Investment Management

Investment Management

Selby Jennings: A specialist Investment Management talent partner

Our esteemed global financial technology team offers top-notch recruitment services, catering to permanent, contract, and multi-hire placements. With a strong presence across three continents, we have been ensuring clients and candidates experience a seamless specialist investment management recruitment process for over 15 years.

From optimizing workflows to enhancing skill sets through flexible work models, we provide invaluable guidance to enterprise leaders, enabling them to make strategic decisions at the right time. Our expert insights assist investment management professionals in benchmarking benefits packages, salaries, and successfully navigating their career transitions.

In a market dominated by established investment firms, new entrants must adopt unique and innovative strategies to thrive. Deloitte's report suggests that emerging investment management firms are particularly focused on attracting millennials. If you are currently seeking the very best investment management talent to bolster your team, we invite you to request a call back from our dedicated team at Selby Jennings. We are committed to delivering excellence and providing industry-leading clients like you with exceptional talent to meet your specific needs. Whether it's permanent, contract, or multi-hire positions, we stand ready to assist you in securing the perfect fit for your organization. Don't hesitate to reach out, and let's embark on a journey of success together.

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Benefits of working with Selby Jennings’ global Investment Management team

We are a specialist talent partner. Among the many benefits of working with Selby Jennings’ global investment management team are:

Extensive knowledge: We have over 15 years of experience in the investment management sector​

An unrivaled portfolio of clients, both big and small

Our award-winning talent experts offer specialist guidance in the investment management space across three continents

Do not miss out on securing your desired investment management professional or securing your next professional role in Investment Management.

Investment Management Jobs

Associate

Summary: A venture capital firm in Los Angeles, California is looking to expand their team with an Associate. They mainly focus on the technology, consumer, and software spaces. They mainly focus in the venture capital realm via a mixture of early stage direct investing and investments into other venture capital funds. Associate Responsibilities: Diligence and execute private equity investment opportunities and transactions across various industries Create research-based industry reports to identify attractive areas of investment opportunity and competitive analyses Financial modeling including analysis of financial statements, valuations, returns, and competitive ratios Create investment presentations and transactions memos regarding new investment opportunities Evaluate and monitor the ongoing performance of portfolio company investments Maintain deal pipeline to memorialize all screened investment opportunities Participate in fund raising presentations and marketing Take lead on industry and competitive market research Associate Qualifications: 2-5 years of Investment Banking Experience required (preferably in the Technology, Consumer, or Software spaces) Bachelor's degree from a top-tier university with a strong GPA Exceptional modeling and analytical skills Strong communication and presentation skills

Up to US$1 per annum
Los Angeles
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Portfolio Analytics - Senior Analyst

Job Title: Portfolio Analytics - Senior Analyst Company Overview: My client is a $50B AUM private credit firm dedicated to providing innovative financial solutions to a diverse portfolio of clients. They're looking to add a senior analyst to their portfolio reporting and analytics group. Position Overview: As a Portfolio Analytics Senior Analyst, you will play a crucial role in managing and optimizing their portfolios by providing comprehensive analytics across all products and ensuring a holistic view of their investments. Your responsibilities will include calculating AUM, analyzing borrower data for the underwriting team, look at IRR, and maintaining a track record. Key Responsibilities: AUM Calculation: Accurately calculate and report Assets Under Management to provide a clear picture of the financial health of the portfolio. Borrower Analytics: Collaborate with the underwriting team to analyze borrower data, assess credit risk, and contribute insights that enhance decision-making processes. Holistic Portfolio Analysis: Conduct thorough portfolio analysis to identify trends, opportunities, and potential risks. Provide actionable recommendations to optimize portfolio performance. Product Analytics: Develop and implement analytics strategies across all financial products, ensuring alignment with business objectives and regulatory requirements. Qualifications: Bachelor's degree in Finance, Economics, or a related field. Proven experience in portfolio analytics/ portfolio valuation Solid understanding of leveraged finance principles and practices. Excellent analytical and problem-solving skills. Effective communication skills with the ability to present complex ideas to diverse stakeholders. Detail-oriented with a focus on data accuracy and integrity. Ability to thrive in a dynamic and fast-paced environment. Knowledge of SQL and Python is preferred Exposure to private credit/ private debt

