http://antoneverest.com/ AntonEverest - Blog RSS Feed 2.0 en-us Sun, 19 Apr 2026 10:40:05 GMT Sun, 19 Apr 2026 10:40:05 GMT http://antoneverest.com/blog/16887/A-Diagnostic-For-Your-Family-Office blog We are seeing many family offices do this exact process. Extraordinary read and gives a step by step. If needed we can recommend teams to facilitate this process for you.  A Diagnostic For Your Family Office A resilient Family Office is rarely the result of chance. It is built through intentional design, regular reflection, and a willingness to adapt. Read in Forbes: https://apple.news/A34K0e5dkSAmVtgoXOnEvqA Cheryl Grimaldi Founder | President Anton Everest 970.390.0773 mobile www.antoneverest.com cgrimaldi@antoneverest.com Sun, 19 Apr 2026 06:00:00 GMT http://antoneverest.com/blog/16887/A-Diagnostic-For-Your-Family-Office http://antoneverest.com/blog/16886/Family-Offices---AI-Investments blog We have been doing a deep dive on AI. (Pretty sure everyone has. We are wanting to provide the best tools on the market to our clients and candidates. Many are warning of an AI bubble bust - perhaps. However, when Family offices are investing in it - I pay attention. This article cites some of the top family offices and where they are investing in AI.  Family offices double down on AI investments as startup fundraising hits record AI bubble fears haven't stopped investment firms of billionaires like Laurene Powell Jobs from betting on high-flying startups Read in CNBC: https://apple.news/A09N1s37NQE2Pk3T4Wp3kgA Cheryl Grimaldi Founder | President Anton Everest 970.390.0773 mobile www.antoneverest.com cgrimaldi@antoneverest.com Wed, 15 Apr 2026 06:00:00 GMT http://antoneverest.com/blog/16886/Family-Offices---AI-Investments http://antoneverest.com/blog/16884/Family-Office-Leadership---Mentorship blog This article describes family office leadership better than anything I have ever read. Extraordinary insights and spot on management advice. A must read for all family office executives.  Why Family Office Leaders Should Think Like Mentors, Not Executives Leading through mentorship requires empathy and consistent presence. These traits are harder to quantify than performance metrics but are key for guiding UHNW families. Read in Forbes: https://apple.news/ASoPO55SCSCm4Dgk38bEa6w Cheryl Grimaldi Founder | President Anton Everest 970.390.0773 www.antoneverest.com cgrimaldi@antoneverest.com Sat, 11 Apr 2026 06:00:00 GMT http://antoneverest.com/blog/16884/Family-Office-Leadership---Mentorship http://antoneverest.com/blog/16883/Where-Billionaire-Family-Offices-Are-Investing blog Always interesting to see where family offices are investing.  Where billionaire family offices placed their bets before the new year The private investment firms of Leon Cooperman and the Walton family disclosed bold stock buys last quarter. Read in CNBC: https://apple.news/AwEal9ULXSqK6xssLfTJg7g Cheryl Grimaldi Founder | President Anton Everest 970.390.0773 mobile www.antoneverest.com cgrimaldi@antoneverest.com Tue, 07 Apr 2026 06:00:00 GMT http://antoneverest.com/blog/16883/Where-Billionaire-Family-Offices-Are-Investing http://antoneverest.com/blog/16882/Family-Offices---Commercial-Real-Estate blog The beauty of the family office - flexibility and less red tape than corporate America to make moves like this. Family Offices Are Diving More Into Commercial Real Estate — With a Twist A 25-year master lease inked last October by Declaration Partners and Hilltop Real Estate for three SoHo storefronts showcased an evolution in the family office space in commercial real estate. Read in Commercial Observer: https://apple.news/AVVozzYCpQEmpl0tkoKEJSg Cheryl Grimaldi Founder | President Anton Everest 970-390-0773 mobile www.antoneverest.com cgrimaldi@antoneverest.com Fri, 03 Apr 2026 06:00:00 GMT http://antoneverest.com/blog/16882/Family-Offices---Commercial-Real-Estate http://antoneverest.com/blog/16881/The-Great-Wealth-Transfer-Shaping-Family-Offices blog Incredible article about The Great Wealth Transfer shaping Family offices. Pairs beautifully with the changes we are seeing in recruiting in the family offices space.  I've been advising wealthy family offices on real estate for decades. This market requires another look at your 100-year plan Belinda G. Schwartz was named Herrick's Executive Chair in March 2023 and has been a member of the firm's Executive Committee since 2017. She has led Herrick's Real Estate Department since 2014, is a 30+ year veteran of New York City's commercial real estate market, and is one of the few women in the nation currently leading a major law firm. March 7, 2026, 7:00 AM ET Belinda courtesy of Herrick The Great Wealth Transfer is reshaping the landscape for family offices — and it's happening at the Read in FORTUNE: https://apple.news/Abts04PSvQROsOsn174xVrw Cheryl Grimaldi Founder | President Anton Everest info@antoneverest.com www.antoneverest.com 970.390.0773 mobile Tue, 31 Mar 2026 06:00:00 GMT http://antoneverest.com/blog/16881/The-Great-Wealth-Transfer-Shaping-Family-Offices http://antoneverest.com/blog/16880/The-One-Hiring-Mistake-Family-Offices-Make-That-Can-Cost-Millions blog The One Hiring Mistake Family Offices Make That Can Cost Millions By Cheryl Grimaldi | Founder - Anton Everest Family offices operate in a unique environment. They manage significant wealth, oversee complex investments, and often coordinate a wide range of assets—from operating businesses and private investments to real estate, aviation, and philanthropy. Because teams tend to be small, every hire carries enormous weight. One wrong decision can have consequences that extend far beyond the role itself. Over the years, one hiring mistake appears more often than any other. Families prioritize technical expertise over judgment and trust.   The Resume Trap When family offices hire investment professionals or senior leaders, the instinct is often to focus heavily on credentials. Resumes may include impressive backgrounds: top investment banks private equity firms hedge funds Ivy League degrees These qualifications certainly matter. But in a family office environment, they are not the most important factor. Family offices do not operate like institutional investment firms. The individuals they hire will often be working directly with the family, advising on decisions that affect both financial outcomes and generational legacy.   