Hedge Fund Recruiters and Staffing Specialists

Our candidate sourcing can be described in 3 words: Identify. Engage. Toolstack. Typically, the best job prospects are the ones who are passive. This indicates that they are not actively seeking employment. As a result, they are not surfing the internet in search of online job postings. Because they are not viewing online job postings, we have developed a robust and 100% outbound recruiting strategy. We begin our sourcing strategy by creating a candidate persona. Once we have successfully created the candidate persona, we then create a content strategy that will attract top talent in the hedge fund space. Once we have developed our cadence we use a number of sources to scour the web and get our message in front of the right candidates. Strategies include searching our database, sourcing for referrals, sourcing from specific organizations, LinkedIn, industry associations, alumni networks, conferences and many other specialized financial communities. We craft highly personalized messages that drive above industry reply rates. Our recruiting strategy is to begin conversations with passive candidates to learn about their future career interests, needs and wants, then align those needs with current and future openings through a high-touch approach.

Quality of Hire is very important for nexus IT group and our hedge fund recruiting team. Currently our hedge fund specific recruiters hold a 95.96% quality of hire ratio. This is measured by any contractor who successfully completes their contract, or a direct placement candidate who is at our client for at least 6 months of duration.

Currently our 1 year retention rate with our hedge fund clients is running right at 96.58%.

The hedge fund hiring environment is very fast-paced, so our team of hedge fund recruiters are trained to work quickly and accurately. The time required to send qualified candidates to the hedge fund hiring manager varies based on the position you are seeking to fill and the challenges we will face, such as lower than market compensation, bonus or carry concerns, slow feedback and onsite expectations. We can deliver applicants on the day of contract signing, within a few days or within a few weeks.

We have spent a great deal of time recruiting in the hedge fund space and have had the distinct pleasure of collaborating with a number of impressive funds, from emerging managers to established names. From our perspective, the most rewarding part is the weight each hire carries. On a lean team a single placement can shape performance, culture and the trajectory of the firm, and helping a fund get that hire right is what makes this work satisfying.

Hedge fund recruiters specialize in a specific market sector. Every day, our hedge fund recruiters contact a specialized set of investment, quantitative, technology and operations candidates. When starting a new search, our team has a pool of personally known candidates to call immediately. The point is that specialized hedge fund recruiters sprint out of the gate more effectively than staffing firms that go back to the drawing board for each search.

When employers receive a resume from a hedge fund recruiting firm, there is a high probability that they are already familiar with the individual. Our clients trust that we have thoroughly screened the candidate over a series of multiple conversations, and that the candidate will be worth the hiring manager’s time to interview.

Another benefit of using a specialized hedge fund recruiting and executive search firm is that you will experience less of a “resume broker” relationship and more of a “sector expert” relationship. We spend countless hours every day conversing with hedge fund prospects and hedge fund hiring managers, which keeps us in the know about the space. Hedge fund recruiters can provide insight into the landscape of employment, carry and equity, compensation and the most recent candidate hiring and retention challenges. Ultimately, hedge fund recruiters have access to a concentrated pool of candidates, which results in increased efficiency during the hiring process and the ability to establish long-lasting relationships with the industry’s top talent.

Though we have several different practice areas such as government IT staffing, devops staffing, cloud staffing, digital marketing staffing, data science staffing, private equity and software development staffing, our hedge fund recruiters are hyper focused on clients in the hedge fund space. Our hedge fund recruiting and executive search team has successfully worked with clients ranging from emerging managers launching their first fund to large established multi strategy firms.

Whether you are recruiting for a Portfolio Manager, Investment Analyst or Quantitative Researcher, our recruiting solutions have you covered. Our hires range across just about anything a fund would need, including senior leadership roles like Chief Investment Officer, Chief Operating Officer and Chief Compliance Officer, all with a niche focus in hedge fund staffing and executive search.

Our hedge fund recruiters use a series of stages to make sure we minimize candidate fall out during the recruiting cycle. Our recruiters perform an in depth conversation where they work to uncover the needs, wants and desires of a candidate’s next career move. We ask candidates specific skillset questions. If the team feels that there is a fit, then another person from our team will speak with the candidate. If the 2 nexus reps feel that there is a good fit, then we ask the candidate to complete a 4 question feedback form so we can better understand whether the role is a good or a great fit. Once we receive the candidate’s feedback, we perform a “Lockdown” conversation where we ask a series of questions around counteroffers, interview stages, target compensation expectations and much more. If this goes well, then we will submit the candidate for client review.

First, it is incredibly difficult for hedge fund hiring managers with little time to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the hedge fund field. They prefer to hear directly from the fund’s hiring manager, which brings us to the third challenge: recruitment is a full-time, highly specialized profession that hedge fund hiring managers do not have time for.First, it is incredibly difficult for hedge fund hiring managers with little time to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the hedge fund field. They prefer to hear directly from the fund’s hiring manager, which brings us to the third challenge: recruitment is a full-time, highly specialized profession that hedge fund hiring managers do not have time for.

Our hedge fund recruiting fee is 22% to 25% of the candidate’s first year base salary. We do our best to find a payment structure that works best for your team.

Our hedge fund recruiters are paid by the companies for which they place candidates. Your hedge fund recruiter does earn a commission if you are hired, but the commission is paid by the company that hires you. Our recruiting fee is not taken out of your salary, and it does not lower the salary that you would be offered. Another misconception is that if you are presented by a recruiter and another candidate is not, you would be at a disadvantage because you have a fee associated with you getting the role. In our experience companies are seeking the best person for the job, and they are not concerned about a fee being paid at that point. Candidates who work with recruiters actually tend to make more than those who job hunt alone.

Our executive search covers SaaS, financial services, healthcare, government, PE-backed growth companies, and more nationwide, with deep networks in Silicon Valley, New York, Chicago, Seattle, and emerging technology markets.

Yes. Join our Confidential Leadership Network to receive curated opportunities for IT executive roles aligned with your career roadmap, compensation targets, and leadership development goals.

We maintain ongoing relationships with placed executives. If there’s a role misalignment, we’ll conduct a strategic career review and tap into our succession planning network to secure a more fitting leadership position.