US$90000 - US$100000 per year + 30,000 Bonus
New York
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Sales Associate

Our client, a leading global asset management firm, is looking for a Sales Associate to join their team based in London. The successful candidate will report to the DACH country head and will be responsible for developing and maintaining relationships with clients in the DACH region. The role will require the individual to provide support to the country head in all business-related matters and contribute to the overall sales strategy with a particular focus on the DACH region. Key Responsibilities: * Working alongside the DACH country head to ensure existing client relationships are maintained/developed and support them on all business related matters * Develop and maintain relationships with internal stakeholders and colleagues within the company * Collaborate with the sales, sales support and marketing teams to coordinate, manage and attend roadshows/company events with the aim of cultivating new client relationships * Contribute to the overall sales strategy during the fortnightly sales meetings * Help coordinate any client and prospect requests with Sales Support (e.g. reporting; ESG; DDQs; client specific questions, etc) * Oversee production of detailed RFP requests based on client needs in close cooperation with Sales Support Skills and Requirements: * Full time role based in the UK (essential) * Fluent in German, both written & spoken (essential) * 3 to 7 years of relevant experience delivering success in a similar role * Experience in developing external relationships within an asset manager or placement agent; must have experience in client outreach and relationship management * Previous experience in dealing with public and private funds (desirable) * Fund-buyer industry knowledge within DACH region (desirable) * Exceptional project management and organisational skills * Excellent inter-personal, verbal, and written communication skills * The ability to work as part of a wider team How to Apply: If you are interested in this role and meet the above criteria, please submit your application.

Negotiable
City of London
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Marketing Associate

Marketing Associate - Job Description Our client, $2 billion infrastructure fund, is seeking a Marketing Associate to join their team on a permanent basis. This is an excellent opportunity for a highly motivated individual looking to take the next step in their career. Responsibilities: Social Media and Website - Ownership of socials including creation, posting and analytics - Ownership of the website, including updating and analytics - Seek innovative ways and new channels to promote the fund - Increase engagement across all channels - Establish the fund as a thought leader through developing stories, media blasts and case studies - Track and produce reports to demonstrate the effectiveness of above Events - Lead event planning, admin and logistics, including conferences - Liaise with suppliers and make sure things are done on time and on schedule - Support with internal events Materials - Produce marketing materials - Verify information and coordinate approval with Compliance - Content creation and updating, support on messaging and strategy - Create and manage email campaigns and monthly newsletters - Internal marketing - Award submissions - PR content creation - Templates development Teamwork - Work collaboratively to build online presence - Ability to build trust and effective working relationships across the fund, including strong integration and communication/coordination across various internal departments/stakeholders - Proactively take initiative and accountability for process improvements and coordination activities - Actively support on other tasks when needed, especially during busy periods, in a positive and productive manner Other - Conduct market research on competitors and digital / marketing trends - Coordinate with the external marketing team Requirements: - Excellent written and verbal communication skills - Strong attention to detail - Experience in website management and social media - Experience in event planning and coordination - Experience in creating marketing materials - Ability to work effectively in a team and build relationships with stakeholders - Proactive and positive attitude - Ability to work in a fast-paced environment Additional Information: - Location: London, United Kingdom - Position Type: Permanent

Negotiable
London
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Emerging Markets Credit Analyst

Emerging Markets Credit Analyst Our client is a leading Hedge Fund based in London, and they are seeking an experienced Emerging Markets Credit Analyst to join growing team. The successful candidate will be responsible for generating investment ideas and will be working closely with the Portfolio Manager. Responsibilities: - Conduct fundamental analysis of emerging market companies and sovereigns - Develop and maintain financial models - Generate investment ideas - Attend meetings with management teams - Produce written reports - Work closely with the Portfolio Manager Required Skills: - 5-10 years of experience at a top buy side/sell side company. - Strong analytic skills - Excellent written and verbal communication skills - Ability to work well in a team - Good time management skills - Good knowledge of Excel and Bloomberg How to Apply: If you would like to be a part of a growing team, please apply for this unique and exciting opportunity today!

