Why family office hiring is different
Family Office and Private PA recruitment sits at the intersection of business support, private administration, lifestyle management and confidential Principal support. Job titles rarely tell the whole story. One Private PA may manage travel, diaries and household coordination; another may support philanthropy, board commitments, property projects, family logistics and trusted advisor communication.
The common thread is proximity. These roles often sit close to Principals, founders, family members and sensitive information. Capability matters, but discretion, judgement and emotional intelligence are what make a placement sustainable.
Define the role beyond the title
A strong brief should explain the Principal’s working style, communication preferences, travel expectations, household or office structure, degree of autonomy and the nature of confidential information involved. It should also be honest about pace and ambiguity.
Family offices can be highly structured or deeply fluid. Some need a corporate-calibre EA who can operate with board-level polish. Others need a private PA who can manage personal priorities, family commitments and trusted suppliers with calm discretion.
The qualities that matter most
The strongest candidates combine organisation with restraint. They can anticipate needs without overstepping, protect a Principal’s time without becoming obstructive and communicate with family members, advisors, household teams and external partners without creating noise.
Experience in a similar setting helps, but judgement is critical. Clients should explore how candidates have handled confidentiality, competing priorities, difficult stakeholders and moments where discretion mattered.
Avoiding common hiring mistakes
The most common mistake is hiring for a polished CV while underestimating fit. A candidate from a corporate boardroom may not enjoy the personal nature of a private office. A lifestyle PA may not be suited to complex business support. A brilliant organiser may struggle if the Principal’s style is highly fluid.
A careful search balances technical experience with temperament, boundaries, communication style and long-term compatibility.
How Leaman Consulting approaches confidential support searches
Leaman Consulting has long experience supporting Principals, entrepreneurs, family offices and private households. Our role is to define the appointment accurately, approach the market discreetly and introduce candidates who can operate with the right level of polish, privacy and judgement.
A strong family office brief should cover
- Business, private and household responsibilities.
- Access to Principals, advisors, family members and household staff.
- Diary, travel, projects, philanthropy or property involvement.
- Confidentiality expectations and communication boundaries.
- The personality and pace that will work with the Principal.
Frequently asked questions
What is the difference between a Private PA and an Executive Assistant?
An Executive Assistant is often business or leadership focused, while a Private PA usually supports personal, household, family and lifestyle priorities. Family office roles may combine both.
Should a family office hire from a corporate background?
Sometimes. Corporate experience can be valuable, but the candidate must be comfortable with private client dynamics, ambiguity and high levels of discretion.
How do you protect confidentiality in the search?
A discreet process limits unnecessary disclosure, approaches candidates carefully and shares sensitive information only at the appropriate stage.
Related guidance from Leaman Consulting
- Family Office and Private PA recruitmentConfidential support hiring for Principals, founders, private offices and family offices.
- Anne CorrettPartner at Leaman Consulting.
- Catherine SharpSenior Executive Consultant at Leaman Consulting.
- Safeguarding and background checksRelevant for trusted private appointments.
Useful external resources
- ACAS employment adviceHelpful context for contracts, working time and employment practice.