{ "media_type": "text", "post_content": "Does anyone have a sense for turnover at PEs?\n\nI’m in the process with a PE to start up their analytics program. One of the issues is that I would have to move assuming I get the role. Obviously I don’t want to move if it’s a really high turnover industry.", "post_id": "5eee277b512a77002047a0da", "reply_count": 6, "vote_count": 1, "bowl_id": "5ae4a4f739e7cb001391ec8b", "bowl_name": "Consulting Exit Opportunities" }

Does anyone have a sense for turnover at PEs? I’m in the process with a PE to start up their analytics program. One of the issues is that I would have to move assuming I get the role. Obviously I don’t want to move if it’s a really high turnover industry.

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To the extent it helps it is a pretty big shop (~25B) and is be a VP probably.

Turnover is high but life rewards people who take risks.

Your risk profile changes over time. Wife, kid, house I bought 3 months ago.

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Consider the nature of turnover at PEs. There is probably a lot of turnover among junior employees who switch firms, leave the industry, go to business school, etc. But there is much less among more senior staff. Because they want you to be a VP and build a new capability rather than be yet another analyst/associate, they probably expect you to be around for a few years. Setting up a new capability is at least a 2-3 year effort. A few months for you to get established, make a business case and come up with a hiring plan, get tools and envision a set of pilots. A few months to hire the right team of people, several months to get them to work together well. Then pilot evaluation. It is very unlikely you will be ousted or quit in 6 months.

Agreed I’m trying to figure out what VP turnover looks like. Is it every 2 years on average? 5? Etc.

Random question if anyone knows how does carry work? I would be getting a little.

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