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The Worldwide Trust and Corporate Service Industry is Expected to Reach $15.25 Billion by 2028

The Worldwide Trust and Corporate Service Industry is Expected to Reach $15.25 Billion by 2028
PR Newswire
DUBLIN, Feb. 1, 2023

DUBLIN, Feb. 1, 2023 /PRNewswire/ — The “Global Trust and Corporate Service Market: Analysis By Alternative Asset, By S…



The Worldwide Trust and Corporate Service Industry is Expected to Reach $15.25 Billion by 2028

PR Newswire

DUBLIN, Feb. 1, 2023 /PRNewswire/ -- The "Global Trust and Corporate Service Market: Analysis By Alternative Asset, By Segment (Corporates, Funds SPV, High Net-worth Individuals, and Others), By Region Size And Trends With Impact Of COVID-19 And Forecast up to 2028" report has been added to's offering.

The global trust and corporate service market were valued at US$11.39 billion in 2022. The market value is expected to reach US$15.25 billion by 2028.

The trust and corporate services provide a broad range of administration services to lend assistance to its clients to set up, structure, and manage their financial and investment decision. The trust and corporate service market is mainly focused on stable countries with high regulations.

The market has been driven by a highly qualified workforce, high-value services, personal relationships between clients and service providers, and increased globalization.

The factors that are expected to contribute to the market growth in the coming years include rising household wealth, greater corporate and tax regulation, as well as, more outsourcing of administrative services by private equities and real estate funds. The market is expected to grow at a CAGR of approx. 5% during the forecasted period of 2023-2028.

Market Dynamics:

  • Growth Drivers: The global trust and corporate service market growth is predicted to be supported by numerous growth drivers such as escalating global GDP per capita, growing global HNWI wealth, growing opportunity in pension assets, high client retention rate, an increasing number of sovereign investors, upsurge in outsourcing, and many other factors. In recent years, the advent of new sovereign investors has directed the trust and corporate industry toward a huge demand raise for alternative asset management. The trust and corporate service providers are expected to generate innovative investment opportunities, financial arrangements, advisory relationships, and comprehensive funds which consent the sovereign investors to meet their objectives even in less developed countries.
  • Challenges: However, the market growth would be negatively impacted by various challenges such as unstable globalization and FDI, failure of client relationship, shuddering global consumer confidence, increasing cyber threat, etc.
  • Trends: The market is projected to grow at a fast pace during the forecast period, due to various latest trends such as modifications in regulations, political and economic ambiguities, improvement and advancement in technology infrastructure, etc. The dynamic nature of technology has resulted in the execution of some new inventions in the trust and corporate service industry. Like any other industry, modification in the current technology is of top priority in the trust and corporate service market. It is the technology that stimulates the automatic exchange of data. One of the primary components of trust and corporate services is security and asset protection with the use of technology, for example Robo-advisory, KYC by voice recognition, etc. These technological tools are anticipated to further grow and reach every inch of the market.

Impact Analysis of COVID-19 and Way Forward:

The COVID-19 pandemic has led to a considerable decline in business activities and hence a decline in the income of individuals. Therefore, demand for trust and corporate service providers observed a hit as the numbers of high-income-generating individuals plummeted. This has led to a slowdown in the demand for experienced personnel's needed for the management of finances such as structuring of their wealth, tax fillings, administrative services, and much more, thus hampering the overall growth of the market in 2020. However, the market experienced growth in 2021 with a gradual resumption of business activities as COVID-19 cases declined.

Competitive Landscape:

The global trust and corporate services market is highly fragmented. The key players in the global trust and corporate services market are:

  • Intertrust Group
  • JTC plc
  • TMF Sapphire Midco B.V. (TMF Group)
  • M&T Bank Corporation (Wilmington Trust)
  • Tricor Group
  • American Stock Transfer & Trust Company, LLC
  • Vistra
  • Cafico International
  • Apex Group Ltd. (Sanne Group)
  • Ocorian
  • IQ EQ Group Holdings S.a r.l.
  • Vivanco & Vivanco

Some of the strategies among key players in the market are mergers, acquisitions, and collaborations. For instance, in 2022, JTC announced that the company had completed the acquisition of New York Private Trust Company ("NYPTC"), a Delaware-chartered non-deposit trust company. On the other hand, TMF Group announced the acquisition of Etive Consulting, a UAE-based company providing compliance advisory, governance support, and AML services, among others.

