Private Equity Recruiters and Staffing Specialists

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.