PE Off Cycle - Feeling Lost // Best Practices?
I’m looking for some perspective on best practices for off-cycle recruiting.
I’m currently in banking and actively exploring off-cycle opportunities, but I’ve found the process to be much less transparent and structured than on-cycle. I’ve been engaging headhunters and selectively networking but response rates have been inconsistent. Is this just the nature of off-cycle recruiting or whether I’m approaching it sub-optimally?
A few specific questions I’d appreciate insight on:
1. Is it mainly about staying warm / top-of-mind over time, or are there specific firms / approaches that tend to yield more real opportunities?
2. Is it more productive to build relationships directly with current associates / principals at target funds vs. relying on recruiters? How early and how frequently should you realistically be reaching out?
3. Are most off-cycle seats quietly filled through internal referrals and informal outreach rather than posted searches?
4. What do people tend to get wrong when recruiting off-cycle?
Have found most outreach from good firms was from cold outreach to VP +
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Many funds will do a select set of interviews. E.g., TPG interviews 30 kids…so the HH might include you if you’re updating them with valuable info (ratings, projects, offers / final interviews from other firms) but you don’t want to be a nuisance. Getting a VP to say they want u included helps majorly to get into the 30 kids they interview in some round
Where did you get the 30 figure for TPG and is that for Capital? Capital has a relatively big class size of 10+ so would expect them to interview more.
Know that TPG Growth interviewed a very large pool of candidates (HSP probably just pushed more people vs. GCSP who is a lot more prestige focused)
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