Brooke Connell
About Brooke Connell
Brooke Connell, age 53, is President of U.S. Wealth Management at AlTi Global and has served in this role since January 2023. He has over 30 years of financial services experience; he began his Tiedemann Wealth Management Holdings (TWMH) career in 2002 and previously served as a Managing Director focused on portfolio construction and risk management and as Head of East Coast Advisory. He holds a Bachelor of Arts in international business relations from Hobart College and is a member of the Board of Visitors at St. George’s School . Company context for his business unit includes $76B consolidated AUM/AUA, 83% recurring revenues, a 96% client retention rate since 2020, and 19 offices globally as of March 31, 2025 . TSR, revenue growth, and EBITDA growth for his tenure are not disclosed in filings.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| AlTi Global (TWMH/AlTi) | President, U.S. Wealth Management | Jan 2023–present | Leads U.S. WM division; responsible for growth and client advisory leadership |
| TWMH (pre-AlTi) | Managing Director; Head of East Coast Advisory | Began 2002 (other years not disclosed) | Oversaw portfolio construction and risk management; led client teams; continued as Advisor to firm clients |
| Kinetics Asset Management, Inc. | Senior Vice President | Not disclosed | Oversaw product and business development for proprietary mutual funds, separate accounts, and hedge funds |
| Chase Manhattan Global Asset Management | Vice President | Not disclosed | Developed investment strategies; led manager due diligence; helped launch third‑party manager platform at Global Private Bank |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| St. George’s School | Board of Visitors | Not disclosed | Education governance involvement |
Fixed Compensation
Not disclosed for Mr. Connell (he was not a named executive officer in 2024, and salary/bonus details are not provided) .
Performance Compensation
Specific incentive structures, grant sizes, and payout metrics are not disclosed for Mr. Connell. Company-wide compensation program emphasizes equity and performance-based incentives; the 2023 Plan uses PSUs with total shareholder return thresholds, vesting 33.33% annually over three performance periods beginning March 31, 2025, with a 200% maximum of target units, applied to named executive officers; RSUs typically vest in three equal annual installments from grant anniversary . The Compensation Committee states an intent to weigh compensation heavily toward equity and performance-based incentives and to manage dilution via monitored burn rates .
Equity Ownership & Alignment
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Class A shares beneficially owned (#) | 135,803 | 190,772 | 237,851 |
| Class B paired interests (exchangeable 1:1 to Class A) (#) | 815,879 | 765,879 | 765,879 |
| % of total voting securities | — | 1.6% | 1.7% |
Additional alignment and restrictions:
- Hedging, short sales, margin use, and pledging of company securities are prohibited by policy; insider trades require pre‑clearance and are generally limited to trading windows following earnings releases .
- Company has a Dodd‑Frank–compliant clawback policy effective October 2, 2023, administered by the Compensation Committee; applies to incentive compensation received by covered executives during the clawback period upon an accounting restatement .
- Related party transaction policy exists; Audit Committee review required for transactions over $120,000 with related persons to mitigate conflicts .
Insider trading activity signal:
- The company disclosed two late Form 4 filings by the President, U.S. Wealth Management during 2024, indicating trading activity occurred but details (size, price) were not specified in the proxy .
Employment Terms
Specific employment agreement terms (severance, non‑compete, change‑of‑control triggers) for Mr. Connell are not disclosed. Comparable executive agreements on file (e.g., for other executives) feature 12‑month base salary continuation, prior‑year bonus payment, COBRA premium support, and continued equity vesting under retirement policy upon termination without cause or for good reason, plus two‑year non‑solicit of employees and clients; however, these agreements are specific to other officers and should not be inferred to apply to Mr. Connell .
Investment Implications
- High alignment via sizable Class B paired interests, with exchange mechanics into Class A on a 1:1 basis; holdings grew in Class A from 2023 to 2025 while Class B fell, implying some exchanges consistent with broader company exchange activity, supporting alignment with common shareholders .
- Policy prohibitions on pledging and hedging plus mandatory pre‑clearance and trading windows reduce misalignment and mitigate forced‑sale risk; Dodd‑Frank–compliant clawback adds accountability to incentive pay .
- Lack of disclosed individual compensation metrics (salary, bonus targets, PSU/RSU grants, vesting schedules) limits pay‑for‑performance analysis for Mr. Connell; investors should monitor future proxies for disclosure evolution .
- The business Mr. Connell leads operates within a high‑recurrence revenue model with strong client retention and global scale, which supports stable fee streams; continued M&A integration and private markets JV initiatives could be performance levers for his division, but executive‑level targets and payouts tied to these are not disclosed .