The Importance of Judgment Technical expertise can be taught. Judgment cannot. Family office leaders must be capable of making decisions in situations where information is incomplete, markets are uncertain, and the consequences of error can be significant. Strong judgment requires more than intelligence. It requires: • experience • perspective • humility • the ability to assess risk thoughtfully The best leaders in this environment know when to pursue opportunity—and when restraint is the wiser choice.   Trust Is the Real Currency In most companies, employees manage assets owned by shareholders. In family offices, leaders often manage wealth that represents generations of work, legacy, and identity. Because of this, trust becomes the defining factor in hiring decisions. Families must feel confident that the individuals they bring into their office will demonstrate: • absolute discretion • sound judgment • alignment with the family's values • long-term thinking These qualities rarely appear clearly on a resume.   Why Smaller Teams Raise the Stakes Most family offices operate with lean teams. This structure creates advantages: agility, privacy, and direct communication with principals. But it also means each hire has outsized influence. A poor hiring decision can lead to: • flawed investment decisions • operational disruption • damaged relationships within the family In environments where trust and discretion are paramount, the cost of a misaligned hire can be far greater than the salary attached to the role.   The Best Family Offices Hire for Character First The most successful family offices tend to approach hiring differently. They look beyond credentials to identify individuals who demonstrate: • intellectual curiosity • humility • sound judgment • emotional intelligence • alignment with the family's long-term vision Technical expertise remains essential. But character, discretion, and judgment ultimately determine whether someone can succeed in the role.   Hiring for Generational Stewardship Family offices are not simply managing capital. They are stewarding wealth that may span multiple generations. The individuals entrusted with this responsibility must possess more than impressive resumes. They must be capable of serving as trusted advisors to families whose financial decisions shape not only portfolios, but legacies. Hiring with this level of responsibility in mind requires an approach that evaluates both capability and character.   Anton Everest specializes in executive search for family offices and ultra-high-net-worth environments, identifying leaders capable of operating at the intersection of investment expertise, discretion, and long-term trust. Cheryl Grimaldi Founder | President  Anton Everest cgrimaldi@antoneverest.com 970-390-0773 mobile www.antoneverest.com Thu, 26 Mar 2026 06:00:00 GMT http://antoneverest.com/blog/16880/The-One-Hiring-Mistake-Family-Offices-Make-That-Can-Cost-Millions http://antoneverest.com/blog/16879/The-Family-Office-Lean-Team-Philosophy blog Why Family Offices Are Hiring Fewer People — But Paying Them More By Cheryl Grimaldi | Founder - Anton Everest    Over the past decade, family offices have grown significantly in both number and complexity. At the same time, an interesting trend has emerged within many of these organizations: They are hiring fewer people — but paying them more. This shift reflects a broader evolution in how ultra-high-net-worth families structure their offices and recruit leadership to manage generational wealth. The Lean Team Philosophy Unlike large institutional investment firms, family offices tend to operate with small, highly capable teams. Rather than building large departments, many families prefer to assemble a tight group of trusted leaders who can operate across multiple disciplines. This approach allows family offices to remain: • agile • discreet • efficient • closely aligned with the principals In many cases, a family office managing billions in assets may have fewer than twenty employees. The Rise of the "Exceptional Generalist" Because teams are intentionally small, each hire carries significant responsibility Family offices increasingly seek professionals who can operate at a high level across multiple areas, including: • investment strategy • deal evaluation • operational oversight • governance coordination These individuals are often described as exceptional generalists — professionals with institutional experience who can adapt to a broad range of responsibilities. This is very different from the highly specialized roles found in large financial institutions.   Trust Is More Valuable Than Headcount In family office environments, trust and judgment often outweigh scale. Families are not simply hiring employees.They are selecting long-term stewards of capital and advisors to the family itself. Because of this dynamic, many offices prefer to hire fewer individuals with deeper experience, rather than building larger teams with narrower roles. Each hire must be someone the family can rely on with both financial decisions and sensitive personal matters.   Compensation Reflects the Stakes With fewer positions available, compensation has increased accordingly. Senior leaders within family offices are often compensated at levels comparable to — and sometimes exceeding — institutional investment roles. Compensation packages may include: • significant base salaries • performance-based incentives • co-investment opportunities • long-term alignment with the family Families recognize that attracting exceptional leadership requires competitive and thoughtfully structured compensation.   