Family office recruitment expertise

Headquartered in London with a global reach, True House Partners is recognised as a leading family office recruitment specialist. Every family office (also private/family investment offices) is distinct in terms of the range of professionals employed and few sectors offer such an eclectic mix. This is due to the fact that every Principal is different with unique assets, ambitions, purpose and characteristics.

Partnering with single family offices (SFOs) and multi family offices (MFOs) worldwide, the recruitment exercises we undertake range from trust related jobs, positions for solicitors and investment professionals to roles that require qualified accountants, tax practitioners and real estate experts. Completed mandates include Chief of Staff, General Counsel, Financial Controller, Trust Manager, Head of Family Office, Property Director, Senior Investment Manager, COO, Legal Advisor, Family Office Accountant and Finance Director (all SFOs). For MFOs, work includes Chief Financial Officer, Associate Director (qualified accountant), Principal Advisor and CIO (Chief Investment Officer).

As seasoned family office recruiters, True House Partners has a thorough understanding of the idiosyncrasies of family offices (& their associated investment vehicles) as well as the pitfalls and considerations that arise during any recruitment exercise. From our experience in family office executive search, whilst assessment of technical competence is essential for any family office job, equally important are personal qualities and character. The size of family offices varies but the majority are relatively small entities so it is critical for all family office jobs that the cultural fit and values of prospective candidates are assessed - getting this wrong can be disastrous and very costly.

We offer psychometric testing to family office clients that utilises an experienced independent consultant who has been working with family offices for years. It gives an insight into the "real person" and what he/she is like to work with as a potential colleague. It has been found to be remarkably accurate. Whilst a tool such as this should never be used in isolation, it can be helpful as part of the selection process in highlighting areas to probe and possible interview questions. Because of the depth of information we acquire about a candidate through this process we can provide on-boarding support, including a Personal Development Plan for the successful candidate.