Partner content from Agreus Group.
After the halfway point of 2025, it is an ideal time to reflect on the hiring patterns that have shaped the Family Office landscape so far this year. At Agreus, our position within the Family Office community, backed by ongoing global placements and continuous engagement with leading candidates and principals, gives us a unique view into how talent strategies are evolving.
This mid-year snapshot highlights key trends that Family Offices should consider as they refine their approach to recruitment and long-term success.
Retention-Focused Hiring Strategies
Family Offices are moving beyond reactive recruitment, demonstrating a clear shift towards strategic, long-term talent retention. This is evident in a more deliberate approach to hiring, one that includes extended, rigorous processes designed to assess long-term fit and cultural alignment.
Compensation is evolving. Many Family Offices have engaged us to benchmark and refine their reward structures, with a particular focus on long-term incentive plans (LTIPs). These are being used not only to reward performance, but also to promote loyalty and reduce turnover in an increasingly competitive market. The growing allocation to private markets and alternative assets is pushing the adoption of LTIPs, as Family Offices look to align their compensation strategies with longer investment horizons and talent retention goals.
The Rise of OCIOs
Another notable hiring trend within the Family Office space is the increasing adoption of the Outsourced Chief Investment Officer (OCIO) model. The OCIO model offers access to institutional-grade investment expertise, infrastructure, and resources, particularly valuable for smaller Family Offices that lack the internal capabilities.
However, we would like to emphasise that outsourcing does not eliminate the need for internal oversight. As more Family Offices delegate execution to external managers, we are also seeing a parallel rise in hiring for internal investment roles. These professionals act as the internal bridge between the Family Office and the OCIO, ensuring that the external partner’s decisions remain aligned with the family’s values, risk appetite, and long-term goals.
The Decline of Remote and Hybrid Working Models
Another clear trend in Family Office recruitment is the decline of remote and hybrid working models. While the pandemic initially prompted a widespread embrace of flexible work arrangements, that period of experimentation is now being re-evaluated. Today, many Family Offices are moving back toward more traditional, office-based setups and are becoming noticeably less flexible in their approach to working arrangements. Candidates expecting post-pandemic levels of flexibility may find fewer opportunities that match those expectations in today’s Family Office market.
Tech-Savvy Talent in Demand
The digital transformation within Family Offices is no longer a future aspiration, it is a current reality. As Artificial Intelligence (AI) continues to dominate conversations at every Family Office event we have attended in 2025, Family Offices are also undergoing a general technology upgrade, investing heavily in modern digital infrastructure, cloud-based platforms, and cybersecurity frameworks to protect sensitive data and ensure operational resilience. This has driven demand for professionals who can navigate increasingly complex technology and bring digital fluency into traditionally non-digital roles. From finance and reporting to compliance and investment oversight, there is now an expectation that candidates are comfortable working with integrated platforms, data tools, and security protocols.
The Globalisation of Talent and Mobility
One of the most consistent themes across 2025 has been the globalisation of Family Office talent. While the sector has traditionally favoured local, trusted hires, this year has marked a shift toward more international recruitment strategies.
Family Offices are now actively competing for cross-border talent, seeking those who bring global investment experience, cross-jurisdictional legal expertise, or multilingual fluency. This is particularly true in emerging Family Office hubs like the UAE and Singapore, which are actively drawing international professionals through favourable taxation and attractive lifestyle offerings. The offers of relocation packages, visa support and helping employees and their families to settle in are reflecting the change in attitude towards cross-border hirings in Family Offices.
It is also to note that both the Middle East, especially the UAE, and Asia more broadly have attracted significant wealth in recent years, transforming into thriving ecosystems for Family Offices seeking strategic growth and global reach.
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Agreus Group is a full-service consultancy dedicated to working exclusively with Family Offices worldwide. They provide bespoke, tailored solutions, with expertise that spans across recruitment and compensation consulting, placing professionals from entry-level to executive roles across Investments, Legal, Finance, and Operations.