Discretion and Judgment Remain Paramount While financial expertise is essential, the defining qualities of successful family office leaders often extend beyond technical skill. The most sought-after candidates demonstrate: • discretion • emotional intelligence • strategic thinking • the ability to operate in highly confidential environments These roles require individuals who can move comfortably between investment decision-making and trusted advisory responsibilities.   The Future of Family Office Hiring As the Great Wealth Transfer accelerates, family offices will continue to evolve. However, one principle is likely to remain constant: Families will prioritize quality over quantity when building their teams. Rather than expanding headcount, many offices will continue to focus on identifying a small number of exceptional leaders capable of stewarding wealth across generations. For executive recruiters operating in this space, the challenge is not simply identifying talent. It is identifying individuals who possess the rare combination of investment expertise, sound judgment, and the trustworthiness required to operate within the most private financial environments in the world.   Anton Everest specializes in executive search for family offices and ultra-high-net-worth environments, identifying leaders capable of operating at the intersection of investment expertise, discretion, and long-term trust. Cheryl Grimaldi Founder/President  Anton Everest cgrimaldi@antoneverest.com 970-390-0773 mobile www.antoneverest.com Sun, 22 Mar 2026 06:00:00 GMT http://antoneverest.com/blog/16879/The-Family-Office-Lean-Team-Philosophy http://antoneverest.com/blog/16876/The-7-Roles-Every-Modern-Family-Office-Is-Hiring-For blog The 7 Roles Every Modern Family Office Is Now Hiring For By Cheryl Grimaldi | Founder - Anton Everest  Family offices have evolved dramatically in the past decade. As wealth transitions to younger generations and families pursue more sophisticated investment strategies, family offices are expanding well beyond their traditional structure. What once required a small team of advisors now often resembles a private investment firm with specialized leadership across multiple disciplines. As a result, we are seeing increased demand for several key roles within family offices. Here are seven positions that are increasingly critical to the modern family office. 1. Chief Investment Officer (CIO) Many family offices are building internal investment teams capable of sourcing and executing direct investments, private equity deals, and venture capital opportunities. The CIO is responsible for overseeing the family's investment strategy, asset allocation, and deal flow. Increasingly, these leaders come from private equity, hedge funds, or institutional asset managers. 2. Head of Direct Investments Families are moving beyond passive investment strategies. Many want to participate directly in acquisitions, venture investments, and co-investments. This role focuses on sourcing deals, conducting due diligence, and managing investment partnerships. Candidates often come from private equity or investment banking backgrounds. 3. Chief Operating Officer As family offices grow more complex, operational leadership becomes critical. The COO often oversees: • internal operations • reporting and governance • vendor relationships • coordination between investment, legal, and administrative teams This role ensures the office runs efficiently while supporting the family's long-term strategy. 4. Head of Philanthropy Philanthropy has become a central priority for many next-generation families. Family offices are increasingly hiring leaders who can help structure impactful philanthropic initiatives, foundations, and charitable strategies. This role requires both strategic thinking and deep nonprofit expertise. 5. Director of Family Governance Multi-generational wealth introduces complex governance challenges. Many families now hire professionals who help establish structures around: • family councils • succession planning • education for next-generation family members • decision-making frameworks These leaders help preserve family alignment across generations. 6. Technology and Data Leadership Technology has become increasingly important in managing large, complex portfolios. Family offices are hiring leaders responsible for: • investment data systems • cybersecurity • digital reporting platforms • technology infrastructure Some offices are even exploring AI-driven investment analytics. 7. Lifestyle Asset Managers Many family offices manage significant lifestyle assets including: • real estate portfolios • aviation • art collections • yachts • luxury properties Dedicated leaders are often hired to oversee these assets and coordinate operations across the family's holdings. The Evolution of Family Office Talent The modern family office requires a unique combination of investment sophistication, operational expertise, and trusted advisory capability. Recruiting for these environments is rarely straightforward. Successful leaders must be able to navigate both complex financial decisions and the dynamics of multi-generational families. As the Great Wealth Transfer accelerates, identifying individuals capable of stewarding generational wealth will become even more important.   Anton Everest specializes in executive search for family offices and ultra-high-net-worth environments, identifying leaders capable of operating at the intersection of investment expertise, discretion, and long-term trust. Cheryl Grimaldi Founder/President Anton Everest cgrimaldi@antoneverest.com 970-390-0773 mobile www.antoneverest.com Wed, 18 Mar 2026 06:00:00 GMT http://antoneverest.com/blog/16876/The-7-Roles-Every-Modern-Family-Office-Is-Hiring-For http://antoneverest.com/blog/16873/Recruiting-in-the-Family-Office-World blog Recruiting in the Family Office World After the Great Wealth Transfer How Talent Strategy Is Changing for UHNW Families By Cheryl Grimaldi | Founder - Anton Everest    Over the next two decades, an estimated $70–$100 trillion will transfer from Baby Boomers to younger generations. This historic shift—often called the Great Wealth Transfer—is fundamentally changing how ultra-high-net-worth families structure their wealth and the talent they