Report Attribute


No. of Pages


Forecast Period

2023 - 2028

Estimated Market Value (USD) in 2023

$11.96 Billion

Forecasted Market Value (USD) by 2028

$15.25 Billion

Compound Annual Growth Rate

5.0 %

Regions Covered


Key Topics Covered:

1. Executive Summary

2. Introduction
2.1 Trust and Corporate Service: An Overview
2.2 Trust and Corporate Service Functions: An Overview
2.2.1 Functions of Trust and Corporate Service Provider
2.3 Trust and Corporate Service Segmentation: An Overview
2.3.1 Trust and Corporate Service Segmentation

3. Global Market Analysis
3.1 Global Alternative Assets Market: An Analysis
3.1.1 Global Alternative Assets Market: An Overview
3.1.2 Global Alternative Assets Market by Value
3.1.3 Global Alternative Assets Market by Asset Under Management
3.2 Global Trust and Corporate Service Market: An Analysis
3.2.1 Global Trust and Corporate Service Market: An Overview
3.2.2 Global Trust and Corporate Service Market by Value
3.2.3 Global Trust and Corporate Service Market by Segment (Corporates, Funds SPV, High Net-worth Individuals, and Others)
3.2.4 Global Trust and Corporate Service Market by Region (North America, Asia Pacific, Europe, Latin America, and Middle East & Africa)
3.3 Global Trust and Corporate Service Market: Segment Analysis
3.3.1 Global Trust and Corporate Service Market by Segment: An Overview
3.3.2 Global Corporates Trust and Corporate Service Market by Value
3.3.3 Global Funds SPV Trust and Corporate Service Market by Value
3.3.4 Global HNW Individuals Trust and Corporate Service Market by Value
3.3.5 Global Other Trust and Corporate Service Market by Value
3.4 Global Fund Administrator Market by Number of Private Capital Funds Serviced
3.4.1 Global Fund Administrator Market by Number of Private Capital Funds Serviced

4. Regional Market Analysis

5. Impact of Covid-19
5.1 Impact of COVID-19 on Global Trust and Corporate Service Market
5.1.1 Impact on Market Growth
5.1.2 Most Common Sentiments of Private Equity Firms
5.1.3 Rising Complexity of Fund Structures
5.2 Post COVID-19 Impact on Global Trust and Corporate Service Market

6. Market Dynamics
6.1 Growth Drivers
6.1.1 Escalating Global GDP Per-Capita
6.1.2 Growing Global HNWI Wealth
6.1.3 Growing Opportunity in Pension Asset
6.1.4 High Client Retention Rate
6.1.5 Increasing Number of Sovereign Investors
6.1.6 Upsurge in Outsourcing
6.2 Challenges
6.2.1 Unstable Globalization and FDI
6.2.2 Failure of Client Relationship
6.2.3 Shuddering Global Consumer Confidence
6.2.4 Increasing Cyber Threat
6.2.5 Brexit Aftershocks
6.3 Market Trends
6.3.1 Modifications in Regulations
6.3.2 Political and Economic Ambiguities
6.3.3 Trust and Good Corporate Behavior
6.3.4 Low Entry Barriers
6.3.5 Improvement and Advancement in Technology Infrastructure
6.3.6 Strong Culture of Excellence

7. Competitive Landscape
7.1 Global Trust and Corporate Service Players by Market Share
7.2 Global Trust and Corporate Service Players by Market Structure
7.3 Global Trust and Corporate Service Market Players by Strategic Comparison

