Chace People is now Oplu. This evolution of our brand reflects who we are today. While our name has changed, our commitment to excellence remains unwavering.
Family office recruitment is a different discipline from corporate executive search. The candidate pool is smaller. The brief is rarely written down. The principal is often the decision-maker, not an
What to Expect When You Engage a Private Recruitment Firm
Engaging a specialist recruitment firm is different from engaging a corporate recruiter. The process is closer, slower at the front end, faster at the back end, and more demanding of the client than m
Every conversation about salaries for private staff at some point encounters a published range. A recruitment aggregator, a trade association, a salary guide, an HR platform. The numbers look authorit
Most principals approach their first family office hire as if they were filling a job. They write a description, list the responsibilities, set a budget, and start interviewing. The first hire in a si
Most recruitment agencies present CVs. We present candidates. The distinction matters. A CV is a document. A candidate is a person whose personality, judgement, and behaviour under pressure have been
From Yacht to Land: Transitioning to Private Households
Yacht crew leave yachts. Most do, eventually. The average career on yachts is shorter than people expect: three to seven years for many crew, longer for some, but few make a full career at sea. The qu
Royal and sovereign households operate at the extreme edge of private staffing. The candidate pool is smaller, the process is slower, and the bar for discretion is higher than in any other private con
Public salary data for private household staff is misleading. The figures on job boards reflect the mid-market, not the UHNW segment. A housekeeper at a three-bedroom home in the suburbs and a houseke
Private hiring operates on trust and verification. The two are not the same. Trust is built over time, through observed behaviour and track record. Verification is done up front, through structured ba
Principals who have built successful companies often have large, well-resourced HR functions. Dedicated teams, executive search partners, internal talent pipelines, and sophisticated hiring processes.
Family office compensation is not a salary market. It is a collection of bespoke packages, shaped by the size of the office, the preferences of the principal, the geography, and the scarcity of the in
Luxury hospitality and luxury brand compensation is shaped by a few common forces: the seniority of the guest or client, the scale of the operation, the geographic market, and the scarcity of the indi
Three of the most common support titles in private life are used almost interchangeably. A principal says they need a PA. The brief describes an EA. The role as hired turns out to be a Chief of Staff.
Most principals, if asked to rank their hires by importance, would name the Chief of Staff, the Family Office Director, or the senior investment hire. These are large, visible roles. They carry titles
The Definitive Guide to Executive Assistants in Family Offices
An Executive Assistant in a family office is not a corporate EA working for a wealthy person. The title overlaps, but the job is different. A family office EA sits inside a small, discreet team that s
Family offices sit somewhere between private capital and institutional investing. They have the long time horizons of family wealth, the flexibility of private capital, and increasingly the institutio
Most recruitment firms accept most mandates. The economics of contingent and sometimes retained recruitment encourage it. A brief arrives, a fee is on the table, the firm says yes. Six weeks later, th
A Family Office Director runs the family office day to day. They are the person a principal hires to make the office work as a business: staff, systems, compliance, cost, and coordination. The role si