bonus, benefits
London
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PE Investment Analyst

* 0-2 years of experience in investment banking, strategy consulting preferred (not mandatory) * Fluency in English and Korean is a must, both written and verbal * Strong problem solving and analytical skills supported by good reasoning in formulating investment and problem solving views * Ability to thrive in an entrepreneurial environment and handle multiple assignments effectively * Strong team orientation and communication skills to work effectively with any team member * High level of integrity, professionalism, maturity, confidence and judgement

Negotiable
Seoul
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PFM Operations

Responsibilities Preparing application for WFOE PFM Maintaining financial records and ensuring that all transactions are recorded accurately Managing accounts payable and accounts receivable Coordinating with external auditors to ensure that the company's financial records are accurate and up-to-date Requirements Relevant operation and WFOE PFM preparation experience (2-4 years working experience) Strong attention to detail Excellent organizational skills Good communication skills Strong analytical and problem-solving skills

Negotiable
Shanghai
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Wealth BD

Responsibilities The successful candidate will be responsible for: Developing and maintaining client relationships Identifying new business opportunities Meeting and exceeding sales targets Skills The ideal candidate will have the following skills: CFP or other relevant Financial/Investment degree required Strong communication and interpersonal skills Excellent sales skills A good understanding of financial markets and investment products The ability to work independently and as part of a team Fluency in Mandarin and English

Negotiable
Shanghai
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Software Engineer

We have a current opportunity for a Software Engineer on a permanent basis. The position will be based in Boston. For further information about this position please apply.

Negotiable
United States of America
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VP/Associate Director, Product Specialist

A leading Private Credit firm in New York City is seeking VP or Associate Director to support the Sales team. The role will be hybrid in-person based in NYC (3 days in person/2 remote). This is an urgent search so if interested please apply today! Responsibilities Include: Respond to due diligence requests from investors, including RFPs and DDQs Maintain the firm's CRM to ensure consistency and accuracy Collaborate with experts to review content Update Due Diligence materials on a consistent schedule Create intriguing and thoughtful marketing materials for investors Qualifications: Bachelor's Degree 5-8+ years' experience working in investor relations, sales support, investor due diligence, or a related role Proficiency in Microsoft Office Suite Proficiency in at least one CRM system

US$180000 - US$275000 per year
New York
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Director/MD Business Development

We have a current opportunity for a Senior Business Development professional at an alternative asset manager specializing in direct lending, structured credit, and real estate private equity. The position will be hybrid based in New York City. This is an urgent search so for further information please apply today! Responsibilities: - Lead business development efforts for the firms existing and prospective institutional clients covering the US and Canada - Ability to communicate the firm's investment philosophy, strategies, and performance with existing and prospective clients - Willingness to travel, collaborate with a lean team, and monitor industry trends Qualifications: - Minimum of 10+ years experience raising capital - In-depth knowledge/experience within private credit/private equity - Bachelors degree required (MBA/CFA/Masters preferred)

US$200000 - US$300000 per year
New York
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RFP/Proposal Writer

An alternative investment manager with over 50bn AUM is looking to add a experienced professional to join their Private Credit Product Specialist team as an RFP/DDQ Writer! The level of seniority ranges from associate - AVP. The position will be hybrid based in NYC (3 days in-person/2 remote). Responsibilities Oversee analysts/associates that support the IR Function Update and Maintain Data Rooms Complete due diligence requests (RFPs, DDQs, Ad-hoc requests) Collaborate with internal and external clients and partners Qualifications 3+ years' experience with RFPs/RFIs/DDQs or client services within investment management Highly proficient in Excel

US$120000 - US$150000 per year
New York
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Investment Management News & Insights

Embracing Disabled Talent: Driving Success Through Inclusive Hiring in Europe Image
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Embracing Disabled Talent: Driving Success Through Inclusive Hiring in Europe