recruit to steward it. Family offices that once operated quietly with small administrative teams are evolving into sophisticated investment platforms, often rivaling institutional investors in both strategy and complexity. For executive recruiters working in this space, the shift is unmistakable. Here are the most important ways recruiting in the family office sector has changed. The Rapid Expansion of Family Offices The number of family offices globally has grown dramatically in the past decade. Entrepreneurs exiting companies, technology founders reaching liquidity events, and multi-generational wealth transitions have led many families to establish single-family offices to manage wealth internally. Rather than relying exclusively on private banks or asset managers, families are building in-house teams responsible for investments, governance, philanthropy, and lifestyle assets. This growth has created a significant demand for highly specialized talent. Family Offices Are Now Institutional Investors The modern family office looks very different from its predecessor. Where offices were once run primarily by attorneys, accountants, or trusted advisors, many now resemble boutique investment firms. Families are increasingly building teams capable of executing: direct investments private equity deals venture capital strategies co-investments alongside institutional partners As a result, recruiting efforts often target professionals coming from private equity firms, hedge funds, venture capital, and investment banks. The expectations around investment sophistication have increased dramatically. The Competition for Talent Has Intensified With more family offices entering the market, competition for experienced leadership has become significantly more competitive. Many offices now compete directly with private equity firms and institutional asset managers for top talent. However, compensation alone rarely drives decisions in this sector. Senior candidates evaluate opportunities based on: long-term alignment with principals influence over investment strategy co-investment opportunities the stability and vision of the family Successful recruitment often requires positioning the role as a long-term partnership rather than simply a position. Broader and More Complex Skill Sets Today's family offices manage far more than investment portfolios. They frequently oversee complex ecosystems that include: tax and estate structures philanthropic initiatives governance frameworks real estate portfolios aviation, art collections, and lifestyle assets This has increased demand for leaders who combine technical expertise with strategic oversight and operational judgment. The most successful candidates tend to be high-caliber generalists capable of operating across disciplines. Next-Generation Leadership Is Reshaping Priorities As wealth transitions to younger generations, investment priorities are evolving. Next-generation principals often place greater emphasis on: venture investing and innovation technology and data-driven strategies impact investing and ESG initiatives emerging asset classes such as digital assets Family offices are increasingly recruiting leaders who understand both traditional investment disciplines and emerging sectors. Culture, Trust, and Discretion Remain Paramount Perhaps the defining characteristic of family office recruiting is that technical qualifications alone are not sufficient. These roles require individuals who can operate in environments defined by trust, confidentiality, and long-term relationships. Successful candidates must demonstrate: exceptional discretion emotional intelligence sound judgment the ability to navigate family dynamics In many ways, family office leadership requires the rare ability to combine institutional investment expertise with trusted advisor instincts. The Future of Family Office Leadership The Great Wealth Transfer is accelerating the evolution of family offices into dynamic private capital institutions. As families increasingly pursue direct investment strategies and multi-generational wealth stewardship, the demand for exceptional leadership will only continue to grow. Recruiting in this sector is no longer simply about filling positions. It is about identifying individuals capable of protecting, growing, and stewarding generational wealth.   Anton Everest specializes in executive search for family offices and ultra-high-net-worth environments, identifying leaders capable of operating at the intersection of investment expertise, discretion, and long-term trust. Cheryl Grimaldi President/Founder Anton Everest cgrimaldi@antoneverest.com 970-390-0773 mobile www.antoneverest.com Sat, 14 Mar 2026 06:00:00 GMT http://antoneverest.com/blog/16873/Recruiting-in-the-Family-Office-World http://antoneverest.com/blog/16872/Family-Office-Space---the-Great-Wealth-Transfer blog 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. Cheryl Grimaldi Founder | President  Anton Everest cgrimaldi@antoneverest.com 970-390-0773 mobile www.antoneverest.com Tue, 10 Mar 2026 06:00:00 GMT http://antoneverest.com/blog/16872/Family-Office-Space---the-Great-Wealth-Transfer http://antoneverest.com/blog/16202/Family-Office-Interview---Strengths---Weaknesses blog How to Answer "What Are Your Strengths and Weaknesses?" in a Family Office Interview In a family office interview, every question has weight. When you're asked about your strengths and weaknesses, you're not being tested for polish—you're being evaluated for judgment, self-awareness, and respect for the environment. Family offices operate differently. Time is valuable. Privacy is assumed. And interviews are often intentionally concise. How you answer matters—but so does how efficiently you answer. First: What This Question Is Not in a Family Office This is not the moment to: Over-explain or ramble Use corporate buzzwords Oversell yourself Treat the interview as conversational filler In family offices, clarity and restraint signal maturity.   