Private Equity Talent Outlook: Q2 Reflections & H2 Priorities
As we move into the second half of 2025, it’s clear we’re in a market defined by dualities.
Deals are taking longer to complete, but integration programmes are picking up pace. Budgets are under pressure, yet operational hiring hasn’t slowed. AI is being scrutinised more closely, even as implementation speeds up.
Across our private equity network, we’re seeing a shift from broad ambition to focused execution. Talent strategy is following the same suit.
Q2 Review: Two Speeds, One Theme: Value Creation
1. A Quarter of Two Halves
Q2 started with momentum, but that pace faded fast.
April’s tariff announcements and macro volatility cooled dealmaking and slowed IPO and sponsor-backed exit plans
We saw paused mandates and delayed hiring decisions, even in high-priority areas
This slowdown is reflected in Bain & Company’s Midyear Report 2025, which notes that the value of deals announced in April was 24 per cent below the monthly average for the first quarter of 2025, while deal count was down 22 per cent.
2. Liquidity Crunch Fuelled Urgency
With LP pressure mounting, GPs are prioritising value creation that drives distributions
We’ve seen increased reliance on interim and transformation hires to accelerate monetisable growth without inflating fixed cost, particularly in operational improvement, integration, and digital enablement
This is supported by PwC’s mid-2025 outlook, which reports that global private equity firms are sitting on more than $1 trillion in unsold assets, with 30 per cent of deals paused or revisited in Q2 due to valuation gaps and ongoing macroeconomic uncertainty.
3. Boldness in Select Pockets
While some held back, others leaned into distressed or value-buy opportunities
This created tactical hiring needs, particularly in integration-heavy deals and functions such as finance and operations
According to Schroders Capital Private Equity Lens Q2 2025 managers focusing on small-cap and bolt-on opportunities are maintaining momentum where large-cap transactions have stalled slightly.
Regional & Sector Highlights from Q2
Deal activity softened across Europe, with valuation mismatches and financing friction delaying processes
Exit timelines extended, firms are building equity value quietly, preparing for better market windows
Transformation and integration hiring remained strong, especially in:
Technology
Healthcare
Industrials
Nordics and DACH markets have proven more resilient, with software and infrastructure continuing to draw capital.
Where the Demand Is: AI, Budgets, and Integration
1. AI: From Strategy Slides to Proof of Concept
AI is now shaping operating models, not just boardroom slides. However, most portfolio teams lack internal delivery capability.
We’re seeing high demand for interim AI leads, data product managers, and automation specialists to:
Run discovery sprints
Stand up pilot use cases
Assess tools and vendors before a broader rollout
The firms moving quickest are those using external talent to bridge the delivery gap.
2. Budget Justification: The New Non-Negotiable
Whether it’s exit readiness or post-acquisition integration, every hire needs a business case.
That’s led to:
Modular hiring models (interim + perm blends)
Short-term fixed contracts with a clear ROI focus
More scrutiny on cost-to-impact timelines
Hiring managers are under pressure to prove impact quickly and clearly.
3. Integration Programmes Are Still the Main Source of Urgency
Post-acquisition integration continues to drive hiring, particularly across:
Finance (ERP, shared services, and reporting)
Tech (platform migration and architecture)
Ops (target operating model design and execution)
As value creation plans evolve, the firms moving from planning to execution are those with integration talent already in place.
Q3 Outlook: Realism, Readiness and Rapid Execution
1. Liquidity Over Perfection
Private equity firms will prioritise realistic exits even at lower multiples
Demand will grow for CFOs, CDOs, and transformation leads who can package assets for sale and tell a credible equity story
2. Exit Readiness Becomes a Theme
Expect a wave of hiring in FP&A, operations, and commercial leadership to:
Refine growth narratives
Build out KPIs and dashboards
Align leadership with buyer expectations
3. GP-led Secondaries and S2S Deals Rise
These deals require speed and certainty. We anticipate that more bolt-on-heavy platforms will hire interim operations and finance leads to accelerate synergies and meet value-creation milestones more quickly.
4. Generative AI Triggers New Operating Model Reviews
We expect a second wave of AI-driven interim hiring as firms shift from pilots to scalable rollouts and full-stack reviews.
5. Infra and Private Credit Will Pull Talent Sideways
With increased LP interest in infra and private credit, we may see crossover hiring from traditional PE roles into these capital-rich verticals. This is already showing up across finance, operations, and strategy roles.
Final Thoughts
The firms that win in H2 won’t just be the ones with capital. They’ll be the ones with a clear exit roadmap, operational momentum already underway, and the right people already in place.
If you’re navigating integration, planning an exit, or launching an AI initiative, we can help you move fast and stay lean.