Leadership Hiring for Wealth Management, Asset Management and Investment Banking in India
HRBx places CXO, VP and senior leadership talent for wealthtech platforms, asset management firms and investment banking businesses in India. Every mandate is retained, exclusive and partner-led from briefing to offer closure.
- Retained and Exclusive Primary Focus - CXO, VP and Senior Leadership
- Shortlist Delivered — Typically by week 2–3
- Post-joining Support — Structured 100-day plan
Senior partner engaged from briefing to offer closure
Financial services sub-sectors – wealthtech, asset management, investment banking
Cities active — Bangalore, Mumbai and Chennai
₹1 Cr+ Label: Mandate threshold — CTC
A Search Practice Built Around Financial Services Leadership
Leadership hiring in Indian financial services is not one market. A wealthtech platform scaling its distribution needs a different National Sales Head than a boutique investment bank looking for a VP to manage advisory relationships. An asset management firm hiring a CIO is making a different decision than a wealthtech platform hiring a CPO to build a regulated product. HRBx builds each mandate around the specific sub-sector, ownership structure and growth stage of the firm.
01 Wealthtech and Wealth Management
CIOs, CPOs, National Sales Heads and Heads of Distribution for wealthtech platforms, PMS providers and wealth advisory firms. Senior talent in this sub-sector is relationship-mapped and rarely visible on the open market. Recent mandates: Chief Investment Officer and National Sales Head for a Bangalore-based wealthtech platform. Chief Product Officer for a Mumbai-based wealthtech firm.
02 Asset Management
Fund Managers, Heads of Equities, Heads of Distribution and CIOs for AMCs, AIFs and portfolio management services. Assessment accounts for investment philosophy alignment and regulatory literacy alongside leadership capability.
03 Investment Banking and Advisory
MDs, VPs, Heads of M&A and Corporate Finance leaders for boutique advisory firms and mid-market investment banks. Search conducted with full discretion given the visibility of senior talent in this community. Recent mandates: VP Sales for a boutique investment banking advisory firm in Bangalore. CHRO for a mid-market investment bank in Chennai.
Leadership Roles HRBx Places in Financial Services
₹80 L+ CTC
Focusing exclusively on senior leadership & executive hires
01 Wealthtech and Wealth Management
- Chief Investment Officer
- Chief Product Officer
- National Sales Head
- Head of Advisory and Distribution
- Head of Products and Solutions
- Head of Relationship Management
- Chief Risk Officer
02 Asset Management
- Chief Investment Officer
- Fund Manager
- Head of Equities / Fixed Income
- Head of Distribution
- Head of Products
- Head of Risk and Compliance
- Chief Operating Officer
03 Investment Banking and Advisory
- Managing Director – Coverage
- VP Sales and Advisory
- Head of M&A
- Director – Corporate Finance
- Chief Operating Officer
- CHRO
Leadership Mandates Completed in Financial Services
Financial services leadership searches require discretion. The mandates below represent completed searches by HRBx across wealthtech, asset management and investment banking in India. All five leaders placed are active in their roles.
MANDATE 01
Chief Investment Officer Sector, Bangalore
Shortlist presented within 1 week of briefing. Offer signed within 6 weeks. Leader joined in 3 months on a 90-day notice period. Active in role.
Wealthtech Platform
2026
MANDATE 02
National Sales Head, Chennai
Search completed in under 60 days from briefing to signed offer. Active in role at 12 months.
Wealthtech
2025
MANDATE 03
Chief Product Officer, Mumbai
Search completed in under 70 days from briefing to signed offer. Active in role at 24 months.
Wealthtech
2024
MANDATE 04
Chief Human Resources Officer, Chennai
Search completed within 60 days from briefing to signed offer. Active in role at 3.5 years.
Mid-market Investment Bank
2023
MANDATE 04
VP Sales, Bangalore
Search completed within 52 days from briefing to signed offer. Active in role at 9 months.
Boutique Investment Banking Advisory
2023
Discuss a Financial Services Leadership Mandate
What HRBx Brings to a Financial Services Leadership Search
Senior financial services talent in India is a small, visible community. A search process that is not discreet, not specific and not run by someone with genuine sector knowledge creates problems before the appointment is made. HRBx works on a small number of financial services mandates at any given time with direct Managing Partner involvement throughout.
Regulatory context from day one
A CIO at an AIF, a CPO at a SEBI-registered wealthtech platform and a Head of Risk at an investment bank are operating in a regulated environment. The briefing, the success profile and the candidate assessment all account for this. A search firm that treats financial services as a generic vertical will shortlist candidates who create compliance problems on day one.
