Work / Family Office
Twenty managers.Six custodians.The whole portfolio held together by you.
The work the family does not see. The consolidation that has to be current by Monday. The manager whose performance attribution stopped making sense last quarter. The exposure question that lands Wednesday morning. The tax structure that needs review before the year closes. The succession conversation that has been deferred for three years.
An institutional CIO has six people for this work. A single-family office has you.
Tacita does the work.
The work
Selection. The work behind every new allocation. Manager track records read against the periods the marketing materials skip. Fee structures compared against the gross-to-net at funds running similar strategies. References taken across managers the principal has used before. Side letters and class structures reviewed against the LPA. The diligence pack assembled to the standard a private bank's manager research desk would produce — without the private bank.
Monitoring. Every manager file kept current as the statements land. Performance attribution checked against the manager's stated strategy, not just the headline number. Drift from mandate flagged before it compounds. Vehicle-level and look-through exposures reconciled into one view. The manager whose returns stopped making sense surfaced before the next capital call.
Consolidation. The quarterly that holds together. Twenty managers, six custodians, and the principal's own direct positions resolved into a single position by asset class, geography, and risk factor. Look-through exposures applied across the funds. Currency, leverage, and liquidity normalised so the totals match. The document the family meeting needs, ready before the meeting rather than after.
Stewardship. The work that does not have a quarter. Tax structure reviewed against the latest legislation, not the structure as it was set ten years ago. Estate documents read against the current asset base. Philanthropic vehicles maintained at the cadence the foundations expect. Succession scenarios run quietly, with the conversations they require kept ready for when the family is ready to have them. The work the next generation will inherit working, not broken.
Our proposition
Where we'd start.
Bring us a question the family asked recently that took longer to answer than it should have. The exposure to a sector. The performance of a manager. The implication of a structural change. We do the work behind the answer, in the form you would have produced it yourself if the time had been there.
The work is the proof.
We work under standard NDA. Family-identifying information stays inside the engagement.
Show us the spreadsheet only you understand.
Past it is the family that hands the next generation off to you.