In today's evolving business landscape, recognizing and embracing diversity and inclusion is crucial. Despite progress, the potential of disabled talent remains largely underappreciated in Europe. Recent findings from our Selby Jennings poll shed light on the current state of affairs, with 55% of respondents admitting their hiring strategies lack provisions for candidates with disabilities. However, it is encouraging to note that 72% of workplaces have policies and practices in place to support employees with disabilities.The Missed OpportunityLack of Provisions and Representation: The finding that 55% of organizations do not have provisions for candidates with disabilities in their hiring strategies is a wake-up call. It indicates a significant missed opportunity to engage with a pool of talented individuals. Furthermore, the survey reveals that disabled individuals are particularly underrepresented in the banking and financial sector, with 78% of respondents recognizing the need for better representation. This highlights the need for a paradigm shift in how organizations approach hiring and inclusion.Policies, Practices, and Managerial Support: On a positive note, 72% of workplaces have implemented policies and practices to support employees with disabilities. This demonstrates an increasing commitment to inclusivity. Additionally, 73% of respondents believe their managers are equipped to manage employees with disabilities, indicating progress in fostering an inclusive work environment. However, it is important to ensure ongoing training and support for managers to effectively accommodate and empower their disabled team members.The Benefits of Complete InclusivityEmbracing complete inclusivity offers numerous advantages for businesses. First and foremost, it fosters a culture of equality, respect, and diversity. By hiring disabled talent, organizations can ensure they have a vast pool of skills, perspectives, and problem-solving abilities. This diversity drives innovation, creativity, and productivity, leading to better outcomes and a competitive edge. Moreover, a truly inclusive workplace enhances employee morale, engagement, and retention, as team members feel valued and supported.Embracing Disabled Talent - The Path to SuccessEmploying disabled banking and finance professionals can be a game-changer. Their unique insights, adaptability, and resilience brings fresh perspectives to financial institutions. By leveraging their talents, organizations can drive innovation, enhance customer service, and make informed decisions that cater to a broader demographic. Embracing this is a strategic move that positions businesses for long-term success.Taking Action - The Call for Inclusive HiringHiring disabled talent in Europe is not only essential for business success, but also for creating a more inclusive society. Embracing complete inclusivity brings diverse perspectives, encourages innovation, and engages the workforce. With the potential to access over 2 million candidates worldwide, Selby Jennings provides a unique opportunity to engage with talent from various backgrounds, including disabled professionals. By partnering with Selby Jennings, organizations in Europe can expand their reach, access a diverse pool of skilled candidates, and further enhance their inclusivity efforts. Request a call back today and together, we can build a prosperous future that celebrates the contributions of all individuals.

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2023 Bonus Season Breakdown Image
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2023 Bonus Season Breakdown

Discover the latest analysis of bonuses and rewards in the Financial Sciences & Services industry, and how it impacts the talent market.Understanding bonus structure has become not only a critical aspect to businesses in attracting and retaining top talent, but also for professionals in knowing their true value.Analysing the rewards arrangement across the Finance and Banking industry, we surveyed over 2,000 professionals based in Europe to discover:What value their bonuses are Whether they are satisfied with their bonusKey drivers behind their bonus pay-outsPerformance metrics used to determine bonuses Offering valuable insights to both professionals looking to benchmark themselves, and for businesses reflecting on their compensation strategies, both parties can take away a number of key considerations from this exclusive report. ​Download your copy of the 'Bonus Season Breakdown' report by completing the form below:​

