Why Portfolio Managers Should Work With Recruiters When Finding Their Next Role

For many portfolio managers, working with recruiters is seen as a last step in the job search, something to do once a decision to move has already been made. Others try to bypass recruiters entirely, preferring direct outreach or informal networks. 

In practice, portfolio managers who successfully secure the right roles with the best package tend to do the opposite. They use recruiters deliberately, early, and strategically, because finding a seat in today’s market is less about visibility and more about access, positioning, and timing. 

Hilal Kilinc, a Consultant at Selby Jennings works closely with portfolio managers across EMEA, says many senior PMs still concentrate their search on firms where they already have established relationships. While that often leads to high quality conversations, she notes that it can also narrow visibility into a market where new platforms and team buildouts are happening quietly. 

Access to roles you won’t find yourself 

Many PM roles are never advertised publicly. 

Recruiters are often engaged: 

• Before a role formally exists online 
• While a platform is discreetly testing appetite 
• When a seat needs to be filled confidentially 

Approaching firms directly means you’re typically responding to existing demand. Working with recruiters gives you exposure to emerging and off‑market opportunities, often with less competition. 

For PMs, that difference alone can materially change outcomes. 

Clear signal on where you actually fit 

One of the biggest risks in a job search is misalignment, pursuing roles that look attractive on paper but fail in meeting expectations in later stages. 

Recruiters help PMs avoid this by providing clarity on: 

• What a platform is actually looking for 
• Upon hearing your motivations which platforms to pursue but likewise which ones to avoid 

This level of filtering protects both time and reputation, while improving the quality of engagement throughout the process. 

According to Hilal, the strongest recruiters differentiate themselves through rigorous upfront filtering, focusing on anchoring genuine alignment before any introductions are made. This ensures conversations are purposeful, positioning is more precise, and outcomes are ultimately more likely to convert successfully. 

Positioning your track record correctly 

Performance numbers rarely speak for themselves. 

Recruiters help translate a PM’s history and motivations into a narrative that hiring managers understand and trust, including: 

• Performance metrics in position within current demand 
• Context around the PM’s current situation 
• Consulting hiring managers on approaches to give PM’s a smoother interview experience 
• Making sure both the PM’s and the company’s expectations are mutually aligned and communicated with full transparency 

In competitive hiring processes, how your story is told often determines whether you advance or stall. 

Negotiation and outcome optimisation 

Compensation discussions at senior PM level are rarely straightforward. Outcomes are shaped not just by headline numbers, but by structure, timing, and long-term alignment. 

Hilal also points out that recruiter involvement becomes particularly valuable during negotiations, not only around headline compensation but across platform structure, scaling potential, and long-term incentives:

Importantly, they help PMs negotiate without damaging relationships as the intermediary person, a critical consideration in a small, interconnected industry. 

Why “going direct” isn’t the most strategic shortcut PMs think it is 

Direct approaches can work, but they also come with downsides: 

• Limited visibility into firm dynamics 
• Less leverage in negotiations 
• Greater exposure if conversations stall 
• Missing out on smaller or newer firms 

Recruiters don’t replace relationships; they complement them, adding structure and intelligence to the process. 

Explore current portfolio management opportunities 

For portfolio managers considering their next move, visibility is critical. Many of the most compelling opportunities in today’s market are not publicly advertised, and hiring processes often begin well before a formal mandate reaches the wider market. By the time a role is visible, discussions are frequently already underway. 

As a result, experienced PMs tend to stay close to market developments ahead of actively pursuing a move. Understanding which platforms are deploying capital, where teams are expanding, and how firms are structuring their investment efforts across EMEA provides a clear advantage when the right opportunity arises. 

At Selby Jennings, we work closely with portfolio managers across a range of strategies and structures, including multi-manager platforms, proprietary trading firms, and hedge funds. Our network spans both established institutions and emerging teams building discreetly across the region. 

If you are considering your next step, we encourage you to explore our current portfolio management opportunities or submit your CV for a confidential discussion where there is a clear alignment. We also engage on a more consultative basis, supporting market mapping around individual profiles, identifying platforms where there may be a natural fit, including situations where hiring requirements are not publicly visible. 

Even where a move is not immediate, maintaining an informed perspective on the market can support stronger positioning, better timing, and greater clarity on opportunities aligned with your long-term objectives.