Senna partners with leading funds to identify, assess, and secure top 1% investment, value creation, and investor relations professionals — globally, discreetly, and fast.
We sit at the intersection of an active career platform and a specialist search partner. Senna continuously nurtures relationships with high-calibre finance talent, then deploys this network for your live mandates with precision.
Our community is curated around Private Equity career paths — from Analyst to Operating Partner. No generalist job board noise.
Every profile is tagged by deal size, sector exposure, geography, language, and functional depth.
We combine structured hiring processes with career advisory, so candidates are informed, prepared and aligned before you meet them.
From intake to offer, Senna integrates with your internal stakeholders to drive alignment, velocity and clarity. You see the real-time funnel rather than guessing where momentum is lost.
We translate your role requirements into structured hiring criteria: fund strategy, level, compensation, geography, and must-have experiences. We also define disqualifiers to save your time.
Senna maps the market, prioritising talent already engaged with us. Candidates receive career guidance and expectations upfront, so every intro is informed and genuinely interested.
We present a structured shortlist with commentary on fit and risk factors. After each interview round we capture feedback to refine the pipeline and strengthen your eventual hire.
When you’re ready to move to offer, Senna supports compensation alignment, expectations management and onboarding. We stay in touch post-placement to protect long-term fit.
Our platform is designed around measurable outcomes. Below is an example of how Senna compares to a typical process for mid to senior investment roles.
We work across the full lifecycle of the investment and value-creation stack, with a focus on finance-native professionals who think in terms of deals and outcomes.
Replace the examples below with real placements, anonymised or named — these tiles are designed for quick scanning during partner or HR conversations.
The fund needed a VP with both execution and portfolio experience in a narrowly defined vertical. Traditional processes had surfaced too few suitable candidates.
A fast-growing growth equity platform wanted to build a pipeline of Associates across London, Berlin and Stockholm for multiple future headcount approvals.
A new carve-out required a seasoned CFO able to manage complex carve-out reporting, build a lean finance organisation and partner closely with the PE sponsor.
Whether you need a single critical hire or a repeatable engine across multiple mandates, Senna can operate flexibly whilst keeping quality and discretion at the centre.
Best for one-off or opportunistic investment, IR or portfolio roles where time-to-hire is important but not yet business-critical.
Ideal for funds with multiple live or upcoming mandates who want a consistent talent narrative and faster, repeatable hiring cycles.
For funds wanting to understand their positioning in the talent market and level up their PE-specific employer brand.
You can expand or adjust the questions below based on what comes up most frequently in your conversations with partners and talent teams.
Tell us about your fund, your team and the roles you are planning over the next 3–12 months. We’ll advise on feasibility, timelines and the best way to partner.