Experienced VP Interviews - Fit Questions
Hi everyone - exploring the job market right now for experienced mid-level hires in PE (early/mid-level VP, or whatever the equivalent is). Have been a post- MBA VP for 18-24 months (prior background: think general BB banking, UMM/ MF pre-MBA PE , MBA , post-MBA PE track).
In the context of interviews for roles at the level(s) described above, how would everyone think about fit questions , i.e. strengths/weaknesses/other personal qualities to highlight? I wasn't super systematic about this line of questioning for post-MBA interviews; coming up with stuff on the spot seemed to work out well for whatever reason though this topic wasn't drilled into. Contrary to popular belief, these types of questions have come up more than I anticipated in my most recent conversations (vs. myopically focusing on deals/rationale), particularly with senior-level folks, so I'd like to be more polished.
I have thoughts on how to approach these questions - i.e. think about what makes a good VP/mid-level PE professional and highlight strengths aligned with that role (ideally showing that you also have the potential to eventually move into more senior roles), along with weaknesses/areas for development that are real/substantive without being red flags - but thought it would be helpful to ask this community for specific answers in case I have blind spots.
Thank you!
Comments ( 3 )
At that level culture fit is super important- and that's impossible to be generic about it
You'll have to do serious DD to find out who in your network knows the persons you're interviewing with, what's their "style" (old school, workaholic, snake etc.) and try to adjust
at the end of the day though, they will want to understand
1) motivations to jump ship
2) can you run the team / get the deals done
3) can you represent the firm externally
4) do you potentially have what it takes for next rung (sourcing etc.) / how good is your network
that's not easy to convey so would try and drip feed info that address all of the above…
Thanks this is helpful. 100% agree on importance of fit at this level, could almost argue it's on par with investing acumen/ability to do current/future job. It's not explicitly discussed very often how the folks who are hiring approach these processes. I've found it helpful to remind myself that part of the reason why post- MBA /mid-level processes are so difficult and/or unpredictable is that the stakes are much higher (vs. pre- MBA recruiting) for the firm: underlying assumption for post-MBA VP is that the person they end up hiring has the potential (at time of hiring) to continue upwards at the firm, and that hiring someone at a level for which carry is standard means that everyone else has less (not much relatively at time T=0, but you get my point).
Anyways, I don't think your response directly answered my question (I was looking for how other folks may respond to those questions specifically, mostly for inspiration/to supplement my own refinement process), but I do think there are legitimate takeaways:
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