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private-wealth-management

How to Make the Perfect Job Offer

​Finding the perfect candidate for your latest role can be a long and arduous road. Once you have found the employee with the skills you need and an attitude which will fit perfectly within your team, it is time to make your job offer. In a perfect world, you will get an enthusiastic acceptance. However, if you are hiring in a busy sector, or trying it, is likely you may have to negotiate salary and other benefits before you can seal the deal.Competition for talent is fierce. The pressure is on for hiring managers to secure the right candidate by offering an attractive compensation package before they accept an offer from a competitor. The aim of a salary negotiation is not to find a compromise where both parties are dissatisfied but find a balance where you both come out feeling valued, and enthusiastic about moving forward. Negotiating salary can be a tricky business that requires a high level of strategy.​Set your limits before you advertise the jobSalary negotiations can be complicated - planning will give you an obvious advantage. Before you even start interviewing your candidates, you need to choose the right salary to advertise, including the upper limit to where you are willing to negotiate for an exceptional candidate.Your lowest salary offer should still be in line with industry standards, with your upper limit reserved for excellent candidates who will offer extra value to the role. Don’t include your upper salary limit in any of your job advertising or recruitment efforts. There are several elements to consider when deciding on monetary compensation, including:The seniority of the position on offer– how many people will they be managing? Will they be heading up important projects?The current labor market– will this be a difficult or easy position to fill?The current performance of your company– how much can you afford to pay a new candidate?The skills required for the job – are they rare? Do you need a specific combination of hard and soft skills?The salaries of others in the company– is the upper limit offered still within the bracket you have set for others at this level?Your location– are you based in an expensive city or area where more compensation is needed to make up for elevated living costs?The best way to avoid negotiation is to ensure your initial offer is attractive and fair compared to benchmarks within your industry. Use online tools such as PayScale and Glassdoor to look at salary benchmarks for similar roles within your sector. Remember that it is likely your candidate will also be using these tools to make their own comparisons.It is also vital to keep within existing pay levels within your company. Going above these may help you secure a candidate but can lead to issues further down the line where other team members may feel undervalued and demoralized.Find out your candidate’s current salaryThe candidate you are interviewing is under no obligation to tell you their current salary, but there is no harm in asking politely. This information is important when it comes to negotiating a salary. If their current salary is higher than your upper negotiating position, then it is time to question if they are the right candidate for you. This is best done early in the interviewing process. You can ask a candidate their desired salary in the interview to prepare for later negotiations and speed up the process. This allows you to root out candidates who are holding unrealistic salary expectations.Make a fair initial offerIf you want to avoid a lengthy negotiation period, make sure your initial salary offer is a fair one. Though it is not an official rule, it is a given that most professionals will be expecting at least a 20% pay rise when seeking a new position, particularly with the cost of living increasing. However attractive the position is and however great the benefits your company provides are, salary is still the main motivating factor for taking a role - you need to offer a fair package to a skilled candidate which remains within your company guidelines. Your offer needs to be a fair reflection of the candidate’s experience and skills.Lowballing your candidate in anticipation of a counteroffer will only lead to your candidate regarding your company with suspicion, and you may gain a reputation as a timewaster. Salary negotiations should not be treated the same way as trying to sell a used car. Consider the long-term impact of the hire during your negotiations. Making a fair offer will help bring more value to your company in the long run through the work of an employee who knows that they are respected and valued.Conversely, offering a very high number to your candidate can come across as desperate and make your candidate second guess their decision to take up the offer. Your candidate will be aware of the value of their current skill-set, and a high overvaluation can lead to further suspicion and hesitation from the employee. Finally, ensure your initial offer is lower than your upper range, which should have been decided before the job was advertised, to leave room for negotiation.Highlight benefits beyond salaryIf you are aware of competitors in your market who can provide bigger salary packages than you, consider the benefits of working for your company beyond the wage. Depending on your candidate, some of these benefits can be very attractive in helping improve the employee’s quality of life. If you are unable to completely match a salary request during a negotiation, there are other benefits you can offer that may entice a new employee to join. These could include:Additional or unlimited annual leave– a generous holiday offer, including the recent trend amongst start-ups to provide unlimited leave, shows a level of trust and value.Flexible working– Allowing employees to work from home one day a week or schedule their work around their lives