Rupert Bell, CEO, on the contrast between US and UK private equity hiring
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Rupert Bell, CEO, spoke with eFinancialCareers back in July about the differences between US and UK hiring practices. He highlighted how the US model prioritises speed and exclusivity, while the UK takes a more measured approach.
Now, his perspective feels increasingly relevant. With pressure mounting on the US system, Rupert suggested firms may shift toward Europe’s more structured hiring model, a trend already starting to play out.
Now, his perspective feels increasingly relevant. With pressure mounting on the US system, Rupert suggested firms may shift toward Europe’s more structured hiring model, a trend already starting to play out.
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“The brutal one-night hiring exercise is a US phenomenon.”
UK model sets the tone for future PE hiring
JPMorgan CEO Jamie Dimon's recent decision to clamp down on the practice of junior bankers arriving with pre-signed private equity offers sparked a wave of debate about how recruitment should be structured. Since then, the conversation has only intensified, with many questioning whether the aggressive US model will give way to more measured approaches seen elsewhere.
In the US, private equity firms have long engaged in a frenzied process; marathon interview sessions and rapid-fire offers that see analysts committing before they’ve even started their banking roles.
Rupert Bell, CEO, stresses that this aggressive style is not universal: “The brutal one-night hiring exercise is a US phenomenon. In the UK, junior bankers don’t sign private equity contracts for 18 months time. They typically start interviewing a year to 18 months into their banking careers and move after receiving their bonuses.”
That perspective is proving increasingly relevant. In the weeks since, US firms have begun rethinking their strategies, with many looking at the UK’s more measured approach as a model.
In the US, private equity firms have long engaged in a frenzied process; marathon interview sessions and rapid-fire offers that see analysts committing before they’ve even started their banking roles.
Rupert Bell, CEO, stresses that this aggressive style is not universal: “The brutal one-night hiring exercise is a US phenomenon. In the UK, junior bankers don’t sign private equity contracts for 18 months time. They typically start interviewing a year to 18 months into their banking careers and move after receiving their bonuses.”
That perspective is proving increasingly relevant. In the weeks since, US firms have begun rethinking their strategies, with many looking at the UK’s more measured approach as a model.
By allowing candidates to build real experience and make informed career decisions, and enabling firms to focus on long-term fit, this structured process may offer a blueprint for balancing competitiveness with stability, ensuring both firms and candidates win.
Click below to read Rupert's profile and find his contact details.
Rupert's profile