8. Company Profiles
8.1 Intertrust Group
8.1.1 Business Overview
8.1.2 Operating Segments
8.1.3 Revenue by Service Line
8.1.4 Business Strategies
8.2 JTC plc
8.2.1 Business Overview
8.2.2 Operating Segments
8.2.3 Business Strategies
8.3 TMF Sapphire Midco B.V. (TMF Group)
8.3.1 Business Overview
8.3.2 Revenue by Service Line
8.3.3 Business Strategies
8.4 M&T Bank Corporation (Wilmington Trust)
8.4.1 Business Overview
8.4.2 Revenue from Contracts with Customers
8.4.3 Business Strategies
8.5 Tricor Group
8.5.1 Business Overview
8.5.2 Business Strategies
8.6 American Stock Transfer & Trust Company, LLC
8.6.1 Business Overview
8.6.2 Business Strategies
8.7 Vistra
8.7.1 Business Overview
8.7.2 Business Strategies
8.8 Cafico International
8.8.1 Business Overview
8.8.2 Business Strategies
8.9 Apex Group Ltd. (Sanne Group)
8.9.1 Business Overview
8.9.2 Business Strategies
8.10 Ocorian
8.10.1 Business Overview
8.10.2 Business Strategies
8.11 IQ EQ Group Holdings S.a r.l.
8.11.1 Business Overview
8.11.2 Business Strategies
8.12 Vivanco & Vivanco
8.12.1 Business Overview

For more information about this report visit

Media Contact:

Research and Markets
Laura Wood, Senior Manager   

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US Job Openings Unexpectedly Soar Above Highest Estimate Even As Number Of Quits Tumble

US Job Openings Unexpectedly Soar Above Highest Estimate Even As Number Of Quits Tumble

For those following the recent sharp drop in job openings,…



US Job Openings Unexpectedly Soar Above Highest Estimate Even As Number Of Quits Tumble

For those following the recent sharp drop in job openings, or perhaps merely fascinated by the narrative that AI will cause a margin-busting corporate revolution as millions of mid-level employees are replaced by a cheap "bullshitting" AI algorithm, then today's latest bizarro JOLTS report will come as a shock. That's because after three months of sharp declines, the BLS reported that in April the number of job openings soared by 358K from an upward revised 9.7 million to 10.1 million, the biggest increase since Dec 2022...

.... and printing not only above the median consensus which expected the trend to continue with 9.4 million job openings this month, but came higher than the highest Wall Street estimate! As shown in the chart below, the delta to median consensus print was a whopping 703K.

According to the BLS, the biggest increase in job openings was in retail trade (+209,000); health care and social assistance (+185,000); and transportation, warehousing, and utilities (+154,000)

The sudden, bizarre reversal in the job openings trend, meant that after falling to the lowest level since Sept 2021, in April the number of job openings was 4.446 million more than the number of unemployed workers, the highest since January.

Said otherwise, after dropping to just 1.64 job openings for every unemployed worker, the lowest since Nov 2021, in April there were 1.79 openings for every worker, a sharp spike back to levels that the Fed does not want to see.

To be sure, none of the above data are credible for reasons we have discussed before but the simplest one is because the response rate of the JOLTS survey is stuck at a record low 31%. Which means that only those who actually have job openings to report do so, while two-thirds of employers are either non-responsive or their mail is quietly lost in the mail.

Another reason why today's data is meaningless is that even as employers allegedly put up many more job wanted signs, the number of workers actually quitting their jobs - a proxy for those who believe they can get a better-paying job elsewhere, and thus strength of the overall job market - tumbled by 129K to 3.8 million, the lowest number since May 2021.

Even the Fed's WSJ mouthpiece Nick Timiraos ignored the stellar headline print, and instead focused on the plunge in quits, writing that the "rate of workers who are voluntarily leaving their jobs (including leisure and hospitality) is returning closer to pre-pandemic levels, a possible sign of less tight labor markets. Quits tend to rise when workers think they can receive better pay by changing jobs."

And the biggest paradox: as pointed out by Peter Tchir of Academy Securities, the seasonally adjusted JOLTS quits rate was 2.4 (we reached a "peak" of 2.4 in July 2019), while the Hires rate (also seasonally adjusted) was 3.9% just like it was 3.9 in July 2019. So allegedly there are 3,000,000 more jobs available now than then.

So what to make of this bizarro, conflicting report?