How to Talk About Your Strengths (Family Office Lens) Your strengths should reflect: Sound judgment Discretion and trust Long-term thinking The ability to operate calmly in complex situations   A Strong Family Office Strength Framework Strength + context + outcome — delivered succinctly Example: "One of my strengths is judgment under pressure. I've worked in private environments where discretion and timing mattered, and I'm thoughtful about balancing responsiveness with sound decision-making." Two or three strengths, clearly articulated, are enough.   How to Talk About Weaknesses (With Maturity) This is where self-awareness matters most. Family offices are not looking for perfection. They are listening for honesty, accountability, and growth—without drama or over-sharing.   The Right Weakness Framework Real limitation + awareness + adjustment Example: "Earlier in my career, I tended to take on too much responsibility myself. I've since learned that clarity, prioritization, and selective delegation lead to better outcomes." Keep it brief. Keep it grounded. Show progress.   A Critical Point: Respect the Family's Time In a family office interview, how long you speak matters. Valuing their time means: Answering directly Avoiding unnecessary backstory Knowing when to stop talking Letting the interviewer guide depth Concise answers demonstrate respect, confidence, and preparation. If asked about strengths and weaknesses, aim to answer in two to three minutes total, not ten.   What to Avoid in a Family Office Interview Avoid answers that suggest: Poor boundaries Ego or self-importance Lack of discretion Inability to prioritize And avoid answers that feel rehearsed or generic. Authentic, measured responses carry far more weight.   One Final Thought In family office interviews, this question isn't about selling yourself. It's about signaling: "I understand responsibility. I respect your time. And I know how to operate in this environment." If your answer does that, you've answered it well. -Cheryl Grimaldi, CPC Wed, 28 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16202/Family-Office-Interview---Strengths---Weaknesses http://antoneverest.com/blog/16201/Values-based-Recruiting blog Recruiting in the family office space is not to be taken lightly. When working with ultra-high-net-worth families, discretion is paramount. Privacy, trust, and sensitivity are not preferences—they are requirements. Every search carries real weight, and every decision has long-term implications that extend far beyond a job description. At the C-level, the stakes are even higher. It's not enough to recruit someone who is technically accomplished or commercially successful. Family offices must recruit leaders who are exactly aligned with what the family truly needs—often in environments that are personal, complex, and constantly evolving. This article illustrates beautifully what we see every day: Successful family office recruiting is values-based recruiting. The most effective C-level leaders in family offices mirror the family's values. They understand stewardship over scale, long-term thinking over short-term wins, and partnership over ego. They know how to lead quietly, operate with judgment, and earn trust over time. This Forbes article captures the nuance of recruiting at the C-level within the family office space—and underscores why this type of work requires specialization, experience, and deep relationships. It's also exactly why Anton Everest is poised to make a meaningful difference in C-level family office recruiting. Our focus is narrow by design, grounded in discretion, and built around aligning leadership talent with family values—not just filling a role. In this space, cultural and values alignment isn't a "nice to have." It's the most important qualification. And getting it right makes all the difference. The Rise And Rise Of Family Offices: Larger Scale, Sharper Focus, And Talent That Mirrors Family Values Trust is the foundation of family office recruitment. Read in Forbes: https://apple.news/Aky5eyZUISHm0SA2xHxpG7Q -Cheryl Grimaldi, CPC Sun, 25 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16201/Values-based-Recruiting http://antoneverest.com/blog/16200/Family-Office-Hiring---Recruitment blog Why Family Office Recruiting Is So Different Family office recruiting is fundamentally different from corporate or institutional hiring—and this article illustrates exactly why. The allure of the family office space isn't just about compensation or access. It's about proximity to decision-making, long-term thinking, discretion, and trust. These environments are deeply personal, highly nuanced, and often built to last across generations. That's precisely why getting a critical hire right matters so much. In a family office, one key hire can: Shape how decisions are made Influence family dynamics and governance Protect (or expose) sensitive information Impact long-term strategy, continuity, and legacy Unlike larger organizations, there's very little margin for error. Roles are broader, expectations are less scripted, and success depends as much on judgment and emotional intelligence as it does on technical skill. This article does a great job capturing the family office allure—and why hiring in this space requires a completely different lens. It reinforces what we see every day: family offices don't hire quickly, casually, or transactionally. They hire carefully, intentionally, and with the future in mind. That's what makes family office recruiting so specialized—and why expertise in this space isn't optional, it's essential. Not Your Typical Job: What Makes Family Office Recruitment Different? Family offices operate under a different set of rules than traditional businesses - and among many distinguishing factors, this makes recruiting staff a unique challenge. Read in Forbes: https://apple.news/ASOEPba1xSEm-fyCBabXm_w -Cheryl Grimaldi, CPC Thu, 22 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16200/Family-Office-Hiring---Recruitment http://antoneverest.com/blog/16199/Building---Sustaining-a-Family-Office blog There's nothing quite like learning from families who have truly mastered the art of building and sustaining a family