Crescent Grove Advisors Promoted Andrew Krei to CIO
The firm elevated its former co-chief investment officer to lead investment strategy.
Updated on Sept. 21, 2026 in People
Employee-owned wealth management firm Crescent Grove Advisors promoted Andrew Krei to chief investment officer. Krei, who previously served as co-chief investment officer, will continue to work alongside leadership as the 11-year-old firm focuses on internal growth.
Why it matters
The leadership change reflects a push for internal succession planning and organic expansion at the wealth management firm. By transitioning existing leadership into the sole CIO role, the firm aims to maintain continuity for its client-facing operations and investment committee.
The firm, an 11-year-old entity, announced the internal promotion to consolidate oversight of its investment functions. The adjustment impacts the management of assets at a firm that has historically emphasized internal leadership development.
The players
Andrew Krei
The newly appointed chief investment officer at an employee-owned wealth management firm.
Dave Keevins
The founder, managing director, and senior client adviser who remains chairman of the firm's investment committee.
Crescent Grove Advisors
An 11-year-old employee-owned wealth management firm operating across the United States.
The details
Andrew Krei moves from the co-chief investment officer role to lead the investment office, while founder Dave Keevins maintains his oversight as chairman of the investment committee. This structural shift formalizes the firm's leadership hierarchy as it pursues organic growth. The move highlights the firm's strategy of grooming talent from within to manage firm-wide investment direction.
Timeline
September 21, 2026: The promotion of Andrew Krei was officially announced by the firm.
Market Landscape
Wealth management firms are increasingly relying on internal succession to stabilize leadership during periods of organic growth. This shift follows the industry trend toward internal executive development as a strategy to mitigate the risks associated with external hiring.
Operators should evaluate whether their own leadership structures support long-term continuity or rely too heavily on specific individuals. Monitoring how peer firms handle internal promotions can provide a roadmap for managing executive succession risks.
The takeaway
The move underscores the importance of institutionalizing leadership roles to support long-term firm scalability. Owners should review their internal succession plans and verify whether current leadership development pathways match their firm's projected growth milestones.
Further reading
For more on shifts in industry leadership, see People.
Source note: This article includes information reported by Institutional Real Estate, Inc..
