talent Archives - Page 2 of 2

Multimillion-dollar nannies for families competing for top talent

November 17, 2025 by usatoday24

In a private villa overlooking the almost unrealistically turquoise waters of the Maldives, Cassidy O’Hagan, 28, slides the bedroom curtain to check if the child is still asleep. He is not on a honeymoon or on vacation. It’s working. Hours earlier, the family had arrived on a private jet from New York. She, as part of the “child care team”, traveled with them. For many young people it may seem like an improbable dream. For her—and for a growing number of people her age—it is simply the strongest alternative to a corporate job market they feel is broken. In a world where layoffs are constant, trajectories are falling apart and artificial intelligence begins to compete for the same office positions, dozens of young people are choosing another path: becoming nannies, personal assistants or private chefs for the ultra-rich. An unexpected work turn that, far from being anecdotal, is becoming a global trend. The rise of “billionaire babysitters.” According to Business Insideryoung people from Generation Z are abandoning traditional careers to work in the world of so-called “private service”: from executive assistants and house managers to drivers, chefs or nannies for ultra-high net worth families. The salaries are impressive. Different reports describe salaries ranging from $100,000 to $250,000 annually for nannies and personal assistants in the United States, and £150,000 or more in the United Kingdom, as The Guardian documents. There are even extreme situations: Fortune described an offer of almost $240,000 for a tutor to prepare a one-year-old for future entry to Eton or an elite university. The message between the lines is clear: high-level domestic service has become one of the most profitable, dynamic and competitive employment sectors of the moment. The wealth that sustains it. Behind the boom there is an obvious explanation: global wealth has multiplied. Added to this is what UBS called “the rise of the common millionaire”: 52 million people in the world own between 1 and 5 million dollars in investable assets. All this wealth needs people: mansions, private jets, megayachts and extensive portfolios of residences require entire teams to operate. In certain epicenters of wealth, demand has skyrocketed to the point of absurdity. The New Yorker documents that in Palm Beach —recently converted into a laboratory of extreme capitalism— the salaries of nannies exceed 140,000 or 160,000 dollars annually, with partial housing included, bonuses and endless hours. The economy is literally being reconfigured around who can pay to delegate any task imaginable. Gen Z against corporatism. The other half of the equation is in the young people. According to the Deloitte reportonly 6% aspire to a managerial position. They seek balance, personal fulfillment and emotional stability. However, as shown a Bankrate surveytheir financial expectations have increased: many believe they need salaries close to six figures annually to feel “free” or “comfortable” financially. The reality of hiring, however, move in the opposite direction: difficulties in finding employment, entry-level salaries that do not cover rent, and companies where AI is already replacing human tasks. Buried in this contrast, many young people are choosing to work for the private service: money, stability, travel, benefits and — for some — the feeling of doing a job more human than any Excel. The price of luxury: what doesn’t appear on Instagram. Behind the extraordinary figures and photographs next to infinity pools, the reality is more complex. According to testimonies collected by Business Insider either The New Yorkerthese jobs are as lucrative as they are demanding. The working hours can exceed 70 or 80 hours per week, and during summers or international tours they are close to 100. “Absolute availability”—24 hours a day for consecutive weeks—is the true currency. And luxury does not lighten the burden: it intensifies it. In some cases, nannies fly first class, participate in exclusive dinner parties, or stay in five-star hotel suites. In others, as The Guardian explainsthey eat separately, they fly in economy class while the parents fly in business or they must follow strict protocols about how to enter a room, where to stand, what to say or what not to say. Added to this is the requirement for absolute discretion. The New Yorker documents confidentiality agreements, control of social networks, household manuals and rules on clothing, schedules or even the type of footwear allowed in certain rooms. The staff lives “on the edge of privacy and anonymity”: they know everything, but they can’t tell anything. And all of this results in a very high cost on an emotional level. Many nannies recognize that this type of employment makes it almost impossible to have children of their own, maintain a relationship or build a stable social circle. One of them sums it up like this, cited by the same medium: “It’s living other people’s lives, not yours.” Where is all this going? Palm Beach, London, New York, Los Angeles, Dubai, Monaco. The geographies repeat themselves: where wealth arrives, agencies, waiting lists and competition for the best personnel appear. In some places, the pressure is so intense that qualified staff are in short supply even amid hundreds of applications. Families want experience, discretion, professionalism and, increasingly, university education. Domestic service has stopped being a job: it has become a career. But with this professionalization the distance also grows. They are jobs that require being inside without ever being part of the inside. Closeness without belonging. Intimacy without reciprocity. A silent frontier that defines the era. Meanwhile, another half of the care sector remains trapped on barely living wages. The contrast is brutal: the same system that raises one nanny to $200,000 relegates another, outside the elite circuit, for the minimum wage. What this phenomenon reveals. In a world where young people board megayachts to find the stability that offices no longer offer, the rise of elite nannies and assistants is not a simple job change. It’s a symptom. It speaks of an economy that is organized around those who can pay for time, attention and affection. It speaks of a generation that, … Read more

