The 2025 Global Family Office Compensation Benchmark Report

Agreus Group, in collaboration with KPMG Private Enterprise, has published the 2025 Global Family Office Compensation Benchmark Report, drawing insights from over 600 Family Office professionals worldwide.

The report indicates a positive economic outlook for Family Offices, supported by a prudent and governance-oriented strategy. Building upon previous research, the 2025 edition emphasizes greater professionalization within the industry, along with a balanced emphasis on both growth initiatives and wealth preservation to support long-term sustainability.

The report presents salary benchmarks, career paths, global Family Office demographics, and highlights emerging trends. It covers succession planning, social mobility, wealth transfers, governance differences by region, asset class preferences, and how compensation relates to these factors.

Paul Westall, Co-Founder of Agreus, stated: “This report builds upon our previous findings and outlines the evolution of the Family Office in response to current conditions, highlighting increased professionalism and governance. By leveraging industry best practices, the Family Office positions itself for long-term sustainability."

"Our collaborative efforts serve as both a valuable research resource and a precedent. The study demonstrates a notably positive economic outlook for family offices, even in the context of recent global instability and economic challenges—a sentiment echoed by all respondents.”

Family Offices Embrace Professionalisation And Enhanced Governance

In an era marked by geopolitical uncertainty and shifting global markets, Family Offices are demonstrating heightened levels of professionalisation and governance. The 2025 report reveals that Family Offices are increasingly adopting the structures and practices of sophisticated organisations, with a growing emphasis on strong governance frameworks and specialised in-house talent. This rise in professionalisation is particularly evident in regions such as the Middle East and Asia, where Family Offices are leading the way in governance reform.

The report highlights an uptick in the appointment of non-family CEOs and a greater prevalence of formalised succession planning. Such measures are equipping Family Offices to better address the challenges of generational transition and long-term sustainability.

While most Family Offices worldwide continue to operate with five or fewer employees, nearly 20 percent in most regions now report a headcount of 20 or more—an indicator of the sector’s growth and importance to the families and UHNW individuals they are set up to serve.

Dual Priorities: From Wealth Growth to Wealth Preservation

Historically, family offices have emphasised wealth creation and investment-led expansion. The 2025 benchmark study, however, highlights a shift toward dual priorities, with wealth preservation now recognised as an essential strategic objective. This evolution is predominantly driven by persistent global uncertainties—ranging from economic fluctuations to geopolitical risks—accentuating the importance of rigorous risk management and comprehensive legacy planning.

Family Offices are also actively considering their role in managing generational change, with many re-evaluating how best to support both the current and next generation of family stakeholders. The report notes that the Single Family Office’s we surveyed are now managing assets under management (AUM) in the range of $501 million to $1 billion, emphasising their significance in the broader financial ecosystem.

Compensation Benchmarks: Salaries, Bonuses, and Incentives

The 2025 report presents a comprehensive analysis of compensation trends, encompassing salaries, bonuses, and long-term incentive plans across a wide array of roles and regions. A significant majority—84% of respondents—reported receiving a bonus, underscoring the sector’s ongoing emphasis on performance-based rewards. Nevertheless, the report notes that family offices are demonstrating caution in recruitment, with only 35% planning to expand their teams, indicative of a conservative posture amid current economic conditions.

The findings highlight an increased focus on cost optimisation and strategic hiring practices. Although there remains notable interest in growth, family offices are prioritising talent retention while maintaining careful fiscal management.

Global Expansion and Internationalisation

One of the most significant findings from the report is the rapid expansion of the global footprint of Family Offices. In 2023, 30 percent of Family Offices operated from a second location; by 2025, that number has increased to 44 percent. This trend reflects not only the increasing mobility of Ultra-High-Net-Worth (UHNW) families but also a more international approach to governance, operations, and investment strategies.

The expanding presence of family offices across multiple jurisdictions underscores the importance of cross-border expertise, compliance, and cultural agility among staff. As Family Offices become more global in scope, they are also embracing a more diverse set of practices and perspectives, positioning themselves for resilience and adaptability in a complex world.

Challenges: Talent Acquisition, Governance, and Gender Representation

Despite the progress made, the report identifies ongoing challenges around talent acquisition, governance, and diversity. The growing demand for specialised skills is fuelling competition for top talent, making recruitment a critical area for family offices seeking to maintain their competitive edge. In addition, the need for stronger governance remains a key focus area, with Family Offices investing in structures and systems that safeguard long-term sustainability.

The report also addresses the issue of gender representation within Family Offices, noting that while awareness is rising, there is still meaningful progress to be made in achieving more balanced leadership teams. Institutions that successfully adapt to these challenges are expected to lead the sector and attract the next generation of Family Office professionals.

Fellow Agreus Co-Founder Tayyab Mohamed stated, “The results of the 2025 Global Family Office Compensation Benchmark Report demonstrate the continued advancement and adaptation in the sector. We have seen Family Offices adopt Strategic Asset Allocations (SAA) that now accommodate both capital preservation and growth. However, with more than half the respondents not having a reference benchmark for their investments or the lack of Investment Committees to enhance decision making is concerning."

"As these organizations navigate complex issues related to talent, governance, and sustainability, those that maintain flexibility and adaptability will be most likely to achieve long-term success.”

Greg Limb, KPMG’s Global Head of Family Office and Private Client, stated, “Increasingly we are seeing a growing trend in Family Office’s relocating or expanding their operations into multiple jurisdictions."

"This movement is often prompted by the internationalization and movement of the families they serve and the drive for operational efficiency by utilizing key Family Office centers (e.g. London, Singapore). The increasing number of Family Offices operating in at least two locations, as identified in the report, reflects this spread."

"Such geographical diversification introduces complexity, heightening the need for families to seek expert advice for successful cross-jurisdictional operations.”

Download a copy of the report here:

2025GFO Compensation Benchmark Report.pdf

Download PDF • 18.53MB