Well, after three months of drops in job openings, at a time when it is especially critical for Biden to still maintain the illusion that at least the labor market remains strong when everything else in the senile president's economy is crashing and burning, it appears that the BLS got a tap on the shoulder once again, especially when considering that the one category that will be most impacted by ChatGPT and which according to Indeed is seeing a collapse in job postings was also the one category that had the highest number of job openings.

Tyler Durden Wed, 05/31/2023 - 10:35

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The U.S. Office Sector: Further Disruption and Rightsizing May Give Way to a Golden Age

The NAIOP Research Foundation, as part of its Industry Trends meeting, recently hosted a panel discussion on what’s next for the office sector. The panelists…



The NAIOP Research Foundation, as part of its Industry Trends meeting, recently hosted a panel discussion on what’s next for the office sector. Analysts from leading service firms joined NAIOP Research Foundation Governors and office developers Greg Fuller, president and COO, Granite Properties and Paul Ciminelli, president and CEO, Ciminelli Development, to discuss problems and potential opportunities. The panelists agreed that the sector will undergo a shakeout that will include transformation, streamlining, new approaches to work and holistic solutions.

A “Broken” Market

Remote work and economic headwinds have created a negative demand shock in the office sector and a temporarily “broken” market that has not yet reached stability. Before the pandemic, office workspaces were densifying, with less square footage assigned per employee. Remote work and downsizing accelerated this trend, with tenants now needing less space per employee. Although office-using employment has rebounded from the brief pandemic-induced recession, office space demand has declined sharply. Phil Mobley, national director of office analytics at CoStar, estimated that the gap between office-using employment and previously expected demand could be as much as 400 million square feet. As supply continues to come online, vacancy rates will continue to climb over the next three years with negative absorption levels higher than during the Great Financial Recession.

According to Mobley, sublease availability is a key indicator of the market’s health, and it has more than doubled since 2019 and continues to rise. While transactions have slowed down, the ones that have taken place in the last two years have been at lower price points, but with strong fundamentals such as lower cap rates, which gives the impression of positive price growth. However, this masks some of the underlying problems that will inevitably come to light during loan maturities and price discoveries. The Mortgage Bankers Association reports that over 40 percent of office loans are maturing in the next 20 months.

The Hardest-hit Buildings

Not all markets, nor all types of office buildings are experiencing dramatic setbacks. CBRE’s Global Head of Occupier Thought Leadership, Julie Whelan, and her team conducted a study to identify the buildings that saw the most significant increase in vacancies. Their research revealed that smaller buildings (between 100,000-300,000 square feet) constructed between 1980 and 2009, located primarily in downtown areas with limited surrounding amenities and/or in high crime areas, were the most affected. Furthermore, the study found that only 10% of the buildings in the 64 markets examined accounted for 80% of the vacancies from Q1 2020 to Q1 2023.

During the pandemic, the vacancy rates of buildings in downtown markets have surpassed those of suburban areas. Specifically, 41% of buildings with the highest vacancy rates are in downtown markets, mainly in the Pacific Northwest and Northeastern regions of the United States. For instance, San Francisco’s vacancy rate has surged from 4% before the pandemic to almost 30% due to its reliance on the tech sector. Additionally, buildings located in high-crime areas (usually downtowns) and those with fewer adjacent amenities (usually suburbs) are struggling to retain tenants. However, there are opportunities to reposition or reinvent these properties, but they will require innovative public-private partnerships and community-based approaches. What surrounds office buildings, such as safe and walkable mixed-use communities, is just as crucial as what is inside them, according to Whelan.

Back to the (New) Office

The shift to remote and hybrid work has had a significant impact on office space demand. However, many companies are realizing that returning to the office more often offers advantages. While some employers have opted for 100% remote, hybrid, or office-centric policies, Lauren Hasson, the vice president of workplace strategy at JLL, has noticed a growing number of companies that want their employees back in the office at least three days a week. Studies have shown that it is difficult to engage and mentor employees who are not physically present. Furthermore, there has been a decrease in innovation, as evidenced by a decline in patent applications. Remote job postings have decreased, but employee demand for remote work remains high. Remote job listings on LinkedIn reached their peak in early 2022 at around 20% before recently falling to 12%. However, over 50% of job applications submitted are for remote positions, indicating that many job seekers may need to accept hybrid or in-person jobs. Markets with higher costs of living, intense talent competition, and long commutes, such as Boston, San Francisco, and New York, tend to advertise a higher percentage of remote positions and have slower rates of return to the office.

