Extending Offers to Summer Analysts/Associates vs. Experienced Candidates
As the summer months unfold, aspiring investment bankers across the globe are holding their breath, awaiting decisions on summer analyst and associate offers. However, this year, the tide seems to be turning. Anecdotal evidence and market trends suggest that offers for summer positions may be light this year as banks grapple with a significant strategic decision: whether to extend offers to fresh, relatively inexperienced candidates or leverage a pool of laid-off (RIF’d) seasoned professionals ready to retake their career paths, albeit possibly a year behind.
Traditionally, investment banks have relied on their summer analyst and associate programs as pipelines for full-time roles. These programs offer candidates a hands-on introduction to the world of high finance, allowing them to gain experience and prove their mettle. For the banks, these programs have been a way to groom future leaders from scratch, instilling in them the culture and the work ethic required for success in this highly demanding industry.
This model, however, is facing a severe test in 2023. A combination of factors, including rising interest rate environment and lack of deal flow , have led to an increase in layoffs or RIFs this past year. As a result, there is a significant pool of experienced professionals (“laterals”) eager to get back into the game, possibly at a lower level or a step back in their career progression.
For banks, the choice is not as straightforward as it may appear. Hiring less experienced summer analysts and associates offers several advantages. For one, these candidates can be molded in line with the bank’s requirements, are typically more adaptable to new technologies and workflows, and often bring fresh perspectives.
Moreover, these juniors are less expensive for banks, a factor that cannot be discounted given the ongoing pressure on revenues and profit margins. Training and integrating these new hires might represent a significant cost in the short term, but it could prove to be a profitable investment in the long run.
On the other hand, hiring seasoned professionals who have been laid off also offers significant benefits. These individuals bring a wealth of experience and industry connections to the table. They know the ropes and require less training, potentially providing a quicker return on investment for the banks. Furthermore, they may be willing to accept roles at a lower level to restart their careers, providing a short-term solution for banks looking to manage costs while still maintaining operational efficiency.
However, this approach is not without its pitfalls. Rehiring experienced professionals might lead to a culture clash or a sense of disillusionment among these individuals, especially if they are required to take a step back in their career progression. In the long run, this could impact employee morale and productivity.
This year’s lighter offering of summer analyst and associate positions may well be indicative of a broader strategic shift in investment banking recruitment. It’s a challenging conundrum for banks, requiring them to balance short-term efficiency and cost management with long-term talent development and succession planning. While it’s too early to predict which approach will prevail, one thing is for sure: in the fiercely competitive world of investment banking, the banks that get this balance right will be the ones that come out on top.
