Asset and wealth management recruitment · India

Asset and wealth management recruitment agency for AMCs, wealth platforms and AIFs in India

Investment, research and portfolio, distribution, product, risk, compliance, fund operations and technology hiring for asset managers, wealth platforms and alternative investment funds. Calibrated shortlists in two to three weeks. Success-fee, paid only on joining.

Brief us on a role

Why AMC, wealth and AIF hiring is its own market

Asset and wealth management is a small, relationship-led talent pool where the same title covers very different jobs. A fund manager at a large mutual fund, a portfolio manager at a boutique PMS, and a principal at a credit AIF are all running money, but the mandate, the risk framework, the investor base and the pay structure behind each are not interchangeable. Screening on the title produces a shortlist that reads well and fails the first real conversation.

The pay is the second trap. Compensation in this segment sits heavily in variable pay, performance bonus, carry and deferred components rather than base salary. A generalist recruiter benchmarks the base, misses the structure, and either overshoots or loses the candidate at the offer. A specialist prices the whole package against what the person actually moves for.

And the roles are governed. A compliance officer facing SEBI, a fund operations lead running NAV and investor reporting, or a risk manager on an AIF carry regulatory weight that a candidate either has held or has not. We work only in financial services, so before a profile reaches you, someone who understands the difference has formed and written a view on whether this person will succeed in your firm and structure, not in the category.

Asset and wealth management roles we recruit for

Functions we run mandates in across AMCs, wealth platforms and alternative investment funds
FunctionTypical rolesPublished pay data
Investment & researchFund managers, portfolio managers, research analysts, dealers, principalsSalary benchmarks
Distribution & salesInstitutional and retail sales, RM leadership, key accounts, investor relationsPrivate banking and wealth
Product & strategyProduct managers for funds and wealth platforms, fund strategy, business headsAll benchmarks
RiskInvestment risk, market and liquidity risk, portfolio risk, model riskRisk benchmarks
ComplianceSEBI-facing compliance officers, fund compliance, AIF and PMS complianceCompliance benchmarks
Fund operationsNAV and fund accounting, investor operations, transfer agency, custody liaisonOperations benchmarks
Technology & dataWealth-platform engineering, portfolio and order management systems, dataSalesforce in financial services

The complete discipline map with seniority bands is on roles we hire. The segment view, including our compensation observations for the sector, sits on asset and wealth management. For managers and funds set up inside the IFSC, see GIFT City recruitment.

How an asset and wealth mandate runs

  1. Brief and reality check (days 1-3)

    We take the brief, then tell you what the market will do with it. If the pay structure will not clear the seat at the seniority written, or the role is pitched a level away from the work, you hear that before sourcing starts. For a new AIF or PMS we also advise on the order to hire in.

  2. Mapping and approach (weeks 1-2)

    We map the funds, AMCs and platforms that run the strategy you are hiring for, not the ones that list the keyword. In a small, relationship-led pool the search is won in how the role is framed to people who are not looking, and much of it runs confidentially.

  3. Assessed shortlist (weeks 2-3)

    Every profile that reaches you has had a conversation behind it and a written view on fit against your mandate, strategy and regulatory context. If we cannot form that view, the profile does not go out. This is what keeps hiring-manager rejection rates down.

  4. Process, offer and joining

    Interview coordination, feedback loops, and offer structuring that accounts for variable pay, deferred components and any carry on the table, so the number lands right the first time. We stay in contact through the notice period, then follow up for 90 days after joining.

The same process, described in full with our operating commitments and the work we decline, is on how we work.

When we are the right agency, and when we are not

We are a good fit when the role sits genuinely inside asset management, wealth or an alternative fund, when domain and regulatory judgement change who succeeds, when the search is confidential, when you are building a new AIF or PMS from the spine out, or when you need the market read as much as the hire.

We are the wrong choice for high-volume relationship-manager hiring where the requirement is throughput rather than judgement, for roles outside financial services, and for buyers whose primary filter is the lowest fee. We take a small number of active mandates at a time, and that constraint is what makes the assessment real.

If you want the longer version of that argument, specialist versus generalist recruiter sets out where each model actually wins.

Asset and wealth management recruitment: common questions

What does asset and wealth management recruitment cover?

It covers hiring for asset management companies and AMCs running mutual funds and portfolio management services, for wealth and private-banking platforms, and for alternative investment funds across the categories, including private equity, venture, credit and hedge structures. The functions span investment, research and portfolio, distribution and sales, product, risk, compliance, fund operations and technology. The common requirement is that the candidate understands how money is raised, managed, reported and regulated in that specific structure.

Do you recruit fund managers and investment professionals, or only support functions?

Both. We run mandates for fund managers, research analysts, dealers and portfolio roles, and for the distribution, product, risk, compliance, operations and technology functions around them. Investment hires are relationship-led and often confidential, so those searches usually run on retained or hybrid terms rather than an open success-fee posting.

Can you hire for an AIF or PMS that is still building out its team?

Yes, and it is a frequent brief. A new AIF or PMS needs a compliance and operations spine before it needs headcount, and the sequence matters: the fund manager, the compliance officer facing SEBI, and the fund operations lead usually come before the wider distribution and research build. We will tell you what the market will do with each seat and in what order to run them.

How is a specialist recruiter different from a generalist for AMC and wealth hiring?

A specialist already knows the AMCs, wealth platforms and funds, the SEBI context each operates under, and the compensation structures, which in this segment lean heavily on variable pay, carry and deferred components that a generalist reads only as base salary. Calibration happens before sourcing rather than through rejected shortlists. A generalist desk learns the segment on your time, and that cost is invisible on the invoice and expensive on the calendar.

Which cities do you cover for asset and wealth management hiring?

Mumbai carries most of the asset management, wealth and AIF weight, with Delhi NCR and Bengaluru for wealth distribution and platform technology, and GIFT City for funds and managers set up inside the IFSC. We work Hyderabad, Pune and Chennai for the operations and technology functions that support the front office.

What is your fee model for asset and wealth management recruitment?

Success-fee, payable when a candidate joins, with no fee for shortlist or assessment work that does not result in a placement. Confidential investment and leadership searches can run on retained terms. Fees are agreed before a mandate starts and reflect role seniority and search difficulty.

Send a brief

Hiring for an AMC, wealth platform or fund?

Send us the brief and what has already been tried. We will tell you honestly whether it is a fit and what the market will do with it.

  • Read by a senior member of the team, not an intake queue
  • A reply within one working day: the realistic candidate pool, the pay band, the timeline, and whether we are the right partner
  • Success-fee: you pay only when the candidate joins

Brief us on the role

Tell us what you are hiring for. It takes a couple of minutes, and every brief reaches our senior team.

Submit a hiring brief

Want to write a proper brief first? Use the two-page template.

Looking for a role yourself? Go to the candidate portal, this form reaches business development.

Brief us on a role