Hiring investment professionals for a mid market private equity fund in Europe (EUR 8bn AUM). Client was forming/completing a team of Investment and IR professionals, with specific language requirements and a strong preference for a diversity candidate to join the team.


Thorough mapping of specific candidate pool (identified by us) with relevant experience across banks, big four, strategy consultancies and other funds. Referrals through network utilised as well as specific market knowledge (i.e. ranking systems by each bank to long list high calibre candidates. Active & personalised outreach to each individual candidate to gauge initial interest. We do not utilise passive forms of outreach (i.e. job postings) as in our experience this is not the best candidates. We keep client names confidential until engagement is established.

Screening and due diligence on candidate competencies, motivations and cultural fit.All meetings are established either face to face or via zoom for a minimum of al hour consultation. Multiple interested candidates were declined due to quality in comparison to the available talent pool.


Client received CVs of the strongest candidates available in the current talent pool. Selected 5 from the top 8 to interview and gave out two offers to candidates both of which were accepted.


March 2020

First Point Partners is appointed as an exclusive recruitment advisor to the Client.

1-15 April 2020

Developed a long list of 67 high quality candidates with long-term investment and IBD experience and complementary backgrounds in desired sectors.

15-24 April 2020

Screening video-interviews conducted by the First Point Partners team (COVID restrictions in place prevented face to face meetings).

30 April 2020

11 candidates shortlisted by the Client, including all profiles recommended by First Point Partners. Candidate interviews conducted by the Client.


1 july 2020

First Point Partners is appointed as an exclusive recruitment advisor to
the Client.

2-7 july 2020

Our team crafted the ideal executive profile via workshops with the investment team and other pivotal stakeholders.  We conducted comprehensive talent due diligence focusing on candidates who had prior experience in analogous business models facing industry challenges similar to our client.  

8-25 july 2020

~122 screening interviews were conducted. Attaining a balanced representation in diversity was paramount with our research targeting a 50-50 diversity quota. A list of secondary candidates was also compiled showcasing talent with the requisite language skills but based overseas. These contenders, would be weighted if local candidates did not meet client expectations.

1- 21 august 2020

Client interviewed several candidates from the shortlist eventually choosing a female CFO following internal interpersonal and psychometric assessment. Supported by the board and our advisory, the CFO made a smooth transition into her new role.