using a flexi-time structure is particularly attractive to those with children.Professional development– If there are opportunities for the candidate to take on additional training, learn new skills or start a new progressive career track, there is more long-term value in taking the role offered.A positive company culture– If the candidate is coming from a toxic or high-pressured atmosphere where they experienced burn-out, it may be an important and attractive prospect to work in an office with a supportive and positive atmosphere. Statistics such as staff retention rates and testimonials from other employees can help support the representation of your culture.Perks- such as free gym membership, funding for travel into work, subsidized lunches, attractive office facilities, and social opportunities.These can all be compelling reasons for your ideal candidate to choose your role, even if the salary isn’t what they expected. These benefits can help employees save money, cut down on stress, and enjoy their role. This provides compensation which focuses on quality of life - which can be very appealing during negotiations.Offer alternative monetary benefitsIf you are facing troubles in salary negotiations and it looks like you may lose the candidate who will bring the most value to your company, it is worth considering offering additional monetary benefits. These can include:Performance-related bonuses– agree to pay a bonus if certain targets and milestones are hit.Commission– some roles can benefit from a commission rewards system, where the employee is compensated for business and leads generated for your company.A signing bonus– a one-off signing bonus rather than a higher salary bracket is often a great way of satisfying both parties. It shows enthusiasm for wanting to onboard the candidate quickly while saving your company on payroll in the long term.A later salary negotiation– if you are unsure about offering a higher salary bracket now, you can promise another negotiation over salary after a probation period, on completion of a training course or if a performance target is hit. It is vital that you do follow up on this promise, as you do not want to lose the trust of your new staff member.Shares or profit-sharing– get your candidate invested in the success of your company by offering shares as part of the job offer.The importance of feedbackProvide succinct feedbackYour feedback is the most important part of your communication with a rejected applicant. Good interview feedback needs to be succinct, considerate and honest. It is often the case that there was nothing particularly wrong with the candidate, but there just happened to be another candidate with more relevant experience or stronger skills. Stating this to a candidate should not offend their feelings—it’s the reality of job hunting in a busy and high-quality labour market. You don’t want to provide a lengthy critique which kicks your applicant when they’re down, but providing constructive and specific feedback will also be useful for your candidate.Request and value feedbackAnother way to show respect to a candidate and gain a brand advocate is to ask for feedback on your interviewing and hiring process. You have given your honest and succinct feedback, respect that hiring is a two-way street and request some feedback on their experience. You can do this either in your phone and email correspondence, or set up a feedback survey to collect data from several rejected candidates. Requesting feedback shows you value and trust the opinions and viewpoints of the candidate, alongside providing you as a hiring manager with useful insights on how you can further optimize and structure your recruitment and candidate search process.Be honest about future opportunitiesIn some cases, you may be rejecting a candidate you have a genuine interest in hiring in the future. Maybe they weren’t quite the right fit for the current role, but they may slot into your future growth plans. If this is the case, tell them. However, do not finish a job rejection on a false promise if you know you have no interest in hiring the candidate now or in the future. Only invite a candidate to apply for future roles if you think they would be a good cultural fit in your company in the future. Inform them if their details will be kept on file within your company for future positions.Gaining a brand advocate in a rejected candidateEnding a job rejection on a positive note is no mean feat, but it is the first step in nurturing and maintaining a good relationship with the candidate and gaining a brand advocate. You want to keep qualified candidates of exceptional quality active within your talent pool, and maintaining positive communication with a rejected candidate may save you on hiring times and costs at a future date. Stay in touch with rejected candidates, either via email or professional social media such as LinkedIn. Follow up on their progress, and congratulate them when you spot they have landed a new job.You can keep up communication through inviting rejected candidates to events or seminars hosted by your company, a networking opportunity for both you and your candidate. You can also ask to add the candidate to your email newsletter database, or suggest they follow your company on social media so they can stay informed on hiring and growth. Treat candidates as you would like to be treated. Keeping up positive, timely, succinct and direct communication will gain you a brand advocate and a new addition to your passive talent pool.These guidelines can help to negotiate and extend the perfect job offer that's impossible to refuse. Once the offer is made, this isn't the end of the process -the ball still remains in the candidate's court. As a talent specialist with a well-garnered candidate portfolio, we are a one-stop solution for all your talent needs. Contact us today and we can help in the job offer process.​View and download your free printable version below​

