Jobs Portal
Family Office Jobs, Careers and Compensation
Browse current open positions across the family office sector. Below the portal you will find a detailed guide to family office compensation, key roles, and how principals recruit. Depth that pure job boards cannot match.
Browse open roles
Browse current approved positions across investment, operations, executive, advisory, and specialist functions. Registered users can post new roles at no cost and submit their CV to our talent bank for discovery by family offices and recruiters with active mandates.
Use the keyword, location, and category filters below to narrow your search. New listings are reviewed and approved within one business day.
Frequently Asked Questions
Family office jobs and careers: common questions
Family office compensation: how pay works
Compensation is one of the most consistent costs in a family office, and one of the most nuanced to get right. The dynamics of single and multi-family offices, the nature of the underlying investments, and the role of investors all shape what an effective package looks like. For a deeper breakdown of salary benchmarks by role, AUM tier, and region, see our full family office compensation guide.
The role of the investor
Two forces shape compensation more than any other. First, the investment strategy: offices focused on direct investments and private equity typically pay more, and use carried interest and co-investment as retention tools. Second, the principal's own background in finance tends to push pay benchmarks higher, as they understand and expect institutional-grade packages.
Salary ranges
In US investment-focused single family offices, median total compensation runs from roughly $125,000 for an Analyst to $900,000 for a Chief Investment Officer (Morgan Stanley / Botoff, 2025). Overall staffing costs across the whole team range from around $500,000 for a lean senior team to $7–8 million for the most complex, investment-heavy offices. Region matters too: London, Zurich, and Singapore offices typically pay above European medians owing to local labour market competition.
The shift to salary
As family offices formalise, more are moving from bespoke, relationship-driven arrangements to structured base salary plus bonus frameworks. This shift is especially pronounced in multi-family offices, which operate closer to professional services firms. The change is partly a response to recruitment competition: candidates from banking and asset management expect transparent, comparable packages.
Equity and co-investment
About 62% of investment-focused single family offices now use long-term incentive vehicles. In 2025, co-investment opportunities (57%) overtook deferred incentive compensation (56%) as the most common form for the first time since 2015. Carried interest is offered more selectively, typically to CIO and senior portfolio management roles at offices with significant direct or private equity exposure.
Discretionary bonuses
Around 90% of family offices offer an annual bonus. Unlike in banking, where bonus pools are tied closely to firm-wide revenues, family office bonuses are often more discretionary and personal, reflecting the principal's assessment of the individual's contribution, loyalty, and cultural fit as much as any formula-driven metric.
The benchmarking challenge
One of the enduring challenges in family office staffing has been the absence of transparent benchmarks, particularly for single family offices where all data is private. Specialist surveys from firms such as Morgan Stanley, Botoff Consulting, Agreus, and KPMG have meaningfully narrowed this gap, but they remain a starting point, not a substitute for individual judgement. When setting or negotiating compensation, principals and candidates alike benefit from working with an adviser who has current, deal-level data.
Key family office roles
Family office hiring spans a wide range of functions. The most senior and frequently searched roles tend to cluster around four core positions. For a broader view of how these functions fit within the overall family office structure, see our dedicated guide.
- Chief Investment Officer (CIO)
Responsible for overall investment strategy and portfolio oversight. Typically the highest-paid hire, with median total compensation around $900,000 in US investment-focused single family offices. The CIO sets the asset allocation framework, manages external managers, and leads direct or co-investment evaluation. Most CIOs come from institutional asset management, private equity, or endowments.
- Chief Financial Officer (CFO)
Oversees all financial reporting, treasury management, tax structuring, and often the relationship with the family's external accountants and auditors. In smaller offices the CFO role is sometimes combined with a controller or operations function. Backgrounds typically include Big Four accounting, corporate finance, or private banking.
- Chief Operating Officer (COO)
Manages the day-to-day running of the office: technology infrastructure, vendor relationships, HR, compliance, and operational risk. In investment-heavy offices the COO frequently handles trade operations, performance reporting, and custodian relationships. The role is increasingly important as offices scale and regulators pay closer attention to operational governance.
- Controller
The Controller handles the detailed accounting function: monthly close, consolidated reporting across entities, reconciliation of investment accounts, and preparation of financials for the CFO or principal. In many offices the Controller is the first finance hire, taking on broader responsibilities until a CFO is appointed. Strong demand exists for candidates with both accounting qualifications and investment accounting experience.
How family offices hire
Family office recruitment is materially different from hiring in banks, funds, or corporates. Most positions, particularly at the senior level, are never publicly advertised. Principals rely heavily on trusted networks: recommendations from lawyers, accountants, investment consultants, and other principals. This means the effective candidate pool for many roles is small, and relationships built over years often matter more than a polished application.
For roles where external search is used, specialist boutiques with dedicated family office practices tend to handle the most sensitive mandates. These firms operate discreetly and are retained rather than contingency-based, reflecting the importance clients place on confidentiality. Generalist executive search firms with strong private wealth or UHNW divisions also participate, particularly for CFO, COO, and legal roles where broader market exposure helps.
Candidate assessment in family offices places unusual weight on cultural fit and discretion. Technical competence is table stakes; the real filter is whether someone can operate in close proximity to a principal family, often across private matters, with the judgement and interpersonal intelligence that entails. References from previous principals or board members carry exceptional weight.
If you are a family office considering setting up a family office or expanding your team, Simple's advisory and family office services can support the talent and structure decisions involved.