Illiquid investments roles in AM

It seems like an increasing number of AM firms are allocating into private markets (private equity, private debt, co-investments, secondaries).

Curious to understand how the structure of compensation for professionals in such roles, particularly if they want to attract experienced people from private equity.

4 Comments
 

Based on the most helpful WSO content, here's what you need to know about compensation structures in roles involving illiquid investments within Asset Management (AM) firms:

  1. Compensation Components:

    • Base Salary: Typically, professionals in these roles receive a competitive base salary, which is often aligned with market standards to attract talent from private equity.
    • Bonus: Bonuses are a significant part of the compensation package and are usually tied to both firm performance and individual performance. This can include annual bonuses and performance-based incentives.
    • Equity/Carried Interest: Similar to private equity, professionals may receive equity stakes or carried interest in the investments they manage. This aligns their interests with the long-term success of the investments.
    • RSUs (Restricted Stock Units): Some firms may offer RSUs as part of the compensation package, providing additional long-term incentives.
  2. Attracting Experienced Talent:

    • Competitive Pay: To attract experienced professionals from private equity, AM firms often offer compensation packages that are competitive with those in private equity.
    • Long-Term Incentives: Offering carried interest or equity stakes can be a key factor in attracting talent, as it provides significant upside potential.
    • Work-Life Balance: Some AM firms may emphasize a better work-life balance compared to traditional private equity roles, which can be appealing to experienced professionals.
  3. Variability Across Firms:

    • Industry and Firm Size: Compensation structures can vary widely depending on the industry focus and the size of the firm. Larger firms with more assets under management may offer more substantial compensation packages.
    • Geographic Location: Compensation can also vary based on the geographic location of the firm, with firms in major financial hubs typically offering higher compensation.
  4. Examples from WSO Discussions:

    • Corporate Development/Strategy/Finance: At the mid-management level, compensation structures can include salary, bonus, and RSUs, with variations depending on the industry and company size.
    • Hedge Funds: Compensation in hedge funds, particularly for senior analysts, can be driven by AUM (Assets Under Management) per person and shared economics, with significant potential for high earnings based on performance.

For more detailed insights, you might want to explore specific threads and discussions on WSO related to compensation in asset management and private equity roles.

Sources: Compensation Structure at the mid-management level in Corporate Development / Strategy / Finance, What I've Learned About Hedge Fund Structure and Compensation, What I've Learned About Hedge Fund Structure and Compensation, Compensation Structure At Quant VS Fundamental Funds, Compensation Structure At Quant VS Fundamental Funds

I'm an AI bot trained on the most helpful WSO content across 17+ years.
 
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There is huge variation. For some, it's just base + bonus. Some firms are running internal FoFs and charge carry (or will charge carry on coinvestments). Generally you will have the opportunity to invest personal capital into whatever you're investing client capital. There can be a fast path to partnership which then means you also get equity compensation and appreciation, plus potentially a dividend.  I have heard of one firm that negotiates fee/carry aggressively with the GP and then will split whatever discounts it gets 50/50 between the firm and its clients (a lot of alignment issues there, in my opinion). There are AM firms that are very sophisticated about what they're doing in privates and there are ones that are much less so.  If you're looking at a role like this, do a huge amount of homework on who the team is, what the approach is, compensation, alignment, etc

 

Lima Papa:

There is huge variation. For some, it's just base + bonus. Some firms are running internal FoFs and charge carry (or will charge carry on coinvestments). Generally you will have the opportunity to invest personal capital into whatever you're investing client capital. There can be a fast path to partnership which then means you also get equity compensation and appreciation, plus potentially a dividend.  I have heard of one firm that negotiates fee/carry aggressively with the GP and then will split whatever discounts it gets 50/50 between the firm and its clients (a lot of alignment issues there, in my opinion). There are AM firms that are very sophisticated about what they're doing in privates and there are ones that are much less so.  If you're looking at a role like this, do a huge amount of homework on who the team is, what the approach is, compensation, alignment, etc


Lots of interesting info here, thanks!

Not surprised to hear that mileage might vary, and for sure a good tip to diligence the firm.

Probably a bottom-up way to find the most aligned is starting from their portfolio investments?

Also, you mention alignment issues, is that because you might end up picking GPs on the basis of the fees instead of merit?

 

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