Private Equity Recruiting Returns with Chaos and Better Candidates

After a roughly six-month pause, private equity's on-cycle recruiting machine roared back to life last week. The process returned with its customary chaos, featuring interviews starting at 7 a.m. and extending late into the night. However, the delay resulted in an unexpected upside: sharper and more experienced candidates.

The hiring restart occurred just as first-year bankers returned from winter holidays. Firms began outreach for 2027 associate roles they had originally planned to fill in the summer. Major firms including Blackstone, Apollo, KKR, and Thoma Bravo were among the more than a dozen firms interviewing candidates. The pause was driven by pressure from Wall Street banks, specifically warnings from JPMorgan CEO Jamie Dimon.

Insiders report that the extra time on the job made a noticeable difference in candidate quality. Bankers now have five months' deal experience, making them more competent at financial modeling tests and deal mechanics. Despite the improvements in candidate preparation, the process remained frenzied, with candidates waiting for hours and facing exploding offers.

Private equity recruiting restarted after a months-long pause sparked by pressure from Wall Street banks. The pause meant candidates were sharper and more experienced, insiders said. The process's familiar chaos was back, with interviews starting at 7 a.m. stretching into the night.

The hiring restart came just as first-year bankers returned from the winter holidays. Firms began outreach for 2027 associate roles they had originally planned to fill in the summer, before banks cracked down on the practice. In recent years, the timeline had crept steadily earlier, with 2024's process kicking off in June, before many analysts had even hit the desk.

Major firms involved in the process included:

• Blackstone
• Apollo
• KKR
• Thoma Bravo

According to people familiar with the process, these were among the more than a dozen firms that interviewed candidates and extended offers. Some firms declined or did not respond to requests for comment. Sources said the cycle's customary theatrics—late-night interviews, exploding offers—were back in full force.

In some cases, candidates spent most of the day inside the offices of the industry's largest buyout firms. Most interviews took place on January 5, with some extending into the following day. A first-year investment banker at a bulge-bracket firm who went through the process said offices were overflowing.

"You show up, and depending on the firm, it could be up to 100 kids in suits crowding the lobby at the same time," the banker said. "It was chaos."

The banker snagged an offer after spending from 7 a.m. to 10 p.m. at one firm, but under pressure. The firm asked him to sign his offer on the spot, he said, before he could exit the building.

The recruiting stampede began with a swift start. On January 4, several candidates received late Sunday night emails inviting them to early-morning meetings the following day. Some were told to bring laptops and plan to set aside multiple hours, signals that the formal process was about to begin.

Candidates rotated through multiple conversations, completed financial modeling tests in private rooms, and waited, sometimes for hours. "It's not like you can say you'll set up an 8 a.m. at Blackstone and an 11 a.m. at Apollo," the first-year banker said. "If you do well at the first, you have to be there all day."

One former private-equity megafund associate said a candidate he advised during the process was held at a firm's office for nearly 13 hours as interviews dragged on, only to be sent home empty-handed at the end.

This latest hiring sprint followed months of pressure from Wall Street banks to slow a process that, over the past half-decade, had shifted from starting in October to starting in June or July. Last year, JPMorgan CEO Jamie Dimon had enough.

After calling the practice "unethical," Dimon's top bankers in June warned incoming analysts that accepting future-dated offers—even participating in interviews—would get them fired. "You will be provided notice and your employment with the firm will end," the firm's global banking coheads wrote in a memo.

Private equity firms, including Apollo, General Atlantic, and TPG, quickly announced decisions to pause recruiting plans until 2026 as a result of Dimon's warning. Insiders were bracing for recruiting to resume in January.

"A lot of people used the December break as a good way to prepare," said Matt Ting, founder of interview prep firm Peak Frameworks. "Compared to when the last few cycles have kicked off, candidates got way more prep time this year."

Recruiters said the added time junior bankers had spent on the job made a noticeable difference. "There has been a considerable dissatisfaction over the last couple of years from buyside firms not being able to fill their associate classes through on-cycle recruiting, driven by how early the process started and how unprepared firms found the bankers they met to be," said Anthony Keizner, managing partner at Odyssey Search Partners.

"Since the bankers being interviewed now have had five months' deal experience, they are typically much more competent, able to pass financial modeling tests, and understand deal mechanics better," Keizner added. "This year's initial take is that PE firms are happier as a result, and seem to be filling a higher proportion of their associate class from this process."

It's unclear whether firms filled up more of their class in this cycle than in previous years. A spokesperson for Apollo said the firm generally fills less than half its associate class through on-cycle recruiting.

"Hiring decisions are among the most consequential we make, and we have led the industry toward a more rational approach," the spokesperson said in an emailed statement, adding: "We generally fill less than 50% of our class in on-cycle recruiting."

Despite banks' warnings last summer and demands that entry-level employees sign pledges against accepting outside offers, several people involved in last week's hiring said Wall Street's pressure campaign didn't seem to deter most candidates from participating.

The restart of private equity recruiting has brought both the expected chaos and an unexpected improvement in candidate quality. The six-month delay allowed bankers to gain valuable experience, making them more attractive to buyout firms. However, the intensity of the process remains unchanged, with candidates facing long days and high-pressure decisions.

Whether the success of this year's delayed cycle becomes a selling point for the industry to change its ways over the long term is an open question. Private equity recruiting has repeatedly drifted earlier—so whether firms begin hiring for 2028 roles this summer may be the first clue.

"It'll be interesting to see if they again wait till the new year, or return to interviewing even earlier in the career of the first-year investment banking analysts," Keizner said.