Talent Advisory

Advice Before, During, and After a Hire

Not every leadership question starts with a search. Principals come to us to think through who they need, how a team should be structured, and what it will take to attract the right person — often months before a role is open. Our advice draws on what we see across Chicago's trading, investment, and family-office markets.

Role Design and Compensation

A well-defined role attracts better candidates. We help families set responsibilities, reporting lines, and success measures, and structure pay the way experienced investment and trading professionals expect — base, bonus, and deferred compensation — so an offer is competitive before it's made.

Succession Planning & Leadership Continuity

Family offices face generational transitions, changing investment strategies, and key people who won't stay forever. We help principals plan ahead — assessing internal talent, identifying future leadership needs, and quietly mapping outside candidates — so a departure never leaves the family without a plan.

Team Structure Review

We review how an existing investment or operating team is set up — who does what, where the gaps are, and which roles carry key-person risk — and recommend what to change before the family commits to a hire.

A Candid, Independent View

Good advice sometimes means not hiring at all. We give principals a candid view — including when the better answer is to promote from within, restructure a team, or wait. Every conversation stays confidential and is led personally by a founding partner.