Family offices operate in a world apart from traditional corporations, raising the question: do they really need a family office recruitment firm?

While some family offices are incredibly discreet and others are more open, they all face the same challenge: finding professionals they can trust to manage and grow generational wealth. That’s why partnering with an executive search firm with extensive experience supporting family offices is indispensable: sourcing, vetting and placing specialists who align with the role as well as the family’s values and long-term vision.

I’ve spent years placing top talent in these environments and seen firsthand how complex the hiring process can be. Here’s what family offices need to know.

Why family offices need a family office recruitment firm

1. Unmatched discretion in hiring

Family office hiring is often private – no job postings, no announcements. The wrong exposure invites unwanted attention, disruption or security risks, making a low-profile, strategic approach essential.

At Hanover, we operate through deep, trusted networks, quietly identifying and securing the right talent behind the scenes. Every search is tailored, every conversation is private and every placement is made with the utmost discretion.

2. Access to an ultra-niche talent pool

Family offices need specialized expertise, like Certified Public Accountants (CPAs) who understand complex tax structuring, or investment specialists who can navigate private markets. The problem is that these candidates are deeply embedded within the insular world of wealth management, making them incredibly hard to find.

I’ve built relationships with these professionals and understand what moves them. Take CPAs: demand is skyrocketing while the talent pool shrinks. With over twenty years of placing CPAs, I know where to find them, how to engage and earn credibility with them, and what it takes to attract them to your family office. A family office recruiter needs this deep knowledge base to secure this access.

3. Identifying candidates who understand the family office culture

A family office isn’t just another workplace, it’s an extension of the family itself. The right hire should understand the family’s values, communicate with them flawlessly and adapt to their evolving lifestyle demands.

I’ve seen brilliant professionals fail here because they lacked the emotional intelligence or cultural awareness to navigate family dynamics. Trust, diplomacy and adaptability matter just as much as financial acumen. Family office recruitment firms understand this and can help secure the right individual, not just the right skillset.

4. Succession planning for multi-generational wealth

Family offices often struggle to find new leaders who can bridge the expectations of different generations while ensuring long-term stability for the family’s legacy.

Family office recruitment agencies play a key role in identifying succession-ready talent – individuals who can maneuver interpersonal complexities, earn the confidence of heirs and preserve continuity.

5. Finding multi-skilled talent for hybrid roles

When you’re overseeing generational wealth, you need to wear multiple hats. A single hire might need to blend financial expertise with operational management or provide investment oversight while handling complex tax structuring.

At Hanover, we specialize in placing highly skilled professionals in hybrid roles, such as wealth strategists with experience across asset classes, or finance professionals who also manage estate operations.

How to keep family offices thriving

I’ve placed exceptional talent across a range of functions in both single-family offices (SFOs) and multi-family offices (MFOs), and I can tell you this: success isn’t about hierarchy, it’s about who the family trusts behind closed doors.

For example, I placed a Controller for a family office that hadn’t hired externally in two decades. Bringing in leadership to serve the family’s second and third generations, it marked the start of a generational transition, so securing buy-in from across the family was crucial to achieving a smooth handover of financial stewardship.

And for a highly discreet family office, I placed a Director of Real Estate Investments – one of three hires I’ve made for them over the years. The owners have a very public profile, but their family office remains deliberately private, requiring someone who could operate with total discretion while delivering extraordinary financial results. As part of a four-person investment team, my placement was involved in doubling the firm’s assets within his first five years.

The 2025 hiring landscape for family offices

Given the surge in new family offices, the increasing complexity of ultra-high-net-worth (UHNW) portfolios and the growing importance around succession planning, the demand for elite family office professionals has never been higher. Here’s what’s shaping the hiring market:

Explosive growth in family offices

By 2030, the number of family offices will grow by 75%, driven by shifting investment strategies, increasing regulatory pressures and, of course, the historic $53 trillion wealth transfer to younger generations. This creates an urgency for next-generation leaders who can balance legacy preservation with modern tactics.

Increased demand for succession-ready talent

As Baby Boomers pass down control of family wealth, family offices need executives who can temper generational differences, uphold legacy values and adapt to the evolving investment philosophies of younger heirs.

Heightened competition for elite professionals

A fierce talent war has ignited as UHNW families expand into real estate, private equity and international assets. Everyone’s chasing strategic portfolio guardians: investment experts, tax specialists and estate professionals who oversee complex holdings, including eclectic assets like wineries and aircrafts.

While family offices can outsource expertise, they still need in-house talent with a full portfolio view. But the talent pool is already tight, and for accounting-focused roles, a nationwide CPA shortage is making hiring even tougher. A family office recruitment firm helps by leveraging its network to uncover sought-after talent others can’t reach.

Evolving regulatory requirements

As portfolios complexify, compliance and tax structuring face increasing scrutiny. Family offices need specialists to navigate tax transparency laws, AML regulations and global compliance standards. The right recruitment partner understands these pressures, sourcing experts who safeguard wealth while keeping operations above board.

Rise of MFOs and RIA family offices

With over 5,000 MFOs worldwide, alongside a growing number of Registered Investment Advisors (RIAs) offering family office services, multi-client service models are climbing. These demand executives who can navigate diverse investment strategies, governance structures and confidentiality requirements without compromising trust or tailored client service.

The smartest investment a family office can make

When it comes down to it, family office hiring is about securing a legacy. By partnering with a dedicated recruitment firm, offices gain:

• Unparalleled access to top-tier talent
• A confidential, strategic hiring process
• Long-term stability and value alignment

With years of family office recruitment experience, I’ve honed the art of placing professionals who seamlessly integrate into this unique world.

Reach out to me directly and we’ll start a conversation.