06Jun

A career in alternative assets can be personally rewarding in a way few other jobs are. Besides meeting and working with remarkably smart go-getters and learning an industry that can influence global economic policy, it is also one of the most financially lucrative.

Getting in the door, however, can be as difficult as being accepted at an Ivy League school. Investopedia understatedly describes it as “no cakewalk.”

For those committed to exploring a career in hedge funds, the website has helpfully put together a 10 step plan to landing an entry-level position. It also applies to anyone considering a mid-career change.

The first step is to make sure it’s a career you want. “If you really want to work for a hedge fund, it will show in your self-discipline, networking, knowledge of the industry, passion, and actions,” says Investopedia. “Go all in and learn as much as you can. Make the decision to change focus, commit to it for three to five years, and see what comes of it.”

Even at the entry-level, the pressure to succeed and the personal investment can be intense.

You’ll need to learn the basics. To get a feel for the industry and how it works, step two is to study. Subscribing to the several free industry newsletters is a start; many will also list career moves and discuss the moves and shakers, helping you to begin building a contact list. Join investing clubs that include hedge funds. You’ll learn from other members who will become part of your network.

Investopedia’s strategy is to next narrow your options to “consider only positions in which you can be passionate about your work, that draw upon your education and natural strengths, and that have the potential to be highly profitable.” That certainly helps you focus, but by going too granular at this stage you might miss what you don’t yet know. We suggest that as you begin to zero in, you also keep an open mind.

An important step is to find mentors. “It takes time to develop mentoring relationships, but many successful people are happy to help others out if they can,” Investopedia acknowledges. Your club members and the speakers at your meetings are a place to start. Career counselors also advise having more than one mentor. Your relationship will change as you advance in knowledge, so start at a lower level and make new connections that will open career opportunities for you.

The other steps in this program include developing your personal brand and getting noticed. You’ll also want to seek out internships to give you some real-world experience. There are some research internships that will allow you to work remotely or at times that don’t conflict with your job or school. These opportunities, as well as your mentors and network, can also alert you to job openings, Many go unadvertised.

Landing that first job in a new industry is never easy. Following the Investopedia strategy is no guarantee of success. But for those who are dedicated and disciplined, the 10 steps will vastly improve your chances of a hedge fund door opening.

Image by Arek Socha

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Reflecting on 20 years of Growth and Innovation: Founders’ Perspective

As Green Key Resources celebrates its 20th anniversary, founders Andrew Chayut, Robert Kahn, and Matt Kutin came together to reflect on the last two decades and share their thoughts on the company’s path to success. 

The founders expressed how honored they are to continue to lead Green Key’s talented employees. They remain humbled by the impact the company has made in the lives of countless employees, clients, and candidates. Join them as they take a trip down memory lane, explore the core values that have guided the firm’s growth, and look ahead to the exciting opportunities that await us in the future. Welcome to Green Key’s story.  

Reflecting on the Journey 

From our humble beginnings to becoming a leader in our industry, Green Key has witnessed tremendous growth, navigated industry shifts, and overcome challenges. We have maintained our core values and commitment to fostering an inclusive culture, while also harnessing the collective intelligence of our employees.  

Twenty years ago, our founders set out with a vision to create a workplace where every voice mattered, every idea had the potential to make a difference, and where a competitive yet healthy environment thrived. They believed in the power of diversity and collaboration to drive innovation and sustainable growth, and that belief continues to guide our firm today. 

“While growth introduced the necessary structure, I still feel the entrepreneurial spirit that ignited our inception persists, creating an environment that fosters innovation and collaboration,” said Rob. 

From our earliest days, we recognized the importance of embracing technology to stay ahead in the rapidly evolving landscape. “When thinking about how the industry has evolved, technology is at the forefront; and certainly, that’s the preeminent revolution in the way most companies operate across the spectrum. For us, it allowed us to increase our reach across our various offices and to dig deeper into our client’s multi-state needs,” said Andrew.  

 As pioneers in leveraging digital platforms for talent acquisition, Green Key has continuously adapted to industry trends, while employing the power of data analytics, AI-driven tools, and social media platforms to connect top talent with leading organizations. 

One of the hallmarks of our journey will always be the stories and experiences that encapsulate the spirit and culture of the firm. From the thrill of matching a candidate with their dream job to the satisfaction of helping a client build a high-performing team, each success story has reinforced our passion for what we do and the impact we make. 

