Introducing Joel Bentley - An interview with Meraki Talent's Private Markets Recruitment Lead

At Meraki Talent, we’re committed to delivering high-caliber recruitment solutions tailored to the private markets. This year, we welcomed Joel Bentley to head our Private Markets division. With over half a decade of experience in private assets recruitment, Joel brings a wealth of knowledge to the team, working with clients across private equity, private credit, infrastructure and real assets, and more. We speak to Joel to learn more about the latest market trends, and how he sees the sector evolving.

How has the talent landscape in this sector changed in recent years?

The clamour for operating talent moves down the market

Traditionally, value creation and portfolio management were seen as a luxury for large-cap funds. The demand for talent has permeated all levels of investment, and there has been a significant increase in compensation and opportunities.

Fundraising and IR stayed busy

While fundraising has contracted, the market for distribution professionals has remained busy through the last 18 months. There remains a disparity in fundraising expectations between senior marketers and firm leadership. The economics of MD-level laterals have caused a much stronger VP-to-director market.

Refocus on technical degrees             

Whilst the move away from the necessity of MBAs continues, there has also been a significant demand for junior candidates with technical degrees.

Retention on the agenda

Firms are realizing that retaining talent is as important as acquiring it. They are putting culture and leadership high on their priority list.

What opportunities are there for candidates in investment, and what advice would you give candidates?

What goes down must come up

With fundraising for core and core-plus infrastructure and real estate falling off a cliff in 2023, there has been a much more positive dialogue around both asset classes in 2024. Governments across the West seem committed to building things in the short term, and that always presents an opportunity.

What goes up must come down

Is the end in sight for PE Secondaries and Private Credit? It would appear not. Fundraising in these areas has levelled off, and regulatory concerns have faded for now. These sectors are expected to keep growing in the medium term.

Macro passion

We probably wouldn't have a boss if we knew what the market was going to do. We can’t control the macro, but we can control our zeal. I advise candidates to find the area of investment that excites them the most and become experts. Pick the sector you find the most interesting and stay still. The opportunity is in expertize.

What are the biggest challenges investment firms face when attracting top talent?

Do you have 15 minutes in 6 weeks?

Top talent isn’t short of interest or offers. The biggest challenge for investment firms is time. Lean team structures and frequent travel commitments often mean schedules are stretched to the limit. The longer a recruitment process drags on, the less likely it is to secure top candidates. Speed is crucial.

Work / Life Balance

Are you bored of this topic? I am too. Uncertainty around company policies on flexibility or remote work can be more problematic than the policies themselves. Clear communication on these matters is vital for attracting and retaining talent. Have a set of rules and communicate them to your recruitment partners and candidates.

What are Investment firms looking for from their recruitment partners?

Efficiency

Clients want recruiters to take their work away from them, fast. Investment professionals expect speed and precision. Their workload is intense—managing deal origination, execution, portfolio management, and internal tasks—so they rely on recruitment partners to make their lives easier by delivering high-quality candidates quickly.

Honesty is the best policy

Building strong relationships takes time, and honesty is key to that process. Being honest and transparent is not only the right thing to do, but it heightens the experience and allows for better alignment between candidates and companies. Honesty is not always friendly, but it is necessary.

How do private market clients’ expectations around recruitment differ?

"The best of the best of the best, Sir!"
With high compensation comes high expectations. Private market clients demand the best talent and have no room for compromise. Clients expect the highest quality, so our role is to ensure we meet that standard, providing top-tier candidates from associate to partner level.

To find out more, contact Joel Bentley – Head of Private Markets on (929) 588 7835 or email joel.bentley@merakitalent.com