Private Banking Jobs and Career Guidance for Senior Relationship Managers

Completely confidential. We never contact your current employer or disclose your interest in moving to anyone without your explicit permission. Most of our conversations happen outside office hours and we use personal email addresses, not work emails. This is standard best practice in executive recruitment and reflects our commitment to protecting your career.

Most candidates start exactly here. Our free Compensation Check tool benchmarks your base, bonus and total package against Executive Partners' proprietary compensation data across 15 global wealth hubs, confidential, 90 seconds, no commitment and no CV required.

Absolutely. Most of our best placements come from passive candidates, professionals who weren't actively job hunting but were open to the right opportunity. These hires bring stability, proven track records, and strong client relationships, which is exactly what hiring banks value most. We can help you understand your market value and options without any commitment to move. There's no risk in exploring your options.

From first conversation to signed offer: 8-16 weeks on average. The timeline depends on several factors: bank approval process (regulatory approvals, compliance sign-off, senior management sign-off), your notice period at your current employer, regulatory requirements in your jurisdiction, complexity of your client portfolio (due diligence on AUM portability and client concentration), and organizational structure of the hiring bank (larger banks require more approvals; boutiques may move faster). Experienced relationship manager placements often fall toward the longer end of this range due to additional due diligence on your book of business and client relationships.

We work on mandates across multiple global markets spanning Europe (Geneva, Zurich, London, Frankfurt, Paris, Madrid, Milano), the Middle East (Dubai DIFC, Riyadh), Asia-Pacific (Singapore, Hong Kong), and the Americas (New York, Miami). If we don't currently have an active role matching your profile in your target location, we'll keep you in our database and reach out when relevant opportunities arise. We also offer proactive market mapping if you're targeting a specific bank or region, we can help you understand the landscape, timing, and realistic entry points.

It depends on your nationality and where your relationships are best served. Riyadh is the onshore Saudi hub under Vision 2030, but Saudization rules mean Director-level and above roles are increasingly reserved for Saudi nationals. International bankers without a Saudi passport are more likely to find roles covering Saudi clients from Dubai DIFC, Geneva or Zurich. If you are a Saudi national with an onshore book, Riyadh now has genuine international bank infrastructure. UBP opened a dedicated Riyadh office in late 2025 with a Saudi national as CEO. If you are international with a GCC, Levant or Africa book, Dubai DIFC is the more natural base. We have active mandates on both sides of this equation.

We're realistic about portability. Most relationship managers transfer 30-80% of their book when moving to a new bank. This variance depends significantly on: client composition (institutional vs. individual clients, concentration by geography), relationship strength (depth of relationship, likelihood clients will follow), regulatory jurisdiction (some jurisdictions have stronger client-bank relationships), and competitive factors (strength of your personal relationships vs. the bank brand). Banks understand this and price offers accordingly. Our Portability Score tool helps estimate realistic transfer rates based on your specific client profile, so you can build credible business plans with accurate assumptions.

We don't verify on behalf of candidates, that's the hiring bank's job during their due diligence process. However, we coach you extensively on what documentation banks will request so there are no surprises. Typical documentation includes: portfolio statements (anonymized client holdings), client lists with anonymized names and AUM, revenue reports (fee income from each client relationship), AUM breakdown by asset class and geography, client concentration analysis, fee/revenue structure analysis, client tenure analysis, regulatory and licensing certifications, and non-compete and non-solicitation agreement analysis from your current employer.

Be upfront about this early. Banks will discover it anyway during due diligence, and honesty is always the best approach. Compliance issues don't automatically disqualify you. Banks understand that RMs inherit client bases and manage risk profiles carefully. However, transparency prevents surprises that could derail offers at the final stage. We help you frame compliance challenges honestly, demonstrate your risk management approach, understand which issues are likely to impact portability or job eligibility, and prepare disclosure documentation. Early disclosure almost always leads to better outcomes.

We're selective about which candidates we represent because we want to match you with banks where you'll genuinely succeed. Our vetting includes understanding: your book of business and likely portability, your professional background and expertise, your career motivations and what you're looking for in your next role, regulatory and compliance profile, and your fit with specific banks' cultures and strategies. If we think there's a genuine match with an active mandate, we'll introduce you and manage the process.

We act as your advocate and advisor throughout the process: market positioning (we help you understand how to position your experience and book in the market), bank introduction (we introduce you to banks with active mandates that match your profile), negotiation (we advise you on compensation, terms, and non-compete implications), due diligence (we coach you on documentation, interviews, and regulatory approval processes), and close (we help manage final negotiations and onboarding logistics). We're not a transaction, we're a partner in your career transition.

That's exactly why most candidates reach out to us. We manage confidentiality carefully: no LinkedIn messages or work emails, conversations happen outside office hours, no contact with your employer without explicit written permission, bank introductions are discreet and don't flag your interest internally, and we can position you as a 'passive candidate' the bank approached, rather than someone actively seeking change. This protects your current role while you explore options.

Compensation for senior relationship managers varies significantly by: bank size and profitability (boutiques vs. universals often have different comp structures), geography (Switzerland, UK, and Middle East typically offer higher comp than continental Europe), your book size and revenue generation, and seniority level (Senior RM, VP, Senior VP roles have different ranges). We'll give you realistic compensation expectations based on your profile and the specific bank. We also negotiate on your behalf to ensure you're positioned competitively.

Yes. We work on mandates for: experienced RMs (7+ years) looking to move between banks or accelerate growth, rising talents (3-7 years) targeting VP promotions or specialization in alternatives/emerging markets, and relocating professionals (same level, geographic move to build new markets). Most of our activity is in the experienced RM segment, but we regularly work on roles across the spectrum.

Our relationship doesn't end at the offer. We support you through: regulatory approvals (working with compliance at your new bank to complete approvals), notice period management (navigating non-compete agreements and confidentiality), client transition planning (logistics of moving your book and client communications), and onboarding (first 90 days at your new bank, integration with new team). Your success in the first 100 days often determines whether this move was the right decision.

This is rare (our retention rate for placed candidates is very high), but it does happen occasionally. We maintain relationships with candidates long-term because the private banking market is relatively small and interconnected. A successful 18-month tenure is far better for everyone than a failed 6-month exit. If a role genuinely isn't working, we help you understand why and support you in finding the right next move, whether that's at another bank or within your current organization.

Simply reach out with your LinkedIn profile or a brief CV. We'll schedule a confidential conversation to: understand your background and book of business, discuss your career aspirations and what you're looking for, assess whether we currently have active mandates that match your profile, and if not, we'll add you to our candidate database for future opportunities. There's no commitment, it's just a conversation to see if we can help.

If we see a strong match with an active mandate, we'll reach out within 2-4 weeks. If not, we'll keep your profile active in our database and contact you when opportunities align with your profile and preferences. The private banking recruitment market moves in cycles. Demand for relationship managers spikes around year-end and mid-year. If you're not hearing from us, it likely means we don't currently have the right fit, but that changes frequently.

No. As mentioned, hiring banks pay all fees. Your only investment is your time in conversations with us and with potential banks. We believe both are worth it if we find the right opportunity.