Norgay Partners

#happythanksgiving #gratitude #recruitment 

As the spooky season draws to a close, we wanted to bring to light ghosting culture in interview processes. At Norgay Partners, we see this behavior from both firms and candidates. We know how frustrating it is for both parties to receive radio silence after an interview. To all the “ghosts” out there, it is better to be open and honest than to leave someone in the dark. It is easy to get caught in the day-to-day and prioritize other matters over providing feedback, especially when it is a tough conversation or a discouraging update. However, a follow-up can go a long way; candidates value knowing where they stand, and equally firms need to know who is and is not interested. Open lines of communication on both sides makes for a more efficient and thoughtful interview process. It also allows both parties to walk away with their reputation intact. Your conduct will be remembered so it’s always best to be considerate and keep people in the loop. We have found that transparency is the best policy. Happy Halloween! #ghosting #interviews #recruitment #privateequity

In this challenging hiring environment, Norgay Partners has compiled a set of best practices to help candidates navigate a successful job search. Before the interview process 1. Understand what your drivers are for a career transition. Be clear about your motivation (culture, compensation, seniority etc.). 2. Know what you have in terms of leave-behinds (carry, bonus, expected compensation). Manage what your expectations are from a new job, but also what you’re willing to walk away from. 3. Understand the best timing for you when making a move (e.g. consider bonus season, your current firm’s fundraising schedule and your personal situation). 4. Keep in mind transition logistics. Talk through possible career moves with significant others to ensure you have buy-in from those that matter, including mentors or others whose opinions you value. During the process 1. Do not misrepresent yourself. Full transparency is always the best approach even when it’s uncomfortable. 2. Firms prefer transferable skills. Be prepared to communicate how your experience is relevant to the job you are interviewing for. 3. Know the firm. Take time to review the website, read recent press releases and lean onto your recruiter to better understand the culture. 4. Take the opportunity to ask questions. You want a role that is a great fit for you. Adopt a long-term view to ensure you’re able to thrive in the culture and develop a career. Having a short-term mindset can be disruptive when striving for future career goals. At the offer 1. Show genuine interest if the position is right for you. Equally, steer clear of wasting time if you’re not completely committed. 2. The financial markets are smaller than you think. Professional and considerate behavior really does matter. 3. Keep negotiations reasonable. Be clear from the onset what you are looking for whether it’s buyout, relocation, etc. Don’t wait until the ninth inning to throw out a new ask. 4. Speak with your references prior to sharing their contact information to avoid the need for a back-door reference. These should be strong and address any questions the firm may have about you such as culture fit, skill set and work ethic.   If you’re interested in connecting with us to find your next role, please feel free to get in touch. #recruitment #interviews #preparation #privateequity

Norgay Partners is gearing up for an active recruiting season as we come to the end of summer and look ahead to Q4 and into 2025. Many companies are beginning to strategically plan for the next fiscal year and will launch searches now with the aim of closing them in Q1, which will align with bonus season. Fundraising has historically been a driver of firms adding new verticals as well as building out existing successful practices. Notably, private equity firms continue to invest in their IR teams at all levels so they can fortify fundraising efforts. Chandler Holbrook, shares: “As we head toward the end of the year, firms are looking to put their fundraising and IR teams in the most effective position possible to compete in what still is a challenging and competitive market. Across private markets, areas of note have been in secondaries and credit.” The three areas we are most active in are IR, secondaries and private credit and we believe these groups will only become more competitive in the next few months. Kylie Hart, notes: “New entrants are coming into the market and adding senior leadership to the talent pool. It is key for firms to be clear about what differentiates them as we help to strategically identify the most relevant talent for their unique platforms.” We are preparing for a dynamic Q4 that will set the stage for 2025, and we remain grateful for the trust our clients put in us as we advise them on the best ways to position their teams for success. #recruitment #privatequity #investorrelations #fundraising #secondaries

As we near the end of summer, it was great to have the whole Norgay Partners team together from both coasts for our annual summer outing. We had a wonderful time connecting outside the office and bonding with our newest team members, Ethan Smith and Julian Schneider. A morning of tennis and a team lunch, followed by a beautiful sunset over drinks and dinner made for the perfect summer day. #team #summerouting #recruitment

It was a pleasure to host Northleaf for our annual Norgay Partners/Northleaf Capital Partners golf outing.   We have partnered together since 2018. This is an event we all look forward to. Not to mention, John Major shot a 67. Fun was had by all. #BusinessPartners #PErecruiting

We are pleased to share a Norgay Partners testimonial for Director Kylie Hart regarding her recent placements in the secondaries space. “We had a seamless experience working with Kylie and her team, who have worked tirelessly on our behalf. They identified dozens of highly qualified candidates and provided valuable insights and guidance at every stage, ensuring we made informed decisions. The candidates hired at multiple levels are integrating well into our team and are already making significant contributions to our investment process.” – Managing Director, Global Asset Manager It’s always a pleasure assisting our clients with the expansion of their teams as well as seeing candidates thrive in our clients’ unique cultures. #privateequity #recruitment #testimonial #secondaries

Norgay Partners welcomes newest member Ethan Smith to the team!   Ethan will work out of the LA office as Senior Associate, enhancing our presence on the West Coast by assisting in search execution with a focus on private equity and credit, infrastructure, secondaries, and investment banking.    He joins us from Kayne Anderson, a leading multi-strategy alternative asset manager, where he supported talent acquisition across a diverse range of strategies, such as energy and infrastructure, real estate, and direct lending. Ethan began his career in financial services recruitment at Spencer Ogden, where he focused on searches for front-office investment professionals. He has successfully represented some of the industry’s leading asset managers, infrastructure funds, private equity funds, and developers. Ethan graduated from Indiana University Bloomington with a major in Management.   A warm welcome to Ethan – we’re delighted to have you onboard!   #privateequity #recruitment #newhire 

Happy Fourth of July! #independenceday #fourthofjuly #americasbirthday