Hiring is the hardest operational problem most family offices face: over 90% of North American family offices report difficulty recruiting, according to RBC and Campden Wealth. A clear brief, the right pay and a confidential process make the difference.
1. Write a real brief
Describe what the person will actually do, who they report to, which work is outsourced, and what success looks like in the first year. Family office roles vary more than corporate ones, so a generic job description attracts the wrong people.
2. Set pay from data
Pay depends on role, office size and location. Use our family office salary calculator as a starting point.
3. Decide how to search
| Approach | Best for | Cost |
|---|---|---|
| Referrals and your network | Any role, when you know strong people | Your time |
| Contingent recruiter | Accountants, tax, payroll, assistants | A percentage of first-year salary, paid on hire |
| Retained search | Controller, CFO, chief of staff, head of office | A percentage of first-year salary, part paid up front |
| Interim staff | Tax season, close, gaps | Hourly |
4. Screen for discretion and range
Test technical skill with real scenarios, and ask how candidates have handled sensitive information. Check references, including one from a former principal or partner.
5. Keep it confidential
Don't name the family until a candidate has signed a confidentiality agreement. A specialist recruiter can run the search under a code name.
Work with us
Family Office Hires places controllers, accountants, tax, operations staff and chiefs of staff with single and multi-family offices across the US. See how we work.
Questions
How much does a family office recruiter cost?
Recruiters usually charge a percentage of the hire's first-year salary. Contingent searches are paid when the hire starts; retained searches are paid partly up front.
How long does it take to hire for a family office?
Often two to four months for senior roles, faster for accountants and interim staff.
What is the difference between a family office recruiter and a headhunter?
Mostly wording. Headhunters usually work retained senior searches; recruiters often work contingent searches for staff roles.