Navigating the U.S. Investor Relations Hiring Market

A Conversation with Killian Dougal

Today we sit down with Killian Dougal, a specialist in Investor Relations recruitment at Meraki Talent and a key player in the firm’s Alternative Investments practice. With deep insight into the evolving U.S. market and a strong network across private capital, Killian shares timely perspectives on hiring trends, candidate expectations, and what it takes to succeed in senior IR roles today.

Killian, tell us about your focus as a recruiter.

I specialize in Investor Relations, Fundraising, and Marketing roles across alternative investments-mainly private equity, private credit, real assets, and energy. I work on VP through MD-level mandates, partnering with both established platforms and emerging managers across the U.S. I also support professionals transitioning into IR from analytical or client-facing roles, which is becoming more common in today’s market.

How has 2025 shaped up so far for IR hiring in the U.S.?

It’s been a mixed bag. Q1 was cautious, macroeconomic uncertainty and fundraising slowdowns made firms more selective. But since late March (post-bonus season), hiring has picked up. There’s strong demand for experienced VPs who can manage LP relationships and drive capital raising, particularly in private credit and real estate. We’re also seeing leaner teams-firms want agile candidates who can wear multiple hats, especially at first-time or growth-stage funds.

What advice would you give IR professionals exploring new roles this year?

Three key points:

1. Stay visible - Even if you’re not actively looking. Keep your resume and LinkedIn fresh, reconnect with your network, and stay open to conversations.
2. Know your value – Be clear on your track record, LP relationships, and strategic contributions. That’s critical at VP level and above.
3. Stay informed – The fundraising landscape is shifting fast. Understand how your current platform is positioned so you can speak credibly in interviews and assess new opportunities.

How do hiring processes differ by seniority or firm type?

There are clear differences.

At the VP level, hiring is typically faster and execution-oriented—usually 3–4 rounds with IR leads, investment professionals, and sometimes the CFO or COO. Some firms may include a case study or mock pitch, but this is less common at smaller shops who are more focused on culture fit and fundraising capability.

At the MD level, the process is far more strategic. You’re often seen as a future leader or face of the fund, so expect more rounds with senior partners and even LP references or board-level meetings. You’ll likely need to present a fundraising plan or walk through your track record, including how you’d build or lead a team.

Firm size matters too. Larger firms often run formal, structured processes. First-time or smaller funds tend to move faster and place greater emphasis on trust and chemistry-especially if you’re the first IR hire helping shape their capital-raising strategy.

What’s the best way to prepare for an IR hiring process?

Preparation is everything.

Do your homework, understand the fund’s strategy, portfolio, LP base, performance, and competitors. Be ready to speak in detail about your own LP relationships, fundraising wins, and lessons from tough processes. Tailor your pitch to show how your experience aligns with the fund’s growth goals. And give your references or LP contacts a heads-up as they may be contacted earlier than you think.

Looking to hire top-tier talent in Investor Relations or Fundraising?

Or exploring your next career move in the space?

Reach out to Killian directly at killian.dougal@merakitalent.com to start the conversation.