office—and the Walton family stands at the very top of that list. They've done it better than just about anyone else. What's especially compelling is that the Waltons intentionally modeled their family office approach after the Rockefeller family—and then evolved it for a modern, global world. The result is a structure that balances discipline, governance, flexibility, and long-term purpose with remarkable effectiveness. This CNBC article is a fantastic read. It offers meaningful insight into how leading families think about stewardship, decision-making, and longevity—and why asking the right questions matters far more than focusing solely on short-term results. For anyone working within, alongside, or aspiring to the family office space, this article is an excellent example of what thoughtful, intentional wealth management looks like when it's done well. Walton family fortune: How America's richest family manages their wealth America's richest family uses a model pioneered by the Rockefellers to manage their wealth. Read in CNBC: https://apple.news/Awa7a7Go_RziRqKVx6SI3AQ -Cheryl Grimaldi, CPC Mon, 19 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16199/Building---Sustaining-a-Family-Office http://antoneverest.com/blog/16193/How-To-Tell-Your-Story blog How to Tell Your Story — Especially in the Family Office World Everyone has a story. Very few people know how to tell it well. In interviews—particularly within family offices—your story is not about impressing. It's about establishing trust. It's about helping the listener understand how you think, how you operate, and whether you belong in a highly personal, high-stakes environment. After more than 30 years working with family offices and placing senior leadership, one thing is clear: the candidates who succeed are not the loudest or the most polished. They are the most intentional. First, What "Telling Your Story" Is Not Telling your story is not: Walking through your résumé line by line Listing accomplishments without context Oversharing personal details Trying to be impressive In family offices, those approaches often work against you. What matters instead is clarity, judgment, and relevance. What Family Offices Are Really Listening For When principals, boards, or senior leaders listen to your story, they're asking themselves: Do I trust this person with sensitive information? Do they understand stewardship versus scale? Can they operate with discretion and maturity? Do they see success as long-term, not transactional? Will they bring calm, clarity, and sound judgment? Your story should quietly answer those questions.   A Simple Framework That Works at the C-Level The strongest stories—across CEOs, CIOs, CFOs, COOs, and Chiefs of Staff—follow this structure: 1. Your Professional Identity (Today) Start with who you are now, not where you started. "I'm a senior operator focused on stewardship, clarity, and long-term decision-making in private environments." 2. Your Decision Lens Explain how you think, not just what you've done. "My work centers on balancing risk, flexibility, and long-term objectives—so families can make decisions on their own timeline." 3. Your Relevant Experience (Selective) Choose moments that shaped your judgment. "I've spent the last 15 years working in family office and closely held settings, often during periods of transition or generational change." 4. Your Alignment With This Role Connect your story to them. "This opportunity resonates because it requires discretion, partnership, and long-term thinking—values that have guided my career."   What Makes a Story Compelling in Family Offices A strong story in this space is: Grounded, not glossy Measured, not performative Purpose-driven, not ego-led Relevant, not exhaustive Family offices don't need heroes. They need trusted partners. Common Mistakes We See Over-emphasizing growth without discussing risk Using corporate language that doesn't translate Making the story about ambition instead of responsibility Talking about control instead of collaboration In this world, restraint signals confidence. One Final Thought Your story should leave someone thinking: "I understand how this person would show up when things are complex, sensitive, or uncertain." If your story does that, it's doing its job. In family offices, telling your story well isn't about standing out—it's about fitting in, thoughtfully. -Cheryl Grimaldi, CPC Fri, 16 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16193/How-To-Tell-Your-Story http://antoneverest.com/blog/16192/The-Answer-That-Sets-the-Tone blog "Tell Me About Yourself": The Answer That Sets the Tone in Family Office Interviews In family office interviews, "Tell me about yourself" is rarely a throwaway question. It's often the most revealing moment in the conversation. At the C-level, this question isn't about your résumé. It's about how you think, how you prioritize, and whether you understand the responsibility that comes with stewarding private capital, family relationships, and long-term legacy. After more than 30 years of placing C-suite and senior leadership talent in family offices, we've learned this: the strongest candidates answer this question with clarity, restraint, and intention.   What Family Office Leaders Are Listening For When a principal or board member asks this question, they're listening for: How you define success beyond short-term performance Whether you understand stewardship vs. scale How you balance risk, liquidity, and long-term vision If you can operate with discretion, humility, and sound judgment Whether you see yourself as a partner, not a hero In this environment, how you answer matters as much as what you say.   The C-Level Family Office Framework The most effective answers follow this structure: 1. Your Role as a Steward (Now) Start with how you create value—not your title. "I'm a senior operator who focuses on protecting capital, creating clarity, and supporting long-term family objectives." 2. Your Decision Lens Explain how you think. "My approach is grounded in risk awareness, liquidity management, and ensuring flexibility so the family can make decisions on their own timeline." 