We recruit Analysts through Investment Managers for mid-market buyout funds across NL, BE, DACH and the Nordics. Investment professionals who've actually run processes — from teaser through SPA — not consultants who can spell EBITDA.
If you're an Analyst, Associate or Investment Manager looking at the next step, you'll get one owner from intro to offer — and an honest read on whether the seat actually fits. We work with mid-market PE funds across NL, BE, DACH and the Nordics, and we only put you in front of mandates we've already been hired on.
Most agencies will send anyone with "PE" on their CV. We don't. Before a candidate gets in front of one of our sponsors, they have to clear a real bar — set by people who've actually sat in PE seats.
Every buyout mandate gets a single owner from intake through offer. We don't run "search committees" or pass candidates between sourcers and closers. The person who briefs your mandate is the person who calls the candidates, runs the screens, prepares them for your interview rounds, and negotiates the offer.
Typical timeline: 6–10 weeks from intake to signed offer. Longlist within 7 days, shortlist of 3–5 within 3 weeks, signed offer within 8.
Send a one-line brief. We'll come back within 24 hours with three questions — and within a week with a longlist.
If your profile is right for buyout, we'll tell you. If you're better suited for growth or M&A first, we'll tell you that too — and stay in touch until you're ready.
You won't get handed off to a junior. The person who first calls you is the person who debriefs every round and negotiates your offer.
Every fund we put in front of you is a signed mandate. No "exploratory chats" with PE shops we don't know.
Whether the news is good or bad, you hear it within two business days of every interview. No silence, no chasing.
30 minutes. You walk us through the seat, the team, the comp band, and what "good" looks like. We push back on anything that doesn't add up.
We hit the phones. No CV blasting. No LinkedIn InMail spam. We talk to passive candidates we already know and qualify them against your bar.
4–6 names. Each with a written rationale, comp expectations, and notice period. You decide who to meet.
We run the debrief, the comp negotiation, the notice conversation. We don't disappear after the offer is signed.