Front office talent that builds long-term value.
Front office hiring means finding people your clients will trust, whether they’re managing family wealth, financing a growing business or advising on a deal that will shape its future. Our consultants specialise in this market, so they know the difference between a relationship manager building a new client base and one stewarding an established book, a corporate banker winning new mandates and one deepening long-standing relationships, or an origination-focused M&A director and an execution-focused associate. That understanding helps you find people who strengthen client relationships from day one.
Recruitment that builds client relationships
Our front office consultants focus only on this market, so every brief starts with a clear picture of where the talent is and what’s in demand.
We begin by understanding what your hire needs to achieve. It could be a relationship manager to grow a high-net-worth client base, a corporate banker to win new mid-market mandates, or an M&A director to build origination in a specialist sector. From there, we look at what candidates have actually delivered, such as clients won and retained, lending relationships built or deals originated and closed. We also consider how their client relationships are likely to transfer.
The qualifications you’d expect are a helpful starting point, but the strongest candidates prove themselves through track record, judgement and the trust they’ve built with clients. For senior appointments, from Heads of Wealth to Managing Directors in corporate banking and M&A, we also offer executive search.
Our focus is on the people at the heart of client relationships in wealth management. We recruit private bankers and relationship managers serving high-net-worth and ultra-high-net-worth clients, from those building a new client base to senior bankers stewarding established books. We also place the professionals who work alongside them, including financial planners, investment managers and assistant relationship managers, as well as the paraplanning and client service teams who keep every relationship running smoothly.
Our expertise extends to relationship management in corporate banking, where we place relationship managers and directors covering mid-market and large corporate clients. We also support M&A teams with analysts through to directors across origination and execution. Whatever the role, we focus on professionals who build lasting trust with clients and grow the value of every relationship.
Yes. Team moves and lift-outs can be a powerful way to grow, bringing in an established team with client relationships, shared ways of working and a track record of success. They also need careful handling, and that’s where we can help.
We manage every conversation with complete discretion, from the first approach to final agreement. Before anything moves forward, we help you assess the team’s strengths and how well it would fit your business, and how its client relationships or deal pipeline are likely to transfer. We’ll also help you plan for the practicalities that can shape timing and cost, including notice periods, garden leave, restrictive covenants, regulatory references and the buyout of deferred bonuses.
Once the team is on board, we can support you further, from adding complementary hires around them to strengthening the wider function. Whether you’re building a wealth management presence in a new region or adding a specialist M&A team, we’ll help you approach the move with confidence.
We work with firms where client relationships drive growth. That includes private banks and wealth managers serving high-net-worth and ultra-high-net-worth clients, financial planning and investment management businesses, and corporate and commercial banks building coverage across mid-market and large corporate clients. It also includes investment banks and M&A advisory boutiques advising on transactions, and fast-growing firms expanding their front office teams through acquisition or organic growth.
A specialist wealth management recruiter understands what really makes a strong hire in this market: the depth of a candidate’s client relationships, how those relationships are likely to transfer, and whether their approach fits your proposition and client base.
We look at clients won, assets grown and outcomes delivered, understand the qualifications and certification your roles require, and help you plan around notice periods, garden leave, restrictive covenants and deferred bonus buyouts. We handle every conversation with discretion, and our relationships reach experienced professionals who aren’t actively looking.
Wealth and front office hiring trends
Qualifications remain an important baseline in wealth management. Level 4 qualifications are the regulatory minimum for advisers, while Chartered status and the CFA charter increasingly set candidates apart for senior and investment-focused roles. Regulation is raising the bar too:
- Consumer Duty: firms need to evidence good client outcomes and fair value.
- Certification: client-facing roles carry certification under SM&CR.
- Targeted support: changes to the boundary between advice and guidance are creating new ways to serve clients.
Beyond credentials, the strongest relationship managers and planners bring client loyalty, a clear grasp of their clients’ needs and the ability to explain complex issues simply. Investment professionals need a proven performance record and a disciplined approach to suitability. Our consultants explore all of this before introducing anyone to your team.
Wealth management pay depends on seniority, client segment, the size and quality of a candidate’s book, and location. Bonuses and profit share can add significantly to base salary, particularly for experienced relationship managers and planners.
As a guide, reported base salaries for financial planners in the UK typically range from around £24,000 to £60,000, with a median of around £36,000. Experienced planners with advisory skills report a median closer to £66,000. Private banking relationship managers report a median base salary of around £39,000 UK-wide, with bonuses of up to around £24,000.
Senior relationship managers, private bankers, investment managers and leadership roles are typically benchmarked individually, as packages depend heavily on client base, deferred compensation and incentive structure. For tailored benchmarking, visit our benchmarking page.
AI is starting to change how wealth management teams spend their time. It can help prepare meeting notes, draft suitability reports, analyse portfolios and surface insights from client data, giving relationship managers and planners more time for the conversations clients value most.
Client trust remains at the heart of the role, and governance matters as these tools are adopted. Under the Consumer Duty, firms still need to deliver good outcomes and fair value whatever technology supports the advice, and UK GDPR applies wherever client data is involved.
When hiring, look for professionals who combine strong client relationships with the confidence to use AI tools effectively, and the judgement to know when a conversation needs a personal touch. Our consultants explore that balance in depth before shortlisting.
Consolidation continues to reshape UK wealth management, and it’s changing hiring across the market. Acquiring firms need experienced relationship managers, planners and leaders to integrate teams and keep clients confident, while retaining key advisers is often a priority as client relationships are closely tied to the people who manage them. Independent and growing firms can find opportunities to attract experienced professionals seeking a different culture or proposition. Notice periods, garden leave and restrictive covenants can all shape timing, and our consultants help you plan hiring that supports both client retention and long-term growth.
Corporate banks continue to compete for well-connected relationship managers as they grow their lending and transaction banking franchises, particularly in the mid-market. M&A advisory teams are building capacity to support deal activity, with sector specialists and strong originators especially valued. In both areas, experienced professionals with established client networks are often settled in their roles, so reaching them depends on long-standing relationships and a discreet approach.
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