At Persuit, we believe that hiring the right executive is only half the journey. The true test of success lies in how well they are integrated into the unique dynamics of a family office.
Why Onboarding Deserves Strategic Investment
Even when recruitment goes smoothly, integration often falls short—and that can put both the executive and the family office at risk. Research shows the cost of a mis-hire can reach over 200% of a C-suite executive’s salary, not including severance costs that can extend to a full year’s compensation. This is why onboarding isn’t just a formality; it’s a critical investment.
Research shows that replacing a senior executive can cost more than 200% of their annual salary when you factor in recruitment, severance, and lost productivity. At Persuit, we ensure they thrive from day one. Let’s make your recruitment investment count.
Shared Ownership of Success
Successful onboarding is a collaborative effort. The family, their advisors, and the executive must all align on purpose and priorities. Families should revisit why the hire was made, set clear short- and long-term goals, and understand what drives the executive to ensure they’re set up to thrive.
An external recruiter or consultant can also bring valuable perspective, helping to balance expectations and guide integration while keeping everyone aligned on shared objectives.
“Hiring an executive is an investment, but onboarding is what turns that investment into impact. At Persuit, we believe the first months aren’t just about settling in -they’re about building trust, clarity, and momentum that will shape the success of years to come.”
Providing the Right Support
A strong onboarding strategy gives a new executive clarity, autonomy, and the tools they need to succeed. Appointing a champion -someone accessible, trusted, and aligned with the family’s mission -can serve as an anchor during the transition. This ensures the executive has both guidance and a sounding board for early-stage challenges.
Long Term Vision and Structure
The initial three months set the tone for long-term success. This is when executives should understand the family office’s strategic priorities, secure early wins, and begin meaningful contributions. Defining long-term objectives within this period also provides a clear roadmap for future impact.
Consistency is key. Begin with weekly check-ins in the first month, shift to bi-weekly in the following two months, then move to monthly-and eventually quarterly -reviews after the first year. These conversations should be empathetic, transparent, and forward-looking, designed to nurture progress rather than dwell on shortcomings.
Trust Through Transparency
Discretion is central in family offices, but holding back too much can slow integration. Sharing the right information at the right pace helps executives adapt quickly, build trust, and align with the culture.
Final Thoughts
At Persuit, we see onboarding not just as a process, but as the foundation of lasting impact. Families should align with stakeholders from the outset, appoint a trusted champion to guide the executive, structure the first 90 days around quick wins and long-term goals, build a rhythm of regular check-ins, and balance discretion with the transparency needed for trust. A thoughtful, structured, and empathetic approach ensures that recruitment dollars are not only well-spent but also deliver long-term value for both the family and the executive.