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Every week we talk to hundreds of people in and around private capital. These conversations often highlight the burning issues facing investment firms and individuals alike.

Showing results for tag "Compensation" Clear filters

31 August 2022 Gail McManus, Managing Director

Keeping up with entry-level compensation

Pay increases across the board in private equity are driven by salary inflation within investment banking.

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21 June 2022 Rupert Bell, Director of DACH

Forget "Show me the money!" These days, if you want the best talent, you need to think "Show me the love!"

To win in the war for talent you need to be decisive, quick and unambiguous. The candidate needs to know you want them and to have a clear understanding of what makes your offer better than the others - and it’s unlikely that this will be just about money.

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16 July 2021 Charlie Hunt, Director of UK

Private equity funds ramp up hiring - PER in the news with eFinancial Careers

Private equity funds are certainly hiring. Without exception, London's private equity recruiters say they're working feverishly hard. "It's a very active market," says Charlie Hunt, principal consultant at PER.

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19 October 2017 Margaret Cauley, Head of LatAm

The offer is on the table and then what happens?

Margaret Cauley, Head of LatAm gives her advice on how to manoeuvre during the offer stage so that the new job becomes a reality

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20 September 2016 Gail McManus, Managing Director

2016 Salary Survey: Data sneak preview

Our Salary Survey publication is getting closer. We have just had a sneak preview and we have some super data. We are more than sure our contributors are going to be pleased with the level of detail across multiple fund types and sizes. We’ve also got some special insights into gender split across all roles and levels this year.

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18 August 2016 Gail McManus, Managing Director

What's the difference between a great Fund Accountant and Gold Dust

Hiring at junior levels and growing your own is the best long-term strategy for your finance team. If you want a junior then attracting a good one from the big four or the specialist administrators is probably your best bet. You should be able to entice them with a winning combination of slightly higher compensation and the private equity appeal of becoming client rather than service provider.

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