I advise single-family offices, multi-family offices, direct-investing families, principal investors, and selected advisers on senior hiring and discreet reference-led perspective on the people, companies, and trusted relationships behind their capital decisions. The work may relate to the family office itself, a family-owned business, a company the family owns or may back, a management team, an adviser, a co-investment, or any situation where the people involved are central to the outcome.

The core focus is senior people judgment: who is credible, who is trusted, who is suitable, who is respected by the market, and whether the formal process is telling the whole story. This is not volume recruitment or a broad-sector search. It is discreet, senior-led work for private-capital environments where judgment, reputation, trust, and fit matter more than process.

If I have reached out to you

If you have arrived at this page after a recent approach from me, here is what to expect. Before founding Global Wealth Talent, I was a Senior Client Partner at Korn Ferry and Head of Talent Acquisition for UBS Wealth Management Americas. My work today is with family offices, principal investors, and the businesses they own and back.

I speak regularly with senior people across private and public companies, family offices, investment firms, professional services, and a wide range of operating sectors. The inquiries are usually senior in nature: a chair, CEO, or board appointment a family office or principal is considering; a management team behind an investment under serious or early-stage review; a senior individual being evaluated for a board or advisory role; or a reputational question that needs answering before a consequential commitment. The people I approach are usually those most likely to have direct, professional exposure to a person in question, not broad-market commentary.

A typical call takes 15 to 30 minutes. I will explain the context as clearly as I can, subject to confidentiality. If the discussion relates to someone or something you know, I will only ask for views based on your direct experience or informed professional perspective.

Conversations are handled discreetly and are not used on an attributed basis. Many of these conversations end up being a useful exchange in both directions: a chance to compare notes, test a market read, or to simply network professionally. I value thoughtful relationships across these markets globally, and those I connect with tend to think along similar lines.

Senior hiring and shortlist support

Single-family offices, MFOs, and principal investors often need senior people who are not visible in the open market. The right person may be in another family office, an investment firm, a family-owned business, a fiduciary, an operating company, or a specialist sector environment, often in a role they were not looking to leave.

I help clients clarify the role, identify where the right people sit, add names to an existing shortlist, approach the market discreetly, and assess whether the people being considered are right for the situation. Mandates may include family office CEOs, CIOs, COOs, and chiefs of staff; investment professionals, operating partners, senior advisers, company executives, board members, trustees, and protectors.

The aim is not simply to produce names. It is to help the family, principal, or adviser arrive at the right judgment on the person.

Companies the family owns or may back

A family or principal may already own a company, be considering an investment, or be reviewing a business where the management team is central to the decision. In those situations, the question is often not only whether the company is attractive. It is whether the people around it are credible, trusted, and capable of delivering. I help clients gather practical perspective on senior people connected to companies they own, back, may back, co-invest alongside, or work with.

That may include founders, CEOs, CFOs, commercial leaders, operating partners, advisers, board members, and other senior figures whose judgment, conduct, or reputation may affect the outcome. In some situations, the question is not a formal hire, but it is still a people question. A family, principal, or MFO may be considering a company, a management team, an adviser, a co-investment, or a business partner and want a more grounded view of the people involved. In those cases, I help gather discreet, practical perspectives from people close enough to comment usefully.

How I work

Each assignment starts with the decision being made.

For hiring work, I clarify the role, the type of person required, the likely market, the approach strategy, and the right way to assess fit. Where additional perspective is needed, I speak with senior people who know the individual, company, market, or situation from direct professional experience.

Conversations are handled discreetly and professionally. I do not seek gossip or speculation. I am interested in useful, informed perspectives from people close enough to comment. The output is clear, practical, and designed to help the client make a better decision.

Contact

Conor Hourigan (London)

conor@globalwealthtalent.com

+44 7839 258066