3. Your Relevant Experience (Selective) Highlight context, not chronology. "I've spent the last 15 years working in private and family-office environments, often during periods of transition, generational change, or portfolio complexity." 4. Why This Role, This Family Connect values to opportunity. "This role is compelling to me because it requires long-term thinking, trust, and partnership—all of which align with how I've built my career."   Sample C-Level Responses Chief Executive Officer / President (Family Office) "I'm a leader focused on stewardship—helping families align vision, governance, and execution across generations. I operate at the intersection of people, capital, and purpose, and I'm most effective when I can bring clarity to complexity while maintaining trust and discretion." Chief Investment Officer "I'm an investor with a long-term orientation, focused on capital preservation, thoughtful growth, and portfolio resilience. I've worked closely with families to ensure investment strategy supports liquidity needs, flexibility, and the broader life goals of the family—not just returns." Chief Financial Officer "I'm a financial leader who prioritizes structure, transparency, and durability. My role has always been about ensuring the family has clear information, sound controls, and the flexibility to make decisions confidently—today and across generations." Chief Operating Officer "I'm an operator who builds systems that support people and strategy. I focus on governance, process, and execution—quietly ensuring the family office runs smoothly so principals can focus on what matters most." Chief of Staff "I'm a strategic partner to leadership, helping translate vision into action. I manage complexity behind the scenes, align stakeholders, and ensure priorities stay focused—especially during moments of change."   What to Avoid at the C-Level Over-indexing on achievements without context Talking about growth without mentioning risk or preservation Using corporate language that doesn't translate to private environments Leading with ego instead of judgment In family offices, restraint signals maturity.   Final Thought In family office interviews, "Tell me about yourself" is less about selling—and more about signaling alignment. Alignment with values. Alignment with responsibility. Alignment with legacy. If your answer reflects that, you're already speaking the language of the room.  - Cheryl Grimaldi, CPC Tue, 13 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16192/The-Answer-That-Sets-the-Tone http://antoneverest.com/blog/16165/Reviewing-Wealth---Building-Legacy blog As we see the family office space continue to grow across the world, it's always wise to learn from families who have been doing this well for generations—families like the Rockefeller family and the Dell family. This article helps reframe how we think about family offices, and it does so in a way that feels both grounded and forward-looking. Rather than asking how much money was made, leading families ask a different set of questions: Did the portfolio do what it was designed to do? Did it protect purchasing power? Did it provide liquidity and flexibility? Did it support long-term ambitions and the life the family wants to live?   That distinction matters. What family offices do differently from many other investors is that they ask different questions—and, more importantly, they ask the right ones. Success isn't measured by a single year's performance, but by whether the structure, strategy, and governance are aligned with the family's purpose across generations. This Fast Company article thoughtfully guides that conversation and offers a valuable lens for anyone working within—or alongside—the family office ecosystem. It's an excellent resource for principals, next-generation leaders, executives, and advisors who want to think more intentionally about what success truly looks like in this space.  The American Family Playbook For Reviewing Wealth And Building Legacy How America's wealthiest families use an annual playbook to review performance, manage risk, align values, plan philanthropy, and build lasting multigenerational legacy. Read in Forbes: https://apple.news/ArL_3K_4UT0On3mrqR2ZW9Q - Cheryl Grimaldi Sat, 10 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16165/Reviewing-Wealth---Building-Legacy http://antoneverest.com/blog/16164/Talent-War blog This article captures something we see every day in the family office world: the intersection of two generations—and the shift that's underway. Right now, the family office space is likely the tightest job market in the world. Talent with true family office experience is exceptionally rare. These roles require judgment, discretion, emotional intelligence, and the ability to operate in environments where trust matters as much as technical skill. At the same time, a new generation is stepping into leadership—both within families and across their offices. And they expect something different. They are looking for leaders who are collaborative, values-driven, adaptive, and capable of navigating complexity with nuance. The expectations of leadership in family offices are evolving, and the talent model must evolve with it. That reality is exactly why we launched Anton Everest.   There are very few recruiters operating in the family office space—and even fewer who are specifically focused on leadership. Our work is intentionally narrow, deeply relationship-driven, and built around long-term trust within this ecosystem. We're often told, "That kind of talent doesn't exist." Our response is simple: it does—we know them, and we know where to find them.   