Most compensation data published for family office roles is wrong. It is pulled from general job boards that aggregate titles without understanding the context. A family office CFO managing a $2B multi-entity structure across four jurisdictions is not the same as a CFO at a mid-market company. The numbers do not compare.
This guide covers 9 key roles across investment management and household operations. All figures are US national baseline benchmarks at the senior experience level, sourced from rouka, Talent Gurus' proprietary intelligence platform built on 200+ verified data sources across the private markets.
P25 is the market floor. P50 is competitive. P75 attracts passive candidates. P90 is top of market, typically inclusive of carry, co-investment, or exceptional package structuring.
Base salary benchmarks:
P25: $400,000
P50: $575,000
P75: $850,000
P90: $1,148,000
The CIO is typically the highest-compensated role in a family office. Bonus runs 25 to 35% of base, and carried interest and co-investment rights are increasingly standard at offices managing $500M or more. At $1B+ AUM, base alone commonly runs $700K to $1.5M with total compensation reaching $2.5M or more.
Scarcity: 9.5 out of 10. Average time to fill: 26 weeks. The candidate pool is thin and almost entirely employed.
Base salary benchmarks:
P25: $425,000
P50: $575,000
P75: $850,000
P90: $1,148,000
The family office CEO sets strategic direction, oversees all advisors and service providers, and serves as the primary interface between the family and the office. Typical comp structure runs 60% base, 25% bonus, 15% benefits. Signing bonuses of $100K to $200K occur in 70% of placements. Co-investment rights appear at 57% or more of offer packages. Total comp median: $1.1M.
Scarcity: 9 out of 10.
Base salary benchmarks:
P25: $250,000
P50: $330,000
P75: $450,000
P90: $608,000
The family office CFO manages financial reporting, tax compliance, entity structure, and treasury across what is often a highly complex web of trusts, LLCs, foundations, and operating businesses. CPA is strongly preferred. At offices managing $1B or more in assets, total comp runs approximately 1.5x the national median, with a total comp median of $620K. Deferred bonus structures tied to clean audit outcomes are common.
Scarcity: 8 out of 10.
Base salary benchmarks:
P25: $250,000
P50: $350,000
P75: $500,000
P90: $650,000
One of the most consistently undersupplied roles in the family office market. Demand exceeds supply, and that gap is widening as regulatory complexity increases. Big Four background commands a meaningful premium. International tax expertise is in high demand at offices with cross-border structures. Tax LLM increasingly valued alongside CPA. Total comp median: $450K.
Scarcity: 8.5 out of 10.
Base salary benchmarks:
P25: $175,000
P50: $260,000
P75: $345,000
P90: $466,000
The family office Chief of Staff is distinct from a household Chief of Staff. This is an operational and strategic role, often the first senior hire in a newly formed office. Responsibilities include managing priorities across advisors, coordinating decision-making, and serving as a direct interface with the principal. Bonus runs 20 to 30% discretionary. New York and San Francisco carry a 30% market premium. Average time to fill: 22 weeks.
Scarcity: 8.5 out of 10.
Base salary benchmarks:
P25: $145,000
P50: $185,000
P75: $260,000
P90: $338,000
For multi-property operations, figures shift materially: P50 rises to $280,000 and P90 to $520,000, with a scarcity rating of 8 out of 10. Housing is typically included in the package, valued at $25K to $40K annually, alongside a company vehicle. Bonus runs 10 to 15% performance-based. Single-property Estate Managers competing at the P25 level will consistently lose candidates to multi-property principals budgeting at P50.
Scarcity: 7 out of 10 (single-property), 8 out of 10 (multi-property).
Base salary benchmarks:
P25: $130,000
P50: $175,000
P75: $250,000
P90: $320,000
CPP certification from ASIS International is the gold standard credential for this role. Background check timelines average 6 weeks and cannot be shortened without risk. On-site or adjacent housing is common for estate-based roles. Bonus runs 15 to 25% performance-based. Highest demand markets: New York, San Francisco, Miami, Palm Beach, Los Angeles, Dallas, and London.
Scarcity: 7.5 out of 10.
Base salary benchmarks:
P25: $100,000
P50: $150,000
P75: $235,000
P90: $306,000
Demand for Executive Personal Assistants in UHNW households has increased 25 to 30% since 2022. The range is wide because the role varies significantly: a single-principal PA in a secondary market looks nothing like a multi-principal EPA in New York managing a team of subordinate assistants. New York and the Hamptons: $110K to $250K. San Francisco Bay Area: $100K to $200K. Palm Beach: $95K to $220K. 24/7 availability is a standard expectation at the UHNW level.
Scarcity: 7.5 out of 10.
Base salary benchmarks:
P25: $85,000
P50: $130,000
P75: $170,000
P90: $221,000
The House Manager role has expanded significantly. Beyond day-to-day household operations, most principals now expect vendor negotiation, HR oversight of household staff, and project management across renovations and events. Housing is typically included, valued at $20K to $35K annually. Important note: this role carries the highest first-year attrition of any household position at 28%, with an average tenure of 2.1 years. Comp, scope clarity, and principal fit are the three variables that predict retention.
Scarcity: 6 out of 10.
P25 is the market floor. Candidates below this threshold will disengage before the process begins.
P50 attracts active candidates but will not move passive ones. For most retained searches at the UHNW level, the relevant pool is entirely passive.
P75 is where serious candidates take the conversation seriously. It signals that the principal understands the market and is not wasting their time.
P90 is reserved for exceptional packages, typically combining competitive base with carry, co-investment rights, or a structuring advantage that financial services cannot match.
All figures are US national baseline. Regional multipliers apply: New York, San Francisco, and Los Angeles carry a 15 to 30% premium. Monaco, Aspen, and similar ultra-high markets carry 30 to 60%.
These benchmarks are sourced from rouka.co, updated quarterly, and drawn from 200+ verified sources including government data, compensation surveys, industry associations, and proprietary placement data from Talent Gurus.
Running a search and not sure if the budget is competitive? Talent Gurus uses rouka to model every search before it starts. We show you where your budget sits on the market distribution and what it means for your candidate pool before you commit to a timeline.
Contact us at charbel@talent-gurus.com
