next one. As Director, GTM & Revenue Operations you own the operating model those commercial teams run on: the go-to-market process, the enablement and quality that get people productive, the systems they work in (Salesforce and the wider commercial tech stack), the analytics that forecast the commercial number, and the programme management that lands cross-functional change. The function covers five areas: GTM Operations, Sales Enablement, Tooling & Platform, Rev-Ops Analytics and Program Management. You report to the VP, Marketplace Operations and sit close to both the numbers and the commercial teams you serve. You make the commercial motion work; the commercial teams own the selling and the relationships. \n This is a builder's role as much as a running one. You inherit a team of three (programme management, sales enablement and platform) and a clear mandate to grow the function to what the business needs. Shaping and hiring that team, and making the case for it, is central to the job. The commercial org has recently brought its Sell My Car and Get Your Car teams into a single account-management function serving one dealer network, so you'll run one operating model across both products (a unified Salesforce, aligned targets and comp, consistent enablement and quality) and get the last of that integration to steady state. The function has already moved real numbers here, reworking the sales process, standing up sales-engagement tooling and sharpening enablement, and your job is to take that further. \n You own the operating model, process, enablement, the systems requirement and the forecast. The commercial organisation owns the relationships, the selling and delivery against the number. You design the targets, compensation and territory structures with commercial leadership and you shape decisions through the strength of the operating case. In your first year, success looks like a forecast that's trusted and accurate, new hires productive faster, a consistent quality bar across the combined team, and the platform and process the org runs on every day. WHAT YOU’LL DO\n You will own the commercial operating model and the team that runs it, working hand in glove with the commercial organisation, Workforce Management, the trading leads, and the analytics and data teams that support the whole function. \n \n • Own GTM operations: define the go-to-market playbook, pipeline and commercial process across both marketplaces, and, with commercial leadership, design the targets, compensation and territory / account structures that tie individual attainment to the business outcome. Own capacity and headcount planning with Workforce Management.\n, • Own sales enablement and quality: build the onboarding and ramp-to-productivity structures, a standard readiness sign-off, org-wide QA and calibration, and ongoing L&D for both individual contributors and leaders, so new hires get productive faster and quality holds across the organisation.\n, • Own the requirements for the commercial systems and tooling: direct Salesforce as the commercial system of record, owning the process and workflow design, prioritisation and the roadmap to bring the whole commercial org onto one platform, plus the sales-engagement and automation tooling (e.g. Groove), AI-assisted workflows and the performance dashboards the teams run on. You own the requirement and how the commercial org runs on the platform; the platform itself, its build and administration, sits with the tech org, who you partner with and direct.\n, • Own revenue-operations analytics and forecasting: produce a forward-looking commercial forecast that feeds trading and reconciles to Finance's P&L view, own the operational reporting that diagnoses what the volume and operational teams are driving into the number, and provide the evidence base behind comp and performance decisions. You own the operational read and set the requirement; you partner with Finance and the central analytics and data teams, who own the build.\n, • Own program management: run the commercial PMO, from end-to-end discovery and sizing of new initiatives through governance (charters, RACI, risk and impact), so cross-functional commercial programmes land on time with clear ownership.\n, • Build the function: shape and hire the team the function needs across the five areas, from a starting base of three, and make the case for the investment. Run the combined Sell My Car and Get Your Car commercial operation as one, a single dealer view, one operating model, and consistent process across both products.\n, • Get more out of the team with AI and automation: mature how the commercial org operates with AI-first tooling and automation, so manual workflows disappear and the org gets the answer without a person in the loop.\n, • Feed the operating rhythm: own the commercial-motion input into the weekly operating cadence and the read up to Finance, trading and the CEO, with a clean, leadership-ready view of where the pipeline sits and where it is heading.