Your private equity recruitment specialists
Nexus IT group is a private equity recruitment agency and executive search firm that specializes in scaling investment-backed companies, including startups that are in Seed and Series A stages. Our private equity recruiters work directly with founders and hiring leaders of to identify the top tech and investment professionals.
Whether you are in late-stage growth or a pre-seed company looking to build from scratch, our private equity recruiters bring private equity firms and corporations top-tier recruiting services and human resources consulting to help them hire and retain an array of operations, project management, investment banking, and business development professionals. We excel at filling tech openings at all levels, including individual contributors like information technology associates and top tier full stack engineers in addition to product managers, partners, and other leadership roles.
Rely on our experience
As one of the leading private equity search firms in the country, our recruitment agency has worked extensively with both private equity and venture capital firms, from early-stage startups to established companies. Our private equity recruiters have expertise and passion for helping PE firms meet their human resources goals, and understand the unique set of challenges faced by hiring teams across investment banks, hedge funds, and the businesses they finance.
Overcoming the challenges of private equity recruitment
Early-stage startups lack brand recognition, making it difficult to entice experienced professionals to join their team. At the same time, many larger firms are struggling to attract and retain the Millennial and Gen Z talent that will drive their growth in the future. Tight labor markets compound these challenges for companies of all sizes. Many top professionals today, particularly in the technology space, are inundated with messages from headhunters and prefer to hear directly from founders and tech leaders.
The bottom line is that private equity recruitment is a time-consuming task requiring a mix of specialized skills, and most business leaders and executives lack the time and knowledge to do the job effectively. Private equity offices need a lot of different types of talent to meet business needs in sales and trading, finance and accounting, market research, and wealth management, just to name some of the key players in these industries. This diversity of jobs adds another layer of difficulty for someone who’s not a talent acquisitions expert. This is what makes Nexus a valuable partner, with the capability to drive our clients’ workforce expansion so they can focus on growing their business.
Why choose Nexus IT Group?
Our hands-on recruiting process is at the heart of our success and what sets us apart from other executive search firms. We start by developing a profile of your company and its ideal hire, going beyond their CV and whether they have an MBA to consider the culture and other intangibles. Armed with this knowledge, we scour our network for job seekers whose life and careers are a perfect match, then facilitate meetings and interviews with these professionals. Whether you need a business analyst or fianancial analyst for your hedge fund or a managing director for a unicorn startup, Nexus IT identifies the talent others can’t.
Our private equity recruiters have recruited candidates from companies like these
Nexus IT Group will quickly staff your open private equity roles with high-quality committed candidates
81%
of our successful candidates are submitted within one week
92%
of our candidates will accept your offer
96%
of our candidates are employed with your firm after 12 months
We have filled a variety of private equity roles
- Blockchain
- CIO
- CTO
- Cybersecurity Architect
- DevOps Engineer
- Frontend Engineer
- Full Stack Engineer
- Growth Marketer
- Head of Data
- IT Security Engineer
- Metaverse
- Product Designer
- Product Manager
- Product Marketing
Recruit with Nexus IT Group in private equity
What our private equity clients have said about working with Nexus IT Group
nexus IT group has partnered with Better since 2019. The recruiting team at nexus IT group has been a key advisor for tech talent. Working over the years on several key roles, has allowed us to continue to scale our team. Nexus’ private equity recruiters were instrumental in helping to hire several Full Stack Engineers and a handful Data Engineers.
We worked with nexus IT group to hire software engineers and product managers. nexus worked swiftly and accurately to get our message out to the right people. Working with nexus IT group allowed us to fill several key roles at a much faster rate than we could have. Nexus IT group is one of a small number of IT recruiters that I’d recommend.
nexus IT group is an extremely talented IT recruiting team. They are very technical when it comes to sourcing capabilities, content writing, and cadences. They also do a great job of controlling the process and are able to read candidates well. They’ve always been responsive and dependable along with hardworking. nexus IT groups private equity recruiters have been a huge asset to the growth of our data and development teams. I would gladly recommend nexus IT group to any Seed or Series company.