Hasson has reported that companies that require employees to work in the office only one or two days a week have the highest turnover rates. Thus, companies that offer either full-time remote or full-time in-office work have a better chance of retaining their talent. However, tenants that require in-person work are offering more amenities, and flexibility while creating C-suite positions such as “Chief Workplace Experience Officer” to ensure employee satisfaction and engagement. Hasson believes that enhanced office workspace will become the ultimate recruiting tool, similar to how prospective students consider a university’s athletic facilities and campus environment. According to Hasson, the new experiential office environment, which will be fueled by innovation, creativity, employee diversity, and cutting-edge technology, will recalibrate the sector and ultimately usher in a “golden age” of work.

Developers’ Perspectives

According to Ciminelli and Fuller, the office market is going through both cyclical and structural changes. While some office properties are flourishing, others lack the necessary amenities and locations to attract employees. Fuller noted that pre-pandemic, office buildings were rarely completely occupied, with a strong occupancy rate of 72%. Currently, occupancy rates vary between 40 and 65%.

Certain buildings are structurally obsolete or not ideal for conversion, particularly when considering residential use. In some cases, it may not be feasible to convert due to the property’s floorplan or location. Furthermore, the costs associated with redevelopment have risen considerably, making it necessary to acquire properties at lower costs.

Despite the challenges ahead, Fuller and Ciminelli anticipate opportunities once the dust settles. The office market will gradually reach an equilibrium as employees return to work, albeit with more flexibility and discipline in office space utilization. Like the retail sector, the office market will undergo a rightsizing process, ultimately emerging more streamlined and beneficial for both employees and employers.

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April JOLTS report noisily shows continued deceleration

  – by New Deal democratIt is always a bad idea simply to project a current trend forward, especially with data series that are noisy and heavily revised….




 - by New Deal democrat

It is always a bad idea simply to project a current trend forward, especially with data series that are noisy and heavily revised. That was certainly on display with the April JOLTS report.

For the last several years, the jobs market has been a game of “reverse musical chairs,” where there are always more chairs than participants. Those employers whose chairs weren’t filled had to increase their wage and/or benefits offerings, or go without. This was good for labor, but certainly put pressure on prices as well. 

Because the jobs market has remained so strong, it has been unlikely that a recession would start unless the situation with job openings returned to at least close to its pre-pandemic levels. Only then could there be enough layoffs to actually be consistent with a negative monthly jobs number.

Last month, there were steep declines in job openings and hires also declined significantly. This morning’s report reversed some of those dynamics, while the overall trend of deceleration remained intact. 

Job openings (blue in the graphs below) rose 353,000 (from a March number revised higher) to 10.013 million annualized (from a peak of 12.027 million in March 2022, vs. 7 million just before the pandemic), and actual hires (red) rose 47,000 from a downwardly revised March to 6.115 million (vs. a peak of 6.843 million in November 2021 and 6 million just before the pandemic).  Voluntary quits (gold) declined -49,000 to 3.793 million (vs. a peak of 4.501 million in November 2021 and 3.5 million just before the pandemic:

All of the above remained close to 2 year lows. 

Here is the longer term view of all 3 metrics from the series inception, better to show the current situation with the historical one before the pandemic hit:

All three remain at levels higher than at any time before the pandemic hit.

Contrarily, layoffs and discharges decreased -264,000 to 1.581 million annualized, reversing last month’s big increase:

But even so, April’s number remains well above the average for the past 2 years.

Here is the longer term historical record for layoffs showing how, before the pandemic, the current level would be extremely low:

There are two overarching trends in this data:

(1) the absolute fundamentals for labor remain quite positive,
(2) but they continue to decelerate.

All of the above remains consistent with a very positive jobs report this coming Friday, but continuing to show deceleration compared with the last 12 months.

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