\n WHAT YOU’LL NEED\n Please note: We know that no candidate will be a perfect match for everything here, so please apply if you're close to the brief. If you meet most of the essentials, we'd like to hear from you. \n The essentials: \n \n • A track record of leading a revenue-operations, commercial-operations or GTM-operations function at scale, in a marketplace, growth or B2B sales context\n, • Breadth across the operating model: you've owned, or closely partnered on, most of GTM process, enablement, commercial systems and analytics, and you understand how they fit together\n, • Strong CRM fluency with Salesforce as a system of record: you can set the requirements, shape the data model and process, and direct a platform team, not just keep it clean\n, • Commercial process and incentive design: targets, compensation, territory and capacity planning tied to business outcomes\n, • A people leader and builder: you've grown a multi-disciplinary team from a small base, hired well, and set a clear bar\n, • Analytical and data-fluent: comfortable in a forecast and a pipeline model, and drawing honest conclusions from the numbers\n \n How you'll work (we'll explore these in interview): \n \n • Fluent and curious with AI: you use it to work faster and help a team adopt it\n, • Comfortable running a cross-functional PMO, with charters, RACI and clear risk management\n, • Credible with senior stakeholders: you make a well-evidenced case and hold it under challenge, and you influence across teams you don't own\n, • Self-directed: you turn an ambiguous problem into a plan, with a bias for action\n, • Intellectually honest: you surface the hard truth early rather than the comfortable answer late\n \n Nice to have: \n \n • Hands-on Salesforce administration or architecture (certification a plus), CPQ, and sales-engagement / revenue-intelligence tooling (e.g. Groove, Outreach)\n, • SQL / data warehouse fluency\n, • Marketplace, two-sided platform or automotive experience\n, • Process-improvement or operational-excellence training (e.g. Lean Six Sigma), especially paired with a commercial background\n INTERVIEW PROCESS\n \n, • Phone screen with a member of the Talent Team\n, • First round interview with the hiring manager focussed on prior experience\n, • Second round made up of a case study presentation on a revenue-operations problem (we'll send the brief in advance and give you time to prepare)\n, • Situational/company values interview with senior members of the leadership team\n, • Final round interview with a member of the Exec team\n \n We want everyone to do their best thinking, so if you'd like any adjustments to the process, just let us know. WHAT’S IN IT FOR YOU\n \n • Hybrid working: 3 days a week in the office, 2 remote\n, • Competitive salary\n, • Matched pension contributions\n, • Matched pension contributions for a peaceful retirement\n, • Share options - when we thrive, so do you!\n, • Vitality Private Healthcare, for peace of mind, plus eyecare vouchers\n, • Life Assurance for (even more) peace of mind\n, • Monthly coaching sessions with Spill - our mental wellbeing partner\n, • 28 days annual leave plus bank holidays, rising to 30 days after 3 years and 35 after 10 years, with the option to buy 3 additional days\n, • 1 day of leave for your wedding, and 1 day when you move house\n, • Work from abroad for a month\n, • Inclusive parental, partner and shared parental leave, plus fertility treatment and pregnancy loss support\n, • Bubble childcare support and discounted nanny fees\n, • Up to £500/€550 home office allowance\n, • Learning and development budget\n, • Regular team and company social events\n, • Refer-a-friend bonus scheme\n \n Diversity and inclusion is an integral part of our culture. We know that diverse teams are strong teams, so we welcome those with alternative identities, backgrounds, and experiences to apply for this position. We make recruiting decisions based on experience, skills and potential, so all our applicants are treated fairly and equally. \n #J-18808-Ljbffr

Most people will read this and think "glorified car valet." \n \n Close the tab. This isn't for you. \n \n This is for the person who just read "UHNWI with a car collection that would raise eyebrows" and felt their pulse change. \n \n A Private Client of ours owns what can only be described as a “significant” private car collection, but what makes these different is they’re not behind glass. They're driven. They're moved between countries. They're maintained to a standard that would make most dealerships look negligent. \n He needs one person. Not a team. Not a department. One person who will treat these cars with the same obsessive, meticulous, borderline unreasonable level of care that he does. \n \n We jokingly called it a “Nanny” for his “other” children! \n \n I've never placed a role quite like this. And I've placed a lot of unusual roles. \n \n THE ROLE \n You will be the single point of accountability