This Fast Company article thoughtfully explores the generational dynamics at play. What it underscores—and what we see firsthand—is that the future of family offices will be shaped by leaders who understand both legacy and change. We're excited to support that next chapter. Heirs are reshaping family offices and triggering a talent war IMD's new Global Family Office Report says heirs are reshaping offices and driving a talent crunch. Demand for CIOs, ESG experts, and tech specialists is rising across family offices, the report says. IMD researchers say family offices face tightening talent markets as NextGen priorities grow. Read in Business Insider: https://apple.news/AoJaT67kKS12wyloYJJRwgQ - Cheryl Grimaldi   Wed, 07 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16164/Talent-War http://antoneverest.com/blog/16163/Family-Office-Candidate-Skill-Set blog One of the most fascinating articles I've read recently came from Fast Company — and it perfectly captures what family offices are truly hiring for right now. Resilience. In the family office world, it's not about flashy titles or perfectly linear careers. It's about how you operate when things are complex, personal, and high-stakes. Family offices look for professionals who can: Navigate ambiguity without drama Handle confidential, emotionally charged situations with grace Adapt when priorities shift — often without notice Stay steady when the work is intense and deeply personal   In interviews, principals and hiring partners are listening for real stories. Not theory. Not buzzwords. Moments when you managed uncertainty, earned trust during difficult seasons, or carried responsibility when there was no playbook. Resilience in a family office isn't loud. It's calm. It's composed. It's earned. If you're interviewing in this space, don't just share what you've accomplished. Share how you've shown up when the stakes were high and the environment required discretion, judgment, and emotional intelligence. So I'll ask you: What's your family-office resilience story? The most important career skill to build in 2026 Whether navigating people, problems, or rapid change, learning to adapt quickly is becoming the most valuable skill you can develop. [Photos: jigsawstocker/FreePik; MagicPattern/Unsplash] The end of the year is the perfect time to take stock of where you are, what you're good at, and what you want to develop in the new year. The job market continues to be intense and competitive, so you're wise to consider hiring trends and how you can best prepare and set yourself apart. There is one skill that Read in Fast Company: https://apple.news/ArBvQjdUASSGzJeck4wpQCA - Cheryl Grimaldi Sat, 03 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16163/Family-Office-Candidate-Skill-Set http://antoneverest.com/blog/16158/Workplace-Trends-2026 blog Happy New Year! We found the interview below with LinkedIn's Editor-in-Chief fascinating, especially the insights into hiring trends heading into 2026. One theme that stood out was the rise of "boomerang hires"- companies bringing roles back in-house after outsourcing too many critical positions to AI. This is a trend we'll definitely hear more about in the year ahead.  Here's to 2026!  Workplace Trends 2026: AI Recruitment, Boomerang Hiring, More LinkedIn editor-in-chief Dan Roth joins TODAY to share his insights on workplace trends for 2026, including how AI is becoming more important in the job recruitment process, the concept of boomerang hires, how colleges are incorporating AI to prepare students for life after school, and more! Read in TODAY: https://apple.news/Ao2cb5bVdSdCs9cZxOqkxoA Thu, 01 Jan 2026 06:00:00 GMT http://antoneverest.com/blog/16158/Workplace-Trends-2026 http://antoneverest.com/blog/16152/Heirs-are-Reshaping-Family-Offices blog Heirs are reshaping family offices and triggering a talent war IMD's new Global Family Office Report says heirs are reshaping offices and driving a talent crunch. Demand for CIOs, ESG experts, and tech specialists is rising across family offices, the report says. IMD researchers say family offices face tightening talent markets as NextGen priorities grow. Read in Business Insider: https://apple.news/AoJaT67kKS12wyloYJJRwgQ Mon, 29 Dec 2025 06:00:00 GMT http://antoneverest.com/blog/16152/Heirs-are-Reshaping-Family-Offices http://antoneverest.com/blog/16150/Family-Offices-Have-Become-the-New-Power-Players blog Family Offices Have Become the New Power Players on Wall Street Wealthy families are launching offices to manage their money at a record clip and are getting a seat at the table in significant deals. Read in The Wall Street Journal: https://apple.news/AuoTc_1iLSmSohNMxwb6o9A Fri, 26 Dec 2025 06:00:00 GMT http://antoneverest.com/blog/16150/Family-Offices-Have-Become-the-New-Power-Players http://antoneverest.com/blog/15976/The-UAE---Family-Offices blog The UAE has created an environment that is attracting UHNW family offices from the U.K. and Asia, thanks to its regulatory reforms and tax-free lifestyle, which fosters an environment conducive to the family office's success and growth. This article from The National explains the benefits that are drawing wealthy families to the UAE. Contact Anton Everest for more insight: 970.926.1575 or info@tangentwest.com  Mon, 13 Oct 2025 06:00:00 GMT http://antoneverest.com/blog/15976/The-UAE---Family-Offices http://antoneverest.com/blog/15972/Family-Office-Wealth-Management blog The growth of family offices is expected to increase by 2030 to nearly 11,000, up from the current 8,000. This is due to an increase in wealth and wealth management. This CNBC article discusses the growth and projection of UHNW family offices and the remaking of the wealth management industry.  This growth in the private family office is Anton Everest's recruiting niche. Contact us: 970.926.1575 or info@antoneverest.com Sun, 07 Sep 2025 06:00:00 GMT http://antoneverest.com/blog/15972/Family-Office-Wealth-Management http://antoneverest.com/blog/15971/Family-Office-Recruitment blog A typical job or not your typical job. Finding a job in a private family office is a unique process, and working in one is a fantastic opportunity. This article from Forbes: Not Your Typical Job: What Makes Family Recruitment Different? Gives some insight into the process and how these family offices work. Contact Anton Everest at 970.926.1575 or info@antoneverest.com Tue, 01 Jul 2025 06:00:00 GMT http://antoneverest.com/blog/15971/Family-Office-Recruitment