The first 90 days in a new position often comes with a learning curve that goes beyond the job description. New people, new responsibilities, and even small day-to-day changes can throw off your rhythm more than you expect.
After 100+ recent conversations with hiring managers and accounting and finance professionals who are thinking about their next move (or quietly wondering if they should be), what’s stood out to me is thoughtfulness, a bit of hesitation, and a real desire to make the right decision.
For many asset management firms in the New York Tri-State area, growth happens faster than infrastructure. Headcount creeps from 40 to 75 to 120, and suddenly the “scrappy” approach to HR—spread across finance, operations, and whoever has the most bandwidth—starts to crack.
Over the last few months, I’ve had roughly 100 casual, off-the-record catch-ups with everyone from staff and senior accountants to finance leaders. No formal agenda. No pitch. Just conversations.
Asset managers increasingly turning to experienced consultants for time-sensitive projects, a trend the executive recruiting firm expects to accelerate in 2026.
When working with a recruiter, you already have an experienced advocate in your corner — someone who understands your background, goals, and target markets. But while your recruiter is doing targeted outreach and managing opportunities on your behalf, there are additional steps you can take to amplify those efforts and strengthen your overall job search strategy.
