Dartmouth Partners

We’re excited to launch the first edition of our Women in Private Credit Breakfast, taking place in London on Thursday 18 June - an exclusive chance to connect directly with senior women shaping today’s private credit market. Created for early‑career female professionals (typically up to five years’ experience) and those looking to move into private credit, this breakfast is designed to deliver real value. You’ll hear honest perspectives on breaking into PC, what leading funds truly look for, and how women leaders have built and sustained successful careers in the space. Expect dynamic, off‑the‑record conversations, practical advice you can use immediately, and meaningful connections with industry leaders who don’t often open the door to forums like this. Spaces are intentionally limited to keep the discussion impactful. 👉 Register now to secure your place https://bit.ly/48w1Ul9

Last chance to have your say, Gen Z. Before we wrap up our Gen Z survey, we want to hear from as many voices as possible - especially yours. https://lnkd.in/eT9R2G99 At Dartmouth, we’re gathering real insight from Gen Z on careers, leadership, values and the future of work. This isn’t about labels or lazy assumptions. It’s about understanding what genuinely drives your generation and using that insight to influence how organisations show up - now and in the years ahead. If you’ve got opinions then this is your moment to make them count. The survey closes soon, so if you haven’t taken part yet, now’s the time. Take part here: https://lnkd.in/eT9R2G99

Gen Z is changing the world of work - and we want your insight. There’s a lot of commentary about Gen Z. Not enough comes from Gen Z. Our Gen Z survey hears directly from those shaping the future of careers, leadership and workplace culture. We’re interested in what motivates you, what frustrates you, and what you actually expect from employers - not the myths or headlines. This research will feed into broader insight shared with business leaders and organisations who need to adapt quickly to attract and engage Gen Z talent. Your voice genuinely matters here. And there's a chance to win £500 as a thank-you for taking part. If you’re Gen Z, this is your chance to influence the conversation - and help ensure decisions are guided by real perspectives, not assumptions. Take part here: https://lnkd.in/ee2aDDVx

What does an “ideal recruiter” actually look like in investment banking? According to the industry, it's Dartmouth Partners. We’re pleased to share that Dartmouth Partners has been ranked #2 Ideal Recruiter in Investment Banking by eFinancialCareers, based on feedback from over 7,500 industry professionals. What matters most to us is why people rated us so highly: - support through the interview process, - deep market insight, - and staying genuinely connected to the professionals we work with. That feedback reflects the standards we hold ourselves to every day - “They have positioned themselves to be visible to the professionals of the field with excellent industry networking." It's about how we strive to make Fans Not Customers and keep Changing The Game. In a market where trust, discretion and long-term relationships matter more than ever, this recognition reinforces our commitment to doing recruitment properly - with insight, integrity and impact. Thank you to everyone who took part in the survey and to those we’ve had the privilege of partnering with along the way. Read the full article here https://lnkd.in/eM53rc6C

Gen Z: we want your say! We’re running our Gen Z survey to understand what really matters to your generation - not what employers assume matters. From career ambitions and leadership expectations to values, purpose and progression, this research is about amplifying real Gen Z voices. https://lnkd.in/eAvZwuej Why are we doing this? Because Gen Z is already reshaping the world of work, and the decisions leaders make now should be informed by those who’ll define the future. Your insights will help challenge outdated thinking and influence how organisations attract, retain and develop Gen Z talent. - Easy to navigate subjects - Your responses are anonymous - And to say thanks, you’ll be entered into a prize draw to win £500 If you’re Gen Z, get involved. If you know Gen Z, share the survey with them. The report helps shape insights that go beyond stereotypes and soundbites. Take part here: https://lnkd.in/eAvZwuej

