The Human Capital (HCAP) survey was conducted in December 2025 to provide decision support in the gap year of our biennial Compensation & Benefits Survey. This pulse survey captures benchmarking data from 60 Family Offices on their human capital planning toward the end of 2025.
Attracting and retaining top talent depends on effective incentive programs that engage skilled individuals from diverse backgrounds to achieve ideal outcomes and drive sustainable value. As technological change accelerates and economic conditions remain uncertain, compensation and human capital committees play an increasingly pivotal role. Their mandate is expanding beyond executive pay oversight to encompass enterprise-wide human capital evolution—advancing talent development, engagement, and organizational resilience.
After a prolonged period of subdued deal activity and capital accumulation, private equity is entering 2026 with renewed optimism—flush with dry power and ready to deploy. Financing conditions are stabilizing, interest rates are decreasing, and valuations are beginning to reset. As the industry prepares for renewed activity, private equity firms are shifting from growth-at-any-cost strategies toward operational value creation, deeper diligence, and more disciplined risk underwriting.
Despite the rising health plan costs and AI reshaping HR and benefits administration, organizations must take a holistic, integrated approach to benefits in order to protect budgets and support employee well-being. By leveraging smart strategies and technology, organizations can keep their benefits programs vital, resilient, and effective. This report provides actionable guidance to help employers manage spending, enhance benefits engagement, and prepare for the future.
In an age of change and continued evolution of the family wealth environment, 2025 was a year marked with the need for sound practices and steady guidance. Looking back and looking forward, Family Office Exchange’s (FOX) Year in Review highlights key insights on:
The accelerating adoption of AI and agentic technologies is not merely a technological shift—it is a fundamental transformation of the workplace itself. As digital teammates evolve from simple automation tools to independent collaborators capable of fulfilling complex goals, visionary leadership has become imperative.
In this video, John Stewart engages with Libby Doran and Nayana Jha at Doran Leadership Partners—a boutique organization with a national reach, specializing in family enterprise and executive search, with a significant focus on family offices. Together, they discuss the unique recruiting challenges and trends within the family office space, including amid the lack of succession planning.
Drawing on the contributions of 605 Family Office professionals, from Personal Assistants to Investment Professionals to C-Suite executives, this year’s report represents the combined findings from both the survey and the 20 in-depth interviews with senior leaders across all regions. With their inputs and the reliance on in-house proprietary data, KPMG and Agreus have created benchmarks for salaries, bonus structures, and long-term incentive plans (LTIP).
The world in which we live is tumultuous and increasingly polarized. It is timely and essential for leaders at every level to see conflicting perspectives and contrasting value systems as opportunities, not obstacles. That is why we need to understand and leverage Polarities.
We are in the midst of the greatest opportunity in likely the most dynamic environment. Our research indicates that providers are thriving, yet challenged by the growth as well as the complexity they are encountering with their clients. During this year’s “State of the Business” webcast we will explore the current health of the business and offer our perspectives on what we have learned. We will be joined by two of our members who will share how they are managing their growth strategies.