Opportunity Overview
Arootah engages a curated network of senior operators to support clients across the alternative investment industry, including hedge funds, private equity firms, and family offices. Advisors are deployed on project-based engagements when client needs match their expertise. Joining the network does not guarantee placement; it provides access to opportunities as they arise.
Why Join the Arootah Network
Alt-industry-only engagements with hedge funds, private equity firms, and family offices
Project-based work that fits around existing commitments
Client origination and engagement management handled by Arootah; advisors focus on delivery
About Arootah
Arootah is a talent solutions firm purpose-built for the alternative investment industry. We advise and we execute, covering the full talent spectrum from entry to exit across five services: Talent Acquisition, Fractional Leadership, Talent Development, Retention & Compensation, and Transition.
Most talent firms solve one problem. Because we cover the full spectrum, we can help clients identify and solve the right one. We start with diagnosis, then deliver.
Our team has run alternative investment firms at the highest levels as COOs, CFOs, and CCOs. That operator experience, combined with 15+ years of alternatives-specific recruiting and a network of 700+ vetted advisors across 18 functional disciplines, is what makes the advice credible and the execution reliable. We also draw on a network of 600+ coaches, deploying those with specific experience guiding senior executives in the alternatives industry.
One industry. One talent partner. Entry to exit.
Learn more: https://arootah.com/
Who We’re Looking For
Core Areas of Expertise
Best practice reviews.
Developing realistic and effective action plans.
Breaking apart goals into actionable steps.
Advising on vendor selection and oversight.
Creating and implementing policies, procedures, and control measures.
Evaluating each client’s advancement toward goal actualization through key performance indicators (KPIs) and scoring matrices.
Special projects or other areas of need.
All aspects of the day-to-day management and oversight of dealing with the full life cycle of sourcing, identifying, screening, assessing, and hiring employees throughout the firm.
Lead the high-priority Investment and Operations talent searches across a wide range of functional areas, sectors, verticals, and roles. Manage a small team of recruiters.
Engage with the hiring managers to identify necessary roles and functions across the organization at all levels, including executive and entry-level positions; develop a formal hiring plan and craft hiring documents.
Manage the entire recruitment process by leading the recruiting of candidates and/or the management of 3rd party search firms.
Work with business unit leaders on all aspects of talent acquisition including gap analysis, role definition, job criteria and requirements, job description documents, diversity and inclusion, interview questions and assessment criteria, scoring and ranking measures, offer negotiations and offer documents, and initial on-boarding activities; as well as the overall management of the communication and scheduling of candidates.
Ensure a positive candidate experience including timely and open communication, compliant background and reference checks, and coordination of all interactions with candidates and internal personnel.
Expand the firm’s network across all functional areas of the business.
Collaborate with Investment and Operations professionals in developing intelligence on key talent, relationships, and skill sets that meet the needs of the business and the candidate.
Work closely with leadership team to capture, manage, and leverage data on executives, key relationships, references, performance, and compensation in a structured way that helps expand the firm’s database and intellectual property over time.
Implement and manage key performance indicators to ensure and measure the timely hiring of candidates, an appropriate applicant pool as well as the retention and satisfaction of onboarded employees.
What You Bring
A Bachelor's degree is required.
Master’s, advanced degree, or Human Resource designation is a plus.
7+ years experience as Director of Talent Acquisition for an Alternative Asset Firm or Family Office.
Minimum of 5 years experience in executive search or a staffing/agency recruiter.
Strong program/project management orientation and organizational skills to develop streamlined talent acquisition and recruiting programs and processes.
Knowledge or acumen for financial products and services is necessary and familiarity with the distinct functions and roles involved with hedge funds and family offices.
Strong client and commercial focus with outstanding judgment, analytical skills, critical thinking, and verbal and written skills.
Team player with strong influencing skills and demonstrated knowledge of compensation and factors that play a key role in decision-making processes (market data / peer comparisons/scoring matrices.)
Skills Required
- Bachelor's degree
- 7+ years as Director of Talent Acquisition at an Alternative Asset Firm or Family Office
- Minimum 5 years experience in executive search or staffing/agency recruiting
- Knowledge of financial products, hedge fund and family office functions and roles
- Strong program/project management and organizational skills for designing TA programs and processes
- Strong client and commercial focus with outstanding judgment, analytical, verbal and written skills
- Master's degree, advanced degree, or HR designation
