Family Office Space & the Great Wealth Transfer

How Recruiting in the Family Office Space Has Changed Since the Great Wealth Transfer

By Cheryl Grimaldi | Founder - Anton Everest Executive Search 

Over the next two decades, an estimated $70–$100 trillion will transfer from Baby Boomers to the next generation.

This historic shift — often called the Great Wealth Transfer — is dramatically reshaping the world of family offices and, with it, the way talent is recruited.

As someone who has worked in executive search for decades, I can tell you the family office space today looks very different than it did even ten years ago.

Here are the biggest changes.

1. The Explosion of Family Offices

The number of family offices has grown rapidly.

Entrepreneurs selling companies, tech founders exiting startups, and generational wealth transfers are all driving the creation of new single-family offices.

Many wealthy families who once relied on banks or wealth managers are now building dedicated teams to manage investments, governance, and lifestyle assets internally.

That means one thing for recruiters: demand for talent has surged.

Entire teams are now being built from scratch.

2. Family Offices Are Becoming Institutional Investors

Historically, many family offices were small and often run by a trusted attorney or accountant.

Today, they increasingly look like boutique investment firms.

Modern family offices hire:

• Private equity professionals
• Hedge fund portfolio managers
• Venture capital investors
• Direct investment specialists

Families are increasingly pursuing direct deals and co-investments, which requires much more sophisticated investment talent.

Recruiting now often targets candidates coming directly from Wall Street, private equity, and venture capital.

3. The War for Talent

The competition for family office talent has intensified.

Compensation has risen significantly as family offices compete with private equity firms, hedge funds, and institutional investors for the same candidates.

But compensation alone is rarely the deciding factor.

Candidates often want to understand:

• long-term stability
• co-investment opportunities
• alignment with the family’s vision
• influence over strategy

Recruiting in this space has become much more about selling the opportunity and the mission.

4. The Skill Set Has Expanded

Modern family offices do far more than manage portfolios.

They now operate across a wide range of areas including:

• estate and tax strategy
• philanthropy
• governance and succession planning
• lifestyle asset management (real estate, aviation, art collections)

As a result, recruiters increasingly look for hybrid operators — professionals who can combine technical expertise with strategic thinking.

5. Next-Generation Leadership Is Changing Hiring Priorities

As wealth transfers to younger generations, priorities are shifting.

Next-gen principals are often more focused on:

• venture investing
• technology investments
• impact investing and ESG
• digital assets
• data and AI capabilities

Family offices are now hiring professionals who understand emerging sectors and modern investment strategies.

6. The Rise of the “Athlete Generalist”

Family offices typically operate with small, highly capable teams.

Because of this, the most successful hires tend to be high-caliber generalists — professionals who can think strategically across multiple asset classes and business areas.

Recruiters increasingly prioritize candidates who can:

• evaluate deals
• think across investments
• operate at a strategic level
• work directly with principals and family members

7. Culture Fit Matters More Than Ever

Perhaps the biggest difference between recruiting for a family office and recruiting for a traditional company is culture and trust.

Technical skills matter.

But what matters just as much is:

• discretion
• emotional intelligence
• alignment with the family’s values
• ability to navigate complex family dynamics

A bad hire in a family office can impact both financial outcomes and family relationships.

Which is why these searches require an especially careful and thoughtful approach.

The Bottom Line

The Great Wealth Transfer is transforming family offices from quiet administrative entities into sophisticated private investment platforms. And recruiting in this space is evolving just as quickly.

Today’s family office leaders must combine:

• institutional-level investment expertise
• strategic thinking
• discretion and emotional intelligence
• the ability to work closely with families managing generational wealth

For recruiters, it is one of the most fascinating — and fastest growing — areas of executive search.