The Bumps Along the Way 

Of course, the path to success has not been without its challenges. From economic downturns and industry disruptions, to fierce competition and talent shortages, Green Key has faced obstacles head-on by leveraging resilience, adaptability, and creativity to overcome adversity and emerge stronger than ever. 

At the heart of our success lies a set of core values that have guided our growth and shaped our culture. “Our core values encompass integrity, well-being, growth of our teams, innovation, teamwork, persistence, education, and learning to stay relevant,” said Rob.  

Integrity, transparency, and professionalism are not just buzzwords for us – they are the foundation of every interaction, decision, and relationship we build. We believe in treating every candidate, client, and colleague with respect and dignity, while fostering trust and loyalty that extends far beyond transactions. 

Why Green Key? 

So, why do we choose to work at Green Key? It’s simple – because we believe in our mission, our values, and our vision for the future. We are driven by a shared passion for connecting talent with opportunity and making a meaningful impact in people’s lives. We provide a supportive and collaborative work environment where employees are empowered to grow, learn, and thrive.  

Our clients choose to work with us because they trust our expertise, integrity, and commitment to excellence. We take the time to understand their unique needs and challenges, offering tailored solutions and personalized service that deliver results. Our track record of success and long-term partnerships speak volumes about the value we bring to organizations of all sizes and industries. 

Our candidates choose to work with us because they know we have their best interests at heart. We are not just recruiters – we are career advisors, mentors, and advocates. We take the time to understand their skills, aspirations, and values, matching them with opportunities that align with their goals and ambitions. Our dedication to their success sets us apart and makes us their trusted partner in their career journey. 

The Future 

“The future is now for our firm, with the rollout of so many new recruiting tools to analyze and predict our own performance trends. It’s never been about imagining a particular size or geography of our firm,” mentions Andrew. “It’s always been about building an organic mesh of incredible people who will collaborate using new and established mediums to build exciting pathways to great clients and candidates that fuel the economy.” 

So, there’s no doubt that as technology continues to reshape the recruiting industry, we will remain committed to staying at the forefront of innovation; leveraging emerging tools and strategies to deliver even greater value to our clients and candidates. 

 As we celebrate 20 years of Green Key Resources, we are grateful for the relationships we have built, the challenges we have overcome, and the opportunities that lie ahead. With a firm foundation of values, a culture of vision, and a passionate team by our side, we are excited to write the next chapter of our story and continue making a difference in the world of recruiting.  

Here’s a Free Course In Leading Virtual Meetings

With so many businesses limiting employee travel and having those not required to be in the office to work from home, virtual meetings are booming. Since February, Microsoft says use of its conferencing service Teams has jumped 500%. Companies with travel restrictions have increased their use of video conferencing service Zoom 30% in a month.

That’s sent IT teams scrambling to get their newly remote workers up and running with the technology.

Just as suddenly, managers are having to learn how to conduct virtual meetings on the fly. They are fast discovering that it takes different skills to conduct a meeting when the normal communication cues are difficult to read or non-existent. In-person meetings offer non-verbal clues to how participants are reacting to what’s being said. Nodding heads, eye contact, yawns, whether participants are leaning forward or kicking back are all part of the body language that tips us off to how effectively we are communicating.

Telephone conferencing provides none of that non-verbal information. Video conferencing is better, but still falls short. Problems are compounded by shortcomings with the technology and the comfort level of users and especially meeting leaders. Even for polished public speakers, virtual meetings present a unique type of challenge few have been trained to address.

That’s why the leadership consulting firm DDI is offering a free quickie course in leading virtual meetings. Managers with experience leading remote teams will find the microcourse a refresher. The scoresheets are good checklists to evaluate the effectiveness of the meetings you have been conducting.

For those new to virtual meetings, the course covers all the basics and a bit more. Some of the advice should be familiar to everyone who leads meetings — whether or not you actually follow it! However, you’ll discover why some of the basics are even more critical when you’re speaking to a remote audience. Some suggestions — like having each speaker identify themselves and taking attendance — will seem obvious once you hear about them, but are easily overlooked by inexperienced meeting leaders.

One particularly valuable section discusses methods for engaging your audience. Since even video conferencing doesn’t clearly convey the non-verbal signals we rely on to interpret emotional context, the course suggests using more inflection than you normally would and including “feeling words.” And because it is so easy for people to not participate, call on them. Instead of asking, “Any comments,” ask specific individuals if they are clear on what was said or if they have any questions.

The course takes 15 minutes or so and even for experienced meeting leaders, has enough valuable advice and tips that it will help make virtual meetings more productive and engaging.

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