I had the opportunity to work with nexus IT group on several tech hires. I would put Nexus in the top 1% of IT recruiters. They bring fierce work ethic along with deep understanding of the technical marketplace. Nexus IT group is a hiring managers dream team.
nexus IT group hired several IT professionals which made a huge impact on our products ability to scale. Their work has been crucial to the growth and success of Brex. Any organization would be lucky to have nexus IT group on their team.
Our private equity staffing skills keep our clients coming back
CTO
“nexus IT group, through an exclusive search, successfully completed a Chief Technology Officer search for a startup who received Series A funding. This particular client is building an online shopping platform where influencers become the retailers.
43 days after the search started with our startup recruiters, we successfully found and hired a CTO. We contacted 293 candidates for this search, and submitted 9 fully vetted resumes.
“
Head of Data
Nexus IT group’s data science recruiters complete Head of Data search. Our client engaged nexus IT group to help them identify a Head of Data for their $30M seed round. Our clients mission is simple, they want to make everyone’s experience on the web as perfect as possible. After 52 days and 13 submittals, our data science recruiters hired our clients Head of Data where this person went on to analyze, model, design, and develop their initial data science products.
Sr DevOps Engineer
nexus IT group is thrilled to report another successful startup placement for a Sr DevOps Engineer. This senior position is responsible for building, deploying, and operating core infrastructure in both a hosted and on-prem environment. Our DevOps Recruiters completed the search in 59 days. Our DevOps Recruiters contacted 568 candidates, submitted 13 candidates, and consulted client on 2 declined offers.
Sr Full Stack Engineer
Nexus IT group successfully completed the search for 3 Sr Full Stack Engineers. Raising over $70M in capital, our client was ready to scale. Our clients mission is to allow home owners to build the perfect home from anywhere. Our Software Engineer Recruiters got right to work and contacted 776 candidates, submitted 12 candidates, and 3 Full Stack Engineers were hired. These 3 individuals were tasked with building delightful front-end experiences along with building reliable, and robust back-end systems.
Nexus IT Group recruits nationwide including these cities
Frequently asked questions about private equity recruiting
To nexus IT group, placement is an art form that requires the proper alignment of talent with opportunity, experience with need, personality with environment, and aspirations with value. The Private Equity sector is fast-paced, highly volatile recruiting environment that offers big opportunities for tech candidates. Our full-cycle recruiting system is a 51 step touchpoint process from start to finish. Our engagement process starts with a discovery call to understand the needs of the role. With this series of questions our Private Equity recruiters are able to build a content system that we will use to deploy a multi-touch recruiting cadence precisely and accurately to hundreds of candidates that fit the expectations of the role. a relationship. Once our targeted search is executive, we spend a series of 3 calls to get to know the candidates’ needs, wants, and future career interests. Once we’ve created a shortlist of qualified and fully vetted candidates, we will deliver our top 2 to 3 candidates to the hiring manager. Once the interview process starts we work with the candidate and the hiring team to make sure communication is responsive and transparent. Once a candidate is placed, we stay in touch with the placed candidate for 2 years just to see how things are going.
Private Equity recruiters specialize in a specific market sector. Every day, our Private Equity recruiters contact a specialized set of candidates. When starting a new search, our team has a pool of personally-known candidates to call immediately. The point is that specialized startup 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 startup recruiting firm, there is a high probability that they are familiar with the individual. Our clients trust that we have thoroughly screened the candidate over a series of multiple conversations, and that they will be worth the hiring managers time to interview.
Another benefit of using a specialized Startup recruiting firm is you will experience less of a “resume broker” relationship and more of a “sector expert.” We spend countless hours every day conversing with startup prospects and startup employers, making us more “in the know” about the startup space. Private Equity recruiters can provide insight into the landscape of startup employment, equity, current pay, and the most recent candidate challenges.
