The future of M&A recruiting: the challenge of mid-level management

The M&A industry has successfully utilised various ways to attract young talent. Internships, working student positions, dual study programmes and specially designed trainee programmes offer students an excellent opportunity to get to know the industry and build a foundation. University marketing and events are now not only taking place at renowned elite universities, but are also gaining popularity at numerous educational institutions.

Despite these positive developments, a growing trend is emerging - the targeted search for competent middle management. The future success of an M&A company depends crucially on mid-level managers. Finding talented managers who can successfully manage the transition from the operational to the strategic level is a key challenge. Not only do they need to have in-depth expertise and team leadership skills, but they must also share the company's vision and be able to communicate it successfully.

There are various reasons for high staff turnover in middle management: insufficient appreciation, lack of work-life balance, team conflicts or better offers from competitors.

The transparent recruiting market shows that classic promotions (development to the next level after 3 years) can be accelerated by a targeted change. Companies are prepared to recruit employees with a "fast track". This opportunity is often not available internally, which can lead to a change.

The constant market development and the challenge of finding, developing and retaining qualified middle management in the long term will be decisive in determining which companies are fit for the future on the M&A market.