Taiwan urgently needs talent for its chips industry. Surprisingly he is looking for it in summer camps

August 5, 2025 by usatoday24

TSMC, The biggest chips manufacturer on the planethe goes hunting again year after year to be able to meet his needs. During 2023 recruited 6,000 engineers For its Taiwan facilities, and presumably this trend also remained for 2024. And between 2025 and 2028 it will start Several semiconductor manufacturing plants In the US, Germany, Taiwan and Japan. TSMC is one of the most successful companies in this sector, but with all probability other chips designers and manufacturers will also need to strengthen their templates. Anyway, for Taiwan, its semiconductor industry is strategic for three fundamental reasons: it represents between 13% and 15% of the gross domestic product from the country; It is the engine of its exports with a close value to 40% of the total; And finally, the production of avant -garde chips gives the country a huge relevance from a geostrategic point of view. For this reason for this Asian country it is crucial that TSMC, UMC, Foxconn, MediaTek and its other large technology companies have the workforce they need. One of the strategies that are using some Taiwanese companies or with important businesses in Taiwan to recruit young talent is summer camps and university courses. Its purpose is to capture young people who have the right skills, although, curiously, some of these camps are held abroad for a reason for weight: The birth rate in Taiwan It goes down while, as we have seen, Taiwanese companies that are dedicated to semiconductors need to constantly increase their templates. In Europe, 100,000 more engineers are needed The Taiwanese government supports this strategy. It is fully aware that its main semiconductor companies, especially TSMC and UMC, need a constant supply of well -trained engineers to support their growth. Its current demand cannot be filled only with Taiwanese students, which has led to the NTU (Taiwan National University) to implement A global degree program in semiconductors that precisely seeks to attract foreign students. In Germany a third of the technicians who have developed their work career in the chips industry will retire throughout the next decade In any case, the Taiwan integrated circuit industry is not at all the only one that needs to recruit new talent. During the next five years the global semiconductor industry will need to incorporate nothing less than One million qualified workers. This prognosis is no elucubration; It comes from SEMIan international organization that watches over the interests of the electronics industries and integrated circuits. According to their forecasts Europe will face a deficit of 100,000 engineers, and Asia will need 200,000 qualified technicians. These a priori figures may seem exaggerated, but they are not at all if we consider that for 2024 the chips industry grew by 19.1% compared to 2023 thanks to the demand for GPUs for artificial intelligence (AI) and consumer electronic products, as well as to the expansion of 5G communications throughout the planet and the development of the car market. In 2024 the global semiconductor industry invoiced 627.6 billion dollars. The problem facing semiconductor companies, According to semiis that as many people with technical profile are not being formed in universities as they will need in the short and medium term. In addition, many of the most experienced engineers are retiring or will do so before 2030. As a button shows: in the US a third of employees of integrated circuit companies You have 55 years or more. And in Germany a third of the technicians who have developed their work career in the chips industry will retire throughout the next decade. However, there is another challenge that also compromises the future of these companies: the next batch of engineers will have to have advanced skills in AI and Automatic learning. Image | TSMC More information | Reuters In Xataka | We already know what the chips that will arrive until 2039 will be. The machine that will manufacture them is close

China has been cultivating Stem talent in silence for 40 years. Today has the most coveted quarry on the planet