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The Growth of Quants in Investment Banks

​Picture an investment bank drawn in a ‘Where’s Waldo?’ style. You’ve got traders, finance, the legal team and management; human resources and an IT team hammering away at their keyboards. Where would you expect to find quantitative analysts (quants)?Ten years ago, quants would have been tucked away on trading desks, inputting data into Excel spreadsheets and working through it manually to uncover patterns and statistics. Their findings would help traders to confirm the right price and most promising investment options.Skip forwards a decade and the role of the quant has changed substantially. For the most part, they are now incorporated into risk management teams, instead of being on a trading desk. There are more of them, they are a more diverse group and they use new tools to carry out different tasks. They are in considerable demand and much valued by financial organizations. What brought about this change?Why are there more quants?The last decade has seen a breath-taking speed of technological development. Analytic software combined with increased opportunities to gather data have led to Big Data: more information, collected more quickly. There are sophisticated tools to integrate, sort and process this data into state-of-the-art models.Electronic modeling now means that trading can be carried out by computers, based on an algorithm calculation of the most favorable moment to buy and sell. If algorithms are often the brawn behind hedge funds, investment banks, asset management services and private equity firms, quants are the brains: they program the algorithms that make the system work.Quants are also used more and more in the business of risk, helping to calculate probabilities and statistics using advanced modeling. This enables risk management teams to keep on the right side of an increasing volume of laws and procedures needed to manage risks appropriately.There are now many more quants employed in this reformulated role, shifting from revenue generation to risk management. Banks require quants for a range of functions including the valuation aspects of derivatives and pricing.A more diverse quant workforceAnother notable change in the last decade is the increasing diversity of the quant workforce. Although this STEM-related field used to be dominated by men from a similar background, intake is now much broader and includes many women. Female quants talent is much in demand by banks seeking to improve the diversity of their teams.As with other STEM areas, fewer women studying related subjects such as Math and Physics means this female talent is hard to find. When female quants are recruited to firms, employers have an additional incentive to keep them motivated and committed to the role, in an effort to retain this highly sought after talent.The use of models and tools: a systematic or discretionary approach?The development of algorithms, machine learning and related tools has transformed the nature of quantitative analysis. Quants need to ensure that data is interpreted and presented in the best possible way, but there is very little inputting and processing done through human labor any more.This has led to a divergence of opinion in the best way to approach investment decisions. As Leda Braga, a high-flying quant known as the ‘Queen of Quants’ has said, trading is now dominated by two approaches to decision-making: systematic and discretionary.A discretionary approach to trading is based on the trader’s own thought processes and decision-making skills. Systematic trading uses technology to indicate the best investment strategies, using algorithms to process reams of data. Quants are essential to the systematic approach, which is gaining in popularity.However, the discretionary approach is still very common, particularly because people tend to respond more vehemently to an error made by an algorithm than an error made by a human. As Braga observes: “We scrutinize the algos with a lot less tolerance than we scrutinize human action.”What does it take to be a good quant?To be successful as a quant, strong analytical skills are a must. Most professionals have advanced computer programming abilities, typically using SQL for database management and perhaps an object-oriented language such as Python or R to clean, sort and process data.Quants usually have advanced degrees in a STEM subject, such as computer science, mathematics or physics. A PhD in one of these subjects is common.  There is also increasing popularity of financial engineering master’s degrees such as financial engineering or quantitative/mathematical finance.Could your team benefit from having a quant on board? Emailinfo@selbyjennings.comto learn more about what they could do for your business. ------------About UsSelby Jennings is a leading specialist recruitment agency for banking and financial services. For more than 15 years, we have given clients and candidates peace of mind that the recruitment process is in expert hands. Our continual investment in best-in-class technologies and consultant training enables us to recruit with speed, precision and accuracy. Today, Selby Jennings provides contingency and retained search recruitment across 11 offices in 6 countries. Contact us to find out how Selby Jennings can help you.

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