Client relationship capital is part of the mandate
In wealth management and investment banking, a senior leader's personal client relationships often follow them when they move. That is an opportunity and a risk simultaneously. HRBx surfaces this early in the search process during briefing and candidate assessment and not later in the stage when it is too late to act upon.
Discretion is a requirement
Senior talent in Indian financial services is a known community. Firms know who is performing, who is restless and who is being approached. A search process that is not confidential damages both the candidate's current position and the hiring firm's market reputation. HRBx manages financial services searches with full discretion from first outreach to joining date.
Partner-led from day one
The Managing Partner who takes the brief runs the search to completion. Market mapping, candidate conversations, assessment and offer support all have senior involvement.
How HRBx Runs a Financial Services Leadership Search
Step 1: Sector-specific briefing
The briefing for a financial services mandate goes deeper than a standard leadership search. We need to understand the firm’s regulatory standing, AUM or deal volume, ownership structure, investment philosophy and the specific context the new leader is walking into. A CIO brief at a Series B wealthtech platform and a CIO brief at an established PMS firm are not the same document.
Step 2: Market mapping
We map the relevant talent pool across firms, funds and advisory businesses not from a database, but through direct knowledge of who is in this market, who is performing and who may be open to the right conversation. Passive candidates are the primary focus.
Step 3: Discreet outreach and engagement
We approach candidates through direct, confidential conversations. In a market where everyone knows each other, the approach itself signals the quality of the process. Each candidate receives a clear view of the opportunity and the organisational context before progressing.
Step 4: Deep-dive assessment
Assessment covers investment philosophy alignment, regulatory track record, client relationship approach and leadership capability alongside functional competency. We are distinguishing genuine operators from candidates who have learned to interview well.
Step 5: Shortlist and decision support
A focused shortlist with comparative insight on each candidate — not a long list. We support interview design, reference conversations, compensation discussion and offer closure.
Step 6: Onboarding and integration
The engagement concludes with a structured 100-day plan for the new leader and their manager, built from the assessment and interview process.
Start a Confidential Conversation
Speak directly with a Managing Partner about your firm, the leadership requirement and your timeline.
Questions About Financial Services Executive Search
Does HRBx understand the difference between a CIO at a PMS firm and a CIO at a Category II AIF?
Yes. The mandates are different in ways that matter. A PMS CIO is managing a discretionary book with direct client accountability and SEBI reporting requirements. A Category II AIF CIO is managing an unlisted portfolio — PE, credit or real assets — with a different investment committee structure, different LP relationships and a different performance attribution framework. The briefing, the success profile and the candidate assessment are built around that distinction, not a generic CIO template.
How do you assess whether a candidate's investment track record is genuinely theirs?
Track record attribution is one of the hardest problems in investment leadership hiring. A candidate who was part of a strong investment team may present the team's performance as their own. HRBx addresses this through structured reference conversations with former colleagues, investment committee members and direct reports, and not just the three names a candidate provides. We also examine decision-making authority: what the candidate actually owned versus contributed to, and what happened to performance when they moved.
How do you handle a search where the candidate community is small and everyone knows each other?
Discreetly. Senior talent in Indian wealthtech, asset management and investment banking is a visible community — firms know who is performing, who is restless and who is being approached. A poorly managed outreach damages both the candidate's current position and the hiring firm's market reputation before the conversation has started. HRBx does not send mass outreach or post roles publicly for financial services mandates. Every approach is direct, personal and confidential. The hiring firm's identity is not disclosed until the appropriate stage of the process.
Can you place leadership for a SEBI-registered entity — RIA, PMS or AIF?
Yes. HRBx has placed CIO-level and senior leadership talent for SEBI-registered wealthtech platforms and investment firms. The briefing and candidate assessment account for the regulatory environment — licence category, compliance obligations, reporting structure and the specific constraints that come with managing client assets under SEBI oversight.
What does your search process look like for a mandate where the outgoing leader is still in the role?
Confidential replacement is standard in financial services leadership hiring. The process is managed so that the outgoing leader, the internal team and the candidate market are unaware of the search until the hiring firm is ready to move. This requires tighter candidate management, more selective outreach and a briefing process that gives HRBx enough context to run the search without exposing it. We have run this type of mandate and can walk you through the specific approach on a call.
How do you benchmark compensation for a financial services leadership role in India?
ompensation for a CIO, CPO or MD in Indian financial services depends on the firm's AUM or deal volume, ownership structure, the candidate's personal track record and what the market will accept for this specific role at this specific firm. A wealthtech platform backed by a PE fund compensates differently from a founder-promoted AMC at the same AUM level. HRBx benchmarks from direct market knowledge and recent comparable mandates, not from a published survey that may have no bearing on your specific situation.