July 2, 2025 by usatoday24

For decades China has been the great factory of the world, but in parallel the country silently prepared another revolution: that of its Stem engineers (science, technology, engineering and mathematics). Chinese leadership in graduates in these technical disciplines is overwhelming, and every year produces about 3.5 million engineers among which there is a new elite: that of AI engineers. China triumphs with its long -term plan. It all started in the “post-mao” era. After his death and the arrival of Deng Xiaoping, the country suffered a remarkable reform that began with his “four modernizations“And among them, to restore education with a special focus on science and technology. The president highlighted in 1988 how” science and technology are the main productive forces, “and encouraged a unique change. Hai gui. In the mid -80s China began to send a huge number of students to Western countries. The objective: to learn in their universities and achieve training in fields such as engineering, physics, chemistry and mathematics. Those students then returned to China in a phenomenon that has been called “Hai Gui” (“sea turtles”). They managed to inspire the following generations when returning to Chinese academic institutions, which gradually became some of the most advanced in the world. Chinese elite universities. It happened for example with the University of Tshinghua, which between 2013 and 2016 was already the university with the highest number of relevant scientific studies (cited) according to a study of The Economist. Behind were prestigious US institutions such as Stanford or MIT. As I explained Yang Bin, vice president of the University of Tsinghua, “those intellectuals (the” hai gui “) played a very important role, changing all the climate, raising the standards.” Money and more money to educate. The long -term plan of the Asian giant has worked, and today they leave their universities 3.57 million Stem graduates a year. In the US the figure is four times lower: 820,000. Education spending It has not dropped from 4% of its GDP In the last 20 years, and the incentives for Chinese academics to publish studies are notable: if they are of great quality and they are published in Western institutions, They can enter $ 100,000 By study. And the AI is now a fundamental focus. Between 2012 and 2022 the budget spending of the Chinese government in education increased from 2.2 billion yuan (268,167 million euros) to 4.85 billion yuan (591,187 million euros), more than double. Several Chinese elite universities They have announced His intention to expand his curricula with the objective of prioritizing the strategic needs of the country, and here the AI - who You start teaching in schools– It’s key. Ten years projects. In that article of The Economist, they also reveal how since 1995 the Chinese government has initiated various projects to revolutionize its educational environment. The call came first PROJECT 211 which aimed to “prepare approximately 100 universities for the 21st century.” Later they were replaced with the so-called “Double First-Class Construction”, and under Xi Jinping in 2016, which further promoted technical certifications and high training of Chinese technical universities. IA superstars. We have four good examples of all that great reform. Shengjia Zhao, Hongyu Ren, Jiahui Yu and Shuchao Bi are Superestrellas of the AI. Especially after target “Straight” in Openai’s house and steal them tempting them with stratospheric salaries. They all have something important in common: their training. Talent theft. Zuck confirmed these days in an internal statement Filtrated by CNBC Those signings. There were 11 engineers, 7 of which come from Openai. In that statement, the formation of a new division of “superintelligence” led by Alexandr Wang was also confirmed. And he, in turn, welcomed four of those new companions we were talking about. Who they are. Their names are not known, but these four engineers have had a very relevant role in the development of AI models in OpenAi. In the internal statement itself there is talk of your work in Openai, which has been the following: Jiahui Yu-Co-Creator of O3, O4-MINI, GPT-4.1 and GPT-4O. He previously directed the perception team in OpenAi and multimodal co -directed in Gemini. SHENGJIA ZHAO-Co-Creader of Chatgpt, GPT-4, all MINI, 4.1 and O3 models. He previously directed synthetic data in OpenAI. It has appeared In some of OpenAi’s product presentations. Shuchao Bi: GPT-4O and O4-MINI voice mode co-creator. He previously directed the subsequent multimodal formation in Openal. Hongyu Ren: GPT-4o cooker, 4O-mini, O1-mini, O3-mini, 03 and O4-mini. He previously directed a postformation group in Openal. 100% Chinese talent. But what is striking here is that as they point out In SCMPthese four engineers share a similar and very significant academic trajectory. All of them trained in prestigious Chinese technical universities, and then continue their studies in academic entities in the United States. They graduate in China, they do doctorate in the US. Zhao graduated from the University of Tshinghua in 2016 and then computer study at Stanford University. Ren graduated at the University of Beijing in 2018 and continued studying at Stanford from 2018 to 2023. Yu was titled at the School of Young Talents from the University of Science and Technology of China and then doctorate in computer science at the University of Illinois Urbano-Champaign. And Bi graduated from the University of Zhejiang and then doctorate in mathematics at the University of California in Berkeley. China is the great world engineer quarry. The Asian giant is also in terms of its academic dimension. It is by far the largest world producer of graduates in Stem races (science, technology, engineering and mathematics). They know that well in the US, because Chinese students are the ones who take the highest share of foreign students studying or complete their studies in the US: 20% of all of them come from China. And above all, of AI engineers. A report of the Paulgo Institute of Chicago (USA) recently revealed that 38% of AI experts that develop their professional career in the US They have formed in Chinese universities. … Read more

