Wealth Reporter

Description

Pensions & Investments is seeking a reporter to cover family offices and the evolving ecosystem that serves ultra-high-net-worth families.

This reporter will cover a fast-evolving sector at the intersection of investing, wealth management and family enterprise: how single- and multi-family offices allocate capital, structure investment programs, manage operations, governance and succession, select external partners, and navigate changing markets, regulation, technology and lifestyle considerations relevant to the ultra-high-net-worth community.

In addition to reporting for Pensions & Investments, this person will have an opportunity to help build a new P&I family office product from the ground up. As its principal editorial resource, the reporter will help shape the product’s editorial agenda and voice, develop timely and differentiated coverage, and identify ways to expand its value for family office decision-makers and the professionals who serve them. As the product develops, the role offers meaningful scope to help inform new editorial initiatives, newsletters, special reports and event programming, and to take on an expanding role in shaping the product’s growth.

The ideal candidate is an experienced, curious and source-driven journalist who is comfortable covering wealth management and the operations of single- and multi-family offices. This person can break news, explain complex issues clearly and produce coverage that helps sophisticated readers understand what is changing, why it matters and what comes next.

What You’ll Do
•    Cover family offices, including single-family offices, multi-family offices, their principals and executives, investment leaders, advisers, consultants, private banks, wealth managers, asset managers and service providers.
•    Break news and develop enterprise stories on investment strategy, asset allocation, governance, succession, direct investing, private markets, philanthropy, tax and regulatory developments, practice management, cybersecurity, luxury and operating-model trends.
•    Help build P&I’s new family office product as its principal editorial resource, shaping coverage priorities, identifying audience needs and establishing a consistent editorial voice from launch.
•    Build a strong source network across family offices and the broader private wealth and institutional-investing ecosystem.
•    Write daily news, analysis, explainers and longer-form features for Pensions & Investments and the new family office product.
•    Frame stories with a clear sense of audience need and “why this matters.”
•    Partner with editors and colleagues to develop and expand the product through newsletters, alerts, special reports, data-driven coverage and family office event programming.
•    Attend industry conferences and represent P&I with readers, sources and industry leaders.

Core Coverage Areas
•    Family office investment strategy, asset allocation and portfolio construction
•    Private equity, venture capital, private credit, real estate, hedge funds and other alternative investments
•    Direct investing, co-investing and manager selection
•    Family office governance, succession, leadership, practice management and operating models
•    Outsourcing, technology, cybersecurity, risk management, luxury and professional services
•    Philanthropy, impact investing and mission-aligned capital
•    People moves and talent trends across the family office sector
•    Private wealth, tax and regulatory developments affecting family offices and their investments
•    Strategy among multi-family offices, private banks, wealth managers, advisers, consultants and asset managers serving the family office market

What Success Looks Like
•    Strong, differentiated coverage of family offices and the private capital ecosystem
•    A steady flow of original, source-driven stories for Pensions & Investments and the new family office product
•    Clear explanations of complex investment, business and regulatory issues
•    A distinctive, growing editorial product that is grounded in audience need and established as a trusted resource for the family office community
•    Strong audience engagement through newsletters, alerts, enterprise coverage, special projects and events
•    A deep source network among family office executives, principals and the institutions that serve them

Qualifications
•    Reporting experience in financial journalism, institutional investing, private wealth, family offices, asset management, alternatives or related fields
•    Strong news judgment and deadline discipline
•    Ability to explain complex investment, financial and regulatory topics clearly
•    Proven source-building skills
•    Familiarity with family office investing and operations, private markets, wealth management or institutional portfolios preferred
•    Experience contributing to newsletters, special reports, events, data coverage or multimedia products is a plus
•    Interest in helping to launch and develop an audience-focused editorial product is strongly preferred
•    Ability to work collaboratively with editors and colleagues while taking ownership of a high-priority coverage area

Location
New York, NY, with in-office presence required at least three days a week, ideally Tuesday–Thursday.

Pay Transparency Disclosure
The estimated salary range for this position is $80,000 to $100,000.

The final salary offering will take into account experience, accomplishments and location. In addition to base salary, Crain offers competitive benefits, including retirement plan savings contributions and bonus opportunities based on individual and company performance.

About Crain Communications: 

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, energy, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.

Environmental Demands 

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote.  Employee work location is subject to change.

• An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.  
• A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
• A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change. 
• Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves.   Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.  

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required.  It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required.   Work schedule and travel requirements are subject to change as a role and needs evolve over time.  

Physical Demands 
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change. 

Physical activities will include frequent in-person or virtual interactions.  For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems.  Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading.  The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion.  Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.  

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities  The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)