Looking Beyond the Résumé When Hiring for a Family Office
Wingspan Director Justin Huang shared his perspective with The Family Office Professional on what families should prioritize when hiring for a family office.
While technical credentials often dominate the early stages of a search, Justin notes that expertise alone is not what ultimately determines success in the role.
“The technical skills are sort of table stakes. You need people to be good at their job,” he explains. “But the reason why you would hire someone in-house is the privacy and trust element. It’s very hard to diligence, I would say, but trust has to be the absolute number one thing you look for.”
If a family only needs technical expertise, many services can be outsourced. Accounting, investment management, and legal advice are widely available through specialized firms. What families are really hiring for is someone who can operate at the center of the family’s ecosystem. In practice, that means acting as an integrator who coordinates advisors, communicates with family members, and helps ensure everyone is aligned.
Because of the personal nature of the role, Justin suggests that families should spend time getting to know candidates outside of a purely formal interview process.
“The principal should have multiple in-person meetings with the people they’re hiring in a setting where it doesn’t feel so professional,” he says. “Have a drink, have a dinner, meet the family, go on a hike, just so you get a sense of what the person is like.”
The role itself can also be broader than many candidates expect. Family offices often operate with small teams and a wide range of responsibilities.
“A position in a family office is similar to working in a very well funded startup,” Justin notes. “There are a lot of odd jobs here and there that aren’t intensive enough to warrant hiring a dedicated person.”
Because trust and alignment are so important, Justin emphasizes that families should take their time during the hiring process.
“The goal of the family is to get the hire right,” he says. “It’s a really important decision and shouldn’t be rushed. There need to be multiple touchpoints.”
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