Where family offices find senior talent
Built on Chapter 2 of The Single Family Office by Richard C. Wilson. Full chapter text: FamilyOffices.com.
Hiring for a family office is hard on both sides. Families struggle to find qualified people. Good executives struggle to find openings. Many family offices are private and rarely talk to each other, so the market for talent is thin and slow.
Why the market is so tight
Senior family office executives often stay put longer than they want to. Many do not know where to look for their next role. If they were seen shopping their resume, they could lose their current job before finding a new one.
I have had many senior executives from large family offices approach us quietly for help. One told me he felt underpaid and undervalued. The founder had built the fortune by being thrifty and saw no reason to change. That executive was a strong hire waiting for the right family to find him.
Seven places to look
Over the years I have seen these approaches work best.
1. Professional networks online. LinkedIn has been far more useful for us than other social media. Searching for family office professionals in your region is a simple start. Industry associations also give access to people who already understand the field.
2. Conferences and workshops. Executives who are restless in their roles tend to show up at industry events. Over time, attending builds a bench of people you could hire later.
3. Pay that stands out. A creative package can pull someone from a great job. Options include a share of profits on deals the person helps close, or a bonus tied to portfolio gains. One company we invest in offers senior leaders a share of revenue from new divisions they build.
4. Training programs. Some family offices use industry training and certificate programs to train new hires or to find people who have already studied the field.
5. Cherry picking from institutions. Good targets include multi-family offices and accounting firms, along with private equity funds, investment banks, and large endowments. Many family office executives started as outside advisors to a family that later asked them to join full time.
6. Building your family office brand. A few family offices have chosen to be visible. They get better deal flow, attract better applicants, and connect with more families for co-investing. Privacy has value, but so does being findable.
7. Executive search firms. Many family offices resist paying search fees. Still, a search firm that knows the family office world can be worth it for a critical role.
Trust still comes first
Whatever the source, families tend to favor people they already know. Many would rather hire someone they have worked with for years than a stranger with a stronger resume. That is why building relationships long before you need to hire pays off.
Make your office attractive
Good people have choices. Working in a family office can feel isolating after a large firm, and family politics can wear people down. Offer clear roles, fair pay with upside, and respect for professional judgment. Those three things matter more than a fancy office.
Keep a talent list
I suggest every family office keep a short private list of people it would hire if the chance came. Add names after good meetings at events, strong work from an outside advisor, or a recommendation from a peer family. Review the list each year. When a role opens, you start with warm candidates instead of a blank page.
What to take from this
- Build relationships with potential hires long before you need them.
- Use professional networks and events to find restless talent.
- Recruit from institutions where family office skills already exist, such as private banks and endowments.
- Offer upside that rewards results, not just a salary.
This page is general information, not legal, tax, or employment advice. Speak with an employment attorney before setting roles, pay, or hiring policies.
Questions and answers
Why is family office hiring so hard? The industry is small and private, and executives rarely advertise that they want to move.
Where do family offices find senior people? Professional networks, events, institutions such as banks and endowments, and search firms.
Do family offices use search firms? Some do, especially for critical roles, though many prefer referrals.
What attracts top talent to a family office? Clear roles, fair pay with upside, and respect for professional judgment.