Ultimately, Private Equity recruiters have access to a concentrated pool of candidates, resulting in increased efficiency during the hiring process and the ability to establish long-lasting relationships with the industry’s top talent.
Our candidate sourcing can be described in 3 words: Identify. Engage. Toolstack. Typically, the best job prospects are those 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. And 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 will then create a content strategy that will attract top talent in the startup space. Once we’ve developed our cadence we will use a number of sources to scour the web to get our message in front of the right candidates. Strategies includes searching our database, sourcing for referrals, sourcing from specific organizations, LinkedIn, GitHub, StackOverflow, Dribble, Behance, Kaggle, Meetup, Angel List, Dice, alumni boards, and many other niche sites. 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 and align those needs with future openings with a high-touch approach
Quality of Hire is very important for nexus IT group and our Private Equity recruiting team. Currently our Private Equity recruiters hold a 95.14% quality of hire ratio. This is measured by any contractor who successfully completes their contract, and/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 Private Equity clients is running right at 94.7%
The Private Equity hiring space is fast-paced so our team of Private Equity recruiters are trained to work swiftly. The time required to send qualified candidates to the hiring manager, varies on the position you are seeking to fill and the challenges we will face such as lower than market compensation, equity issues, slow feedback, onsite expectations, etc. We can deliver applicants on the day of contract signing, within a few days, or within a few weeks.
We’ve spent a great deal of time in early-stage recruiting and have had the distinct pleasure of collaborating with a number of amazing VCs and founders. From our perspective, the Musks of the world represent the future of technology, and we are major believers and investors in technology because, of course, it is the future. However, recruiting for Seed and Series A/B early-stage firms presents a distinct set of obstacles.
Though we have several different practice areas such as government IT staffing, digital marketing staffing, cybersecurity staffing, DevOps staffing, cloud staffing, data science staffing, and software development staffing. Our Startup recruiters are hyper focused on clients at the Seed and Series A/B/C. Our Startup recruiting team has successfully worked with clients ranging from late-stage growth companies down to building Pre-Seed companies from scratch.
Whether you’re recruiting for a Full Stack Developer, Data Scientist, Cloud Engineer, or Growth Marketer – our recruiting solutions have you covered. Our hires range from just about anything you can imagine an early-stage company would need— including non-tech roles like Head of Data, VP of Product, CTO, and many more—with a niche focus in technology and digital marketing staffing.
Our Private Equity recruiters use a series of stages to make sure we minimize candidate fall out during the recruiting cycle. Our recruiters will perform an indepth conversation where they work to uncover the needs, wants and desires of their next career move. We ask candidates with experience working in startups, “What is the best example in which you changed the growth of a firm you worked for by yourself?” then press them for agonizing detail. We ask candidates without a background in startups, “What was the most significant thing you did in your past role?” Then request the same level of detail in their response. If the team feels that there’s a fit then another person from our team will speak with the candidate. If the 2 nexus reps feel that there’s a good fit then we ask the candidate to complete a 4 question feedback form so we can better understand if the role is a good or great fit. Once we receive the candidates feedback then we will perform a “Lockdown” conversation where we ask a series of questions around counteroffers, interview stages, target salary expectations, and much more. If this goes well then we will submit the candidate for client review.
First, it is incredibly difficult for a startup in its early stages with little recognition to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the technological field. They prefer to hear directly from the startup’s creator, which brings us to the third challenge: recruitment is a full-time, highly specialized profession for which entrepreneurs do not have time for.
Our Private Equity recruiting fee is 22% to 25% of the candidates first year base salary. We do our best to find a payment structure that works best for your team.
Our Private Equity recruiters are paid by the companies for which they place candidates. Your startup recruiter does earn a commission if you are hired, but the commission is paid by the company that hires you. Our recruiting fee isn’t taken out of your salary, and it doesn’t lower the salary that you would be offered. Another misconception is that if you are presented by a recruiter, and another candidate is not, that you would be at a disadvantage because you have a fee associated with you getting that 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. In fact, candidates that work with recruiters actually tend to make more than those who job hunt alone.