Chips manufacturers seek talent urgently. In Europe only 100,000 more engineers are needed

June 27, 2025 by usatoday24

During the next five years the global semiconductor industry will need to incorporate nothing less than One million qualified workers. This prognosis is no elucubration; It comes from SEMIan international organization that watches over the interests of the electronics industries and integrated circuits. According to their forecasts Europe will face a deficit of 100,000 engineers, and Asia will need 200,000 qualified technicians. These a priori figures may seem exaggerated, but they are not at all if we consider that for 2024 the chips industry grew by 19.1% compared to 2023 thanks to the demand for GPUs for artificial intelligence (AI) and consumer electronic products, as well as to the expansion of 5G communications throughout the planet and the development of the car market. In 2024 the global semiconductor industry invoiced 627.6 billion dollars. There are not enough professionals to support the growth of this industry TSMC, The biggest chips manufacturer on the planethe goes hunting again year after year to be able to meet his needs. During 2023 recruited 6,000 engineers For its Taiwan facilities, and presumably this trend also remained for 2024. And between 2025 and 2028 it will start several semiconductor manufacturing plants in the US, Germany, Taiwan and Japan. TSMC is one of the most successful companies in this sector, but with all probability other chips designers and manufacturers will also need to strengthen their templates. The average salary of an engineer without previous experience, backed by a master’s degree and newly arrived at TSMC exceeds $ 65,500 annually In this situation the salaries offered by these companies are very high. The average salary of an engineer without previous experience, endorsed by a master’s degree and newcomer to TSMC exceeds $ 65,500 annually (Approximately 56,000 euros), But this is just the starting point. It is assumed that as their salary acquires experience. The problem facing semiconductor companies, According to semiis that as many people with technical profile are not being formed in universities as they will need in the short and medium term. In addition, many of the most experienced engineers are retiring or will do so before 2030. As a button shows: in the US, a third of employees of integrated circuit companies have 55 years or more. And in Germany a third of the technicians who have developed their work career in the chips industry will retire throughout the next decade. However, there is another challenge that also compromises the future of these companies: the next batch of engineers will have to have advanced skills in AI and Automatic learning. The companies that are dedicated to the semiconductors are aware of the problem that already looms on them, which has caused some to have launched initiatives that initiatives that initiatives that initiatives that They go beyond offering good salaries. Some of these measures are to invest in the progression of their professionals and offer them flexibility to prevent them from leaving; in seeking candidates with non -traditional profiles in which their skills prevail and not their training, or in promoting the incorporation of women into this industry. At the moment Women represent only 17% of technical positions in the semiconductor industry. Image | TSMC More information | SEMI In Xataka | We already know what the chips that will arrive until 2039 will be. The machine that will manufacture them is close

IBM closed its factory in Valencia 30 years ago. Now he has returned with AI and technology talent formation under his arm