for every vehicle in this collection. That means you know where each car is, what state it's in, when it was last serviced, how many miles are on it since the last brake pad change, whether the spark plugs are due, and whether the air conditioning has lost half a degree of performance that means it needs to go back to the factory. \n \n You are not just managing a spreadsheet, but you’ll build a complex tracker on every car and every inch is covered. Due to the scale of this collection, you’ll need to understand this from the outset – this is not moving a Rolls-Royce with a Chauffeur from the London house to the one in the Cotswolds. \n \n You are managing machines that are worth more than most people's houses, and your Principal expects the same precision he'd expect from the engineers who built them. \n \n This includes: \n Tracking and managing every service schedule across the collection. Not reactively. Proactively. You know what's coming before it's due. \n \n Coordinating specialist maintenance with manufacturers and marque specialists. When something needs factory attention, you manage the relationship, the logistics, and the timeline. You don't wait to be told. \n \n International vehicle logistics. London to Tokyo. London to the South of France. Wherever the Principal is, the right car needs to be there. You are the person who makes that happen. Customs, shipping, insurance, timing. All of it. \n \n On occasion, you’ll travel with the cars; you’ll oversee the maintenance, valet and schedule when you get there. \n \n Day-to-day, you will work from a London office. But we envisage some flexibility on this due to the nature of the role. As a brand new hire, with no one having run this role before, we can’t be more precise at this stage. \n \n WHO THIS IS FOR \n This is for someone who already lives in this world. \n \n You have extensive experience with high-value vehicles. Not a passing interest. Not a weekend hobby. Your CV should make it obvious within the first ten seconds that you understand what it means to care for cars at this level. If I have to squint to find the relevance, you're not the right person. \n \n You have a genuine, deep, probably lifelong passion for anything with an engine. You know the difference between a service interval and a service schedule. You know why a car that's been sitting for three months needs different attention than one that's been driven every week. You know what factory recall coordination actually involves, not in theory, but because you've done it. \n \n You are obsessively organised. Not "I'm quite detail-oriented" organised. The kind of organised where you lie awake thinking about whether the humidity in a storage facility is half a per cent too high. \n \n You understand discretion. The collection, the locations, the movements, the value. None of this is public information, and it stays that way. \n \n You are comfortable operating independently. There is no team beneath you and no manager above you checking your work. You are trusted to maintain a standard, and that standard is perfection. \n \n WHO THIS IS NOT FOR \n If you're an EA looking for something different, this isn't it. \n If you're "passionate about luxury" and think that qualifies you, it doesn't. \n If you've never managed vehicle logistics across international borders, this will be obvious very quickly. \n If your experience with cars is that you own a nice one and keep it clean and respectful, that's not what we're talking about. \n \n This is not a role you grow into. You arrive meeting the standard, or you don't. There is no training programme. There is no learning curve. The cars are too valuable, and the Principal's expectations are too high for someone who's "eager to learn." \n \n SALARY \n Flexible for the right person. And I mean that. \n \n If you are genuinely the person this advert was written for, the salary will reflect that. This is not a negotiation where you'll be lowballed. This is a Principal who understands that the right person for this role is rare, and he's prepared to pay accordingly. \n

Tiger Private is seeking an experienced and professional Rota Nanny to support two children within a warm and welcoming international UHNW family based in Mayfair.This is a fantastic opportunity for a career nanny who is nurturing, highly organised and proactive.The successful candidate will work cl

Tiger Private is seeking an experienced and professional French Speaking Rota Nanny to support two children within a warm and welcoming international UHNW family based in Mayfair.This is a fantastic opportunity for a career nanny who is nurturing, highly organised and proactive.The successful candid

A private Turkish-English family based in North London is seeking an experienced, warm, and highly organised full-time live-out nanny for a busy, long-term role involving regular international travel. The family is looking for a professional nanny with strong early years experience who can confident