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Finding the Right Fit: A Family Office's Hiring Journey with EisnerAmper Talent Solutions

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How EisnerAmper Talent Solutions guided a family office through every stage of the hiring process, from role definition and candidate sourcing to offer negotiation and reference checks.

Client

As a boutique firm without a designated HR department, our real estate family office client based in New York City needed to grow their team but did not have the tools or processes in place to navigate today’s recruitment and hiring landscape. When the time came to hire, they knew they needed guidance to find the right person for their team. 

Rooted in a longstanding, trusted relationship with EisnerAmper, the client was connected to EisnerAmper Talent Solutions the moment their challenge came up.  

Challenge

Technical experience was only part of our client’s equation when looking for a senior accountant. The right candidate also needed to fit seamlessly into their family office environment, making organizational alignment and values just as important as credentials.  

The main challenge was that the client had never navigated a formal hiring process before. Without a structured interview framework, internal HR guidance, or experience evaluating multiple candidates, each step of the process was daunting.  

The client did not just need a recruiter, but a team that could provide hands-on guidance through every stage of recruiting and hiring.  

Solution

The Talent Solutions team:   

When engaging with the EisnerAmper Talent Solutions team, some of the most valuable work happens before a résumé is received. Our team stepped in as an advisor by leading strategic conversations to identify goals, build a process, and recruit talent. 

 

At every stage, the goal remained the same: making sure the client felt informed, empowered, and confident in their decisions. 

Defined the role:

Our team conducted an intake call with the client’s hiring leader to uncover the ideal qualities in a candidate. As a close-knit family office team, a candidate aligned with the client's working environment and values was just as important as technical capabilities. Through intentional conversations, key non-negotiables surfaced, such as a minimum of three years of accounting experience, real estate industry experience, knowledge of specific software like Yardi, and willingness to take on some administrative responsibilities. From the intake call, we were able to build a customized questionnaire to guide the rest of the search.  

Recruited talent:

Our team sourced candidates through two primary channels: a job posting and active LinkedIn sourcing via our network. The outreach generated 464 total applicants, an impressive number for a small, niche role. From those 464 applicants and within one week of starting the search, our team narrowed the pool down to six highly qualified candidates for our client.  

Managed the full interview process:

Our team conducted thorough 30-minute screening calls with each candidate before submitting to the client, making sure they fit the tailored questionnaire, gauging organizational value fit, and assessing technical skill level. The six candidates ranged in background and experience levels, giving the client meaningful options and a clear picture of the market. 

Handled the offer and negotiation:

Compensation alignment was built into the process from the start. Our team included each candidate's compensation expectations at the time of submission, eliminating surprises later in the process. Our client had initially established compensation ranges, but they signaled flexibility if the right person came along. When the time came to extend an offer, they had already been well-informed on benchmark compensation data throughout the process, so they were able to take the next step with confidence.  

Oversaw the background and reference checks:

Our team managed the full vetting process, verifying nothing was missed before the final decision was made. Based on the client’s preference, our team performed three reference checks, requiring at least one to be a direct manager. Our team crafted tailored reference questions, drawing from the pre-approved questionnaire and emerging themes from the interview rather than using a standardized form. Once all references were received, the team consolidated their findings into a clean, digestible format for the client, keeping the process tailored and consultative from beginning to end.  

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Results

The process produced two strong finalists, each possessing the technical background and organizational fit that our client has been looking for. One offer was extended and accepted.  

Beyond filling the role, our team helped the clients build something they did not have previously: a formalized hiring process they can carry forward as their team grows.  

Contact Us

Ready to build a hiring process that finds the right fit for your organization?

EisnerAmper Talent Solutions provides hands-on guidance at every stage of recruiting, from defining the role to extending the offer. Contact us today to start the conversation.