June 4, 2025 by usatoday24

Thirty years after close your historic factory of electronic circuits in La Pobla de Vallbona, IBM has announced his return to Valencia with a renewed and strategic commitment. The technological multinational has created a “Digital Sales” center in the Innovation Incubator The terminal hubin the Navy of Valencia. The new IBM initiative in the city of Turia is raised as an “erasmus” for the acceleration of the New technological talent of the company in Europe, Africa and the Middle East. Although the space allows to house 250 employees, the company will begin this new stage with the creation of one hundred new direct jobs for the implementation of an international training program for young professionals of the technological firm. The number of employees will increase in the future, but IBM has not advanced any concrete figure. The new IBM stage in Valencia IBM has decided to return to Valencia with a completely different vision from that of three decades ago. If its presence was linked to the manufacture of hardware, now the company is committed to advanced services and commercial management of technological solutions Based on artificial intelligencestorage, cloud services and automation. As its name affects, the new “Digital Sales” center will focus on promoting the skills of its employees of the Departments of Commercial Relations and Sales, integrating into the area of influence of The Terminal Hub. Horacio Morell, president of IBM Spain, has indicated the importance of returning in an enclave full of incubators and innovation nurseries, consolidating the city as A pole of attraction For him International Technological Talent. “From these facilities, we will connect talent, technology and ecosystem to help companies accelerate the adoption of avant -garde solutions in AI, cloud computing, cybersecurity and automation,” Morell stood out in the presentation of the project. An international “erasmus” of technological talent The great novelty of this center is its approach to the Talent formation and acceleration international. IBM has launched a program that selects young professionals in their countries of origin and Transfer to Valencia for a year of training Intensive in new technologies. During this period, participants not only receive theoretical training, but also actively work with real clients, acquiring practical experience and key commercial skills. According to Gabrielle Crisman, director of the center, “the objective is to train the new IBM sales executives that will offer customer and agile experiences promoted by technology.” “After that period, most will return to places of origin to develop their work,” Morell said. The mayor of Valencia, María José Catalá, highlighted the importance of this program for Youth employment: “Young people need to find quality work and projects like this help us to achieve this goal,” collected The Spanish. In addition, the company has remarked that the center represents “an opportunity to newly titled young peopleprofessionals with experience in technology and digital sales experts who wish to develop their career in a global company, without leaving Valencia. “ IBM has bet again on Valencia for this strategic project for several reasons. Among the most outstanding factors are excellent living conditions and climate of the city as an incentive for the participants in the training program. On the other hand, from IBM the institutional support of the City Council stands out, the Chamber of Commerceuniversities and other business organizations. “The election of Valencia, by IBM, shows that Valencia has established itself as the technological hub par excellence in Europe,” declared to the The economist Mayor María José Catalá. In Xataka | IBM fired 8,000 workers to replace them with AI. What I did not expect was to hire many others … for the AI Image | The Terminal Hub, IBM

When human talent is no longer essential

May 1, 2025 by usatoday24

Duolingo has taken a step that seems small, almost technical: it will replace part of its network of external collaborators with generative. His CEO announced it, Luis von Ahnin an internal email that Then he posted on LinkedIn. But after that phrase that sounds corporate because it is – “we will be a company Ai-first” – A larger turn is hidden. Not only in your strategy. In the type of world we started to live. What Duolingo has done is not simply automating tasks. Is Demonstrate that, in certain industries, human talent is no longer a necessary condition to create value at scale. What was previously slow, expensive and artisanal – create formative content – can now be synthesized in mass and in seconds. Without exhaustion. Without payrolls. No creative demands. In silence. In the last thirty years, the Internet put us in An economy where human capital – ideas, creativity, language, criteria – was the great bottleneck. People were still essential. But we are seeing the beginning of decoupling: the separation between digital value and direct human contribution. A new starting point. The generative AI not only replaces tasks. Is starting with redraw the merit border. Knowing how to do something well is not enough. If a machine can do it “sufficiently”, you can get out of the map. Although your version is better. Although your criteria is finer. The qualitative differential no longer compensates for the speed and scale. And in that logic, talent ceases to be a protected asset. It becomes optional. Duolingo will not be the only one. It has only been the first to say it without surroundings. It sounds like a sample of what is coming. Companies that no longer hire if they do not automate, Like shopify. Departments in which it is measured how much value you contribute with ia, not without it. And a new type of worker that must show that it is still competitive … in front of a machine. This moment marks A rupture. Creativity, for decades, was a shelter against automation. Now is your next land. And that forces us to ask ourselves more uncomfortable questions: if talent is no longer essential, what is the place of human work in the digital economy? What remains of professional prestige when excellence no longer guarantees relevance? The story will remember this gesture of Duolingo not because of its immediate effect, but for what it anticipates. A new phase. More than a technological change, a mutation in the rules of the game. In Xataka | Chatgpt has been a tool. If you start remembering all our conversations, it will be something else: a relationship Outstanding image | Xataka

34% of the employees are overcaified while companies do not find “talent”

