Author: Susan Lerner

I’ve been giving a lot of thought to how to capture what I’m hearing in the market since the abrupt shift to WFH in mid-March. Our pre-coronavirus definitions of work life balance have clearly been disrupted and upended. It’s not that we all had the perfect work life balance before, but we had a semblance of structure that defined our days. We had boundaries that allowed us to carve-out a little personal time and space when we weren’t expected to be “on” and before parenting or care-giving roles kicked in.   Technology gave us the gift of 24/7 as we pursued

We’ve turned the corner to a new year and a new decade, yet the market continues to validate the adage that change remains a constant across the investment management industry. There’s been much written on the importance of leadership and the skillset required to guide organizations through these turbulent times. But what about the qualities that companies are seeking in talent they may not have prioritized even a short five years ago?   There’s no question that hiring today is a complex endeavor. There are so many factors at play -- whether it’s internal and external pressures of achieving a more

Upgrading talent, a process that can be rife with challenges when an incumbent is in place, can yield outsized rewards for asset managers that are strategic about positioning themselves for the changing landscape over the next decade and beyond. Concerns about a market correction and the persistent headwinds facing the industry are compelling firms to consider all options, particularly for highly compensated roles. Those firms that can afford to be opportunistic will likely be beneficiaries as the market continues to bifurcate into winners and those struggling to survive.   In 2019, we assisted several clients in accessing the market for alternatives

Companies have often paid lip service to the importance of culture in hiring decisions -- but change is afoot as culture is elevated to a bona fide top criteria at many firms, particularly for leadership roles. Evolving industry dynamics have forced asset managers to be more strategic and thoughtful about who they’re hiring beyond the resume. The price of getting it wrong has always been high (e.g., dysfunctional teams, reduced productivity, turnover), but as millennials have made their way into more companies, and their voices have gained strength and volume, the importance of culture has heightened. Increasingly, companies are