The investment recruitment process varies depending on the type and size of investment firm. Larger firms like private equity and hedge funds typically recruit analysts straight from investment banks. They leverage recruiting agencies and headhunters to source candidates. The process starts as early as January and runs through May. Smaller firms tend to recruit later, often in the fall. Candidates can include students, bankers, consultants, and those already in the industry. Background in finance is valued, as are modeling skills and person-organization fit. Onboarding foreign experts requires cultural sensitivity around privacy and benefits.
Large firms recruit early, targetting bankers
The largest private equity firms start contacting bulge bracket analysts in January/February to begin the recruitment process for roles starting the following summer. They lean heavily on a few elite recruiting agencies like Oxbridge and SG Partners to source candidates from investment banks. There is bias against those not at top banks. Candidates need to showcase financial modeling skills and deal experience.
Smaller firms recruit later from diverse backgrounds
Middle-market and smaller private equity firms tend to recruit later, often in the fall for roles starting right away or in the new year. Candidates come from more diverse backgrounds like consulting or corporate roles. Industry-specific experience is valued. The process is less standardized but networking is still critical.
Cultural awareness needed for foreign recruits
When recruiting overseas candidates, Chinese firms should be aware of cultural differences around privacy, benefits, and onboarding. Foreign experts expect business class travel, high-end hotels, and dedicated relocation assistance. Intrusive questions around income and technical details may offend. Firms should demonstrate trust and understanding.
The investment recruitment process varies by firm size and type but always values finance skills. Large firms recruit early from banks while smaller ones draw from diverse backgrounds later. Cultural sensitivity is key for foreign hires.