Andreas Christl

Again and again, candidates pull out after long application processes that have been demanding for both sides. When candidates go through the whole process and still decline at the end, most of them cite personal reasons. The “reason” given is often the invisible third party: the partner, the children, the parents. At a very late

Why do salary negotiations in private equity fail? Negotiating pay in private equity is challenging. The options are many. Unlike large companies, there’s no standard formula of “fixed plus variable plus car”. Whereas cash compensation is the focus in many industries, PE managers are driven far more by the chance to share in the value

Salary negotiations in private equity: how to get the focus right. In our experience, two things decide the outcome: content and process. On content: What happens to my stake when the company is sold?Which risks are being balanced against which opportunities?How will an upcoming refinancing affect the value at exit?What happens to my stake if

Few topics are debated as constantly in private equity as the right way for a fund to increase the value of its direct investments. We advise funds on candidate types, organisational models and processes, and we’re always struck by how even seasoned professionals wrestle with it. Legal and tax considerations aside, that’s mainly because there’s

Few things are debated as intensely in private equity and direct investment as how value creation in portfolio companies should be organised. Every model has its pros and cons, and the choice of model shapes who the “right” candidates are. We’ll present the most common approaches in the coming posts, looking at them from an