2025 Family Offices Compensation Survey
Welcome to Heidrick & Struggles’ first survey of executive compensation at family offices, which gathered data from 106 family office investors in the United States and Europe. It explores compensation trends for these professionals, looking at demographics, asset classes invested in, and organizational structure.
This report is part of a long-standing series of compensation surveys focusing on compensation trends for leaders of privately held organizations of all types, and our inaugural survey focused specifically on CIOs and senior investment professionals at larger family offices.
We hope you enjoy reading the report. We welcome suggestions; please feel free to contact us with any questions or comments.
An industry poised for substantial growth
Family offices stand as enduring legacies of entrepreneurial and financial success. Today, they are evolving to manage an expanding set of responsibilities—extending beyond investment oversight to encompass multi-generational wealth stewardship, estate and tax planning, philanthropy, and the broader pursuit of family purpose and continuity over time.
The financial influence and societal relevance of family offices continue to expand. An estimated $84 trillion in family wealth is expected to transfer across generations over the next two decades, positioning family offices as the critical bridge between today’s stewards of capital and the next generation of wealth holders. As these transitions unfold, the balance among wealth preservation, value creation, and social impact will continue to evolve, reshaping how family offices define success and deliver on their purpose.
Meeting this moment requires leadership of a different caliber: executives with the strategic foresight, investment sophistication, and governance acumen to navigate increasing complexity, while aligning financial outcomes with the family’s long-term values and legacy.
At the same time, the number of family offices worldwide is rapidly growing. The population of stand-alone family offices has increased from roughly 6,000 just six years ago to more than 8,000 today, and projections suggest that figure could approach 11,000 by 2030. This expansion will intensify competition for the experienced executives capable of leading these organizations effectively. As a result, compensation strategy will be central to attracting and retaining the next generation of family office leadership talent.
For full compensation data, download the full report.
About the authors
Renee Neri (rneri@heidrick.com) is a partner and global head of the Family Capital Practice; she is based in the New York office.
Daniel Aghdami (daghdami@heidrick.com) is a partner and head of the Family Capital Practice in Europe, the Middle East, and Africa; he is based in the Zurich office.