The most common hiring mistake in PE-backed businesses? Hiring for what the business is today, not what it needs to become. Listened to The Private Equity Podcast this morning (episode with Nigel Green), and this summed it up well: “They over-index for a set of previous roles and responsibilities that don’t match what needs to be true right now, in the context of this business, this investment thesis, this management team.” It’s a nuanced point, but a common one. Where we see this most clearly is across tech and digital transformation. These aren’t static roles. You’re typically hiring into: - An evolving roadmap (often not fully defined) - A business mid-transformation or pre-transformation - A need to balance architecture, delivery, and stakeholder alignment Hiring purely on prior roles or sector background misses the point. What matters more is: - The ability to translate an investment thesis into a clear, executable roadmap - Experience operating in PE-backed environments (pace, governance, expectations) - A track record of delivering change, not just designing it - Sector exposure can help, but it shouldn’t be the primary lens. Across many of the situations I’m involved in, the gap isn’t strategy, it’s often execution. Data platforms built but not adopted, AI strategies defined but not commercialised or integrations planned but not delivered at pace. The profiles that tend to work: - Comfortable operating in ambiguity - Strong bias for action - Credibility with both board and delivery teams - Proven in driving outcomes in PE contexts 'Most deals aren’t lost to competitors, they’re lost to doing nothing' Hiring the right operator is a key lever in avoiding that. Interested how others are thinking about this; When evaluating PE-backed roles, how do you position your sector experience vs. your track record of delivering change? #DartmouthInterim #ValueCreation #DigitalTransformation https://lnkd.in/eNQAGTrt

Why do so many healthcare M&A deals fail to deliver on their promise? Deal volume across healthcare and life sciences continues to surge - but value creation doesn’t end at signing. In fact, that’s often where the real risk begins. In his latest industry briefing, Matthew Jenner, Principal in our Healthcare and Life Sciences practice, explores why post‑merger integration is the true determinant of success in healthcare M&A. Drawing on insights from senior leaders across PE‑backed platforms, biotech, pharma and healthcare services, Matt's report highlights: - Why leadership misalignment stalls integration - The critical role of communication, emotional intelligence and the people function - How private equity dynamics change the integration playbook The message is clear: in healthcare, PMI isn’t a back‑office exercise but the engine of value creation. Read the briefing here https://lnkd.in/exH2dnPZ

What does strategy talent really want in 2026? In her latest article, Rachael Eddom explores how expectations are shifting among strategy and corporate development professionals, and what that means for businesses hoping to attract and retain top talent. From clearer career progression and exposure to meaningful strategic work, to culture, flexibility and leadership quality, today’s candidates are thinking more carefully about where they invest their time and energy. In a competitive market, organisations that understand these motivations, and adapt their hiring approach accordingly, will be the ones that secure the strongest talent. For leaders building strategy teams, the message is clear: compensation still matters, but purpose, growth and impact increasingly shape decision-making. Read the full article here: https://lnkd.in/eyD48MTe

Great to see Stuart Wilson, Dartmouth's Head of Private Equity, quoted in PitchBook's latest piece on how the current deal slowdown is reshaping senior PE leadership strategies. https://bit.ly/3OlMJnK With deal activity remaining constrained, PE executives are turning their focus to careers in credit and secondaries. Stuart provides insight into what he is seeing first-hand across the market: as traditional deal flow slows, the centre of gravity in private markets leadership is shifting, and credit capabilities, secondaries experience and capital structuring acumen are becoming central. A thoughtful perspective from Stuart. If you want further clarity to why this shift is happening now, and what it means for how to secure PE leadership teams, reach out to Stuart directly.

Gen Z, we want your say on the future of work. Our Gen Z 2026 survey is live, and we’re looking for students and young professionals to share their truth on careers, recruitment, and life at work. Share your real experiences and you could win £500. Your answers shape our annual report – the go-to insight for employers on: - What actually works (and doesn’t) in recruitment - What you really value in the workplace - How companies need to change if they want to attract and keep your generation This is your chance to influence how organisations hire and support young professionals like you. Takes a few minutes. Could change a lot. Might earn you £500. Start the survey now: https://bit.ly/4cs8F8M