April 22, 2025 by usatoday24

In Spain, labor overcurrent has become a persistent phenomenon that affects a good part of the active population. According to Eurostat data35% of Spanish workers with university degree He is working In a position that does not require such high qualification, so it is considered underemployed because the labor market is not taking advantage of their knowledge. On the other hand, most companies Does not find qualified talent what are you looking for. Some and others so little. Undume employee record. Every year, thousands of workers with university degrees or higher training are forced to accept jobs that do not require your level of studies. At least that’s what emerges from The latest published data By Eurostat. According to this data, 34% of workers in Spain occupy a position lower than their educational level, which represents the highest overcover rate of the European Union. This figure is 13.7 percentage points above the EU average, which is at 20.7%. Behind Spain are Greece (32.3%) and Austria (26.8%), while countries such as Luxembourg (4.3%), Czech Republic (10.6%) and Croatia (12.3%) register the lowest levels of overcover in the EU. The Spanish employees They have been supporting this phenomenon for more than a decade that, despite having reduced slightly in recent years, continues without finding a solution to reduce the gap in the talent imbus that exists between the formation of the candidates and what companies demand. Women are the most affected. As explained from the EU, the phenomenon of overcover affects both men and women, but in 21 of the 27 countries of the EU, the percentage of overcree women is greater than that of men. Although the gender difference is minimal in Spain: 35.8% of women and 34% of men are overwhelmed. This trend has been stable for more than a decade and does not respond to causes of gender discrimination, but to a generalized inefficiency of the Spanish labor market and Difficulty for family reconciliationwhich forces women to accept jobs for those who are overwhelified, but that allow them to adjust schedules for take care of your children. Difficulty finding qualified talent. At the same time, the last study ‘2025 talent imbus‘ Prepared by the ManpowerGroup employment platform, it reveals that three out of four companies have trouble finding the profiles it needs. On average, 75% of companies do not find qualified personnel for certain profiles, and in some sectors the figure rises to 84%. This situation generates a paradox in the labor market: there is an excess of professionals trained for positions that do not exist and, at the same time, there is a huge scarcity of workers for the competences that companies really demand. The result is an unbalanced labor market, where the supply of employees and the demand for talent do not coincide. The mismatch between training and business demand. The root of this problem is in the mismatch between the training chosen by the students of university careers and the needs of the productive fabric. According to him Sixth Report of the Labor Market Observatory of 2023, prepared by BBVA Research and Fedea, more than 54% of graduates in university careers related to Humanities, Arts and Social Sciences They end up being overcree employees in jobs that have nothing to do with their training. Touch the image to access the original message A very visual example was provided by analyst Jon González (@jongonzlz), from Your X profilein which it showed a graph of the university careers that less underemployment (jobs that require less qualification) record. Placing health care races, engineering, computer science and sciences among which the least labor mismatch. On the other hand, the data corroborates that the branches of humanities register the largest number of overcreeing graduates for the employment it develops. In Xataka | The public sector as a refuge for employees undervalued by private companies: 45% of opponents already have a job In Xataka | The Z generation sharpens the talent retention problem in companies: they do not marry anyone Image | Unspash (Brooke Cagle)

Índigo inherited the talent of her parents: Camilo shared an audio of his daughter singing

January 27, 2025 by usatoday24

The eldest daughter of Camilo and Evaluna He inherited the talent of his parents. Recently, the Colombian singer shared a video of Indigo’s musical talents. Through his Instagram account, Camilo delighted his followers with an adorable publication in which Índigo is heard singing with him. “Listening to my daughter sing this song makes me feel like I’m doing things right,” the singer wrote in the publication. In the video there are only images of Camilo but in the background you can hear Índigo singing along to her new song “Querida yo”. Immediately, the publication was filled with comments from her followers praising Indigo’s voice. “Thank you Camilo for transmitting so much love”, “Indi’s kick… is the voice that our inner child needed to finish listening to”, “My heart swells listening to Indi’s beautiful little voice”, “I love listening to Indi sing”, are some of the comments. “Querida yo” is the new song by Camilo and the Argentine Yami Safdie. An intimate and moving song that, according to what they said in an interview with EFE, embraces musical minimalism, with lyrics “that promote self-love and affection for personal stories.” Why don’t Camilo and Evaluna show their daughters’ faces? Camilo and Evaluna They are very careful when keeping the identity of their daughters a secret.. Although the couple often shares photos or videos with Indigo and Amaranto, they make sure their faces are not visible. Last year, The couple decided to explain the reason why they prefer to keep the identity of their daughters private. In an interview with the program Windowing, Evaluna told why they decided not to show Índigo and Evaluna’s faces. “It’s not because, oh, (Indigo and Amaranth) we don’t want to show them; because, for us, it is (something bad). It’s not like we’re hiding them or anything. We are trying to protect your autonomy“said Ricardo Montaner’s daughter. Camilo and Evalunawho got married in February 2020, He has two daughters: Indigo, two years old, and Amaranto.who was born in August of this year. Both girls were born at home. Continue reading: · Camilo and Evaluna shared what they learned in 2024· Camilo and Evaluna will renew their vows in Guatemala· Camilo and Evaluna’s keys to keeping something they love “alive and healthy”

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