14 Investment Banking and M&A Recruiters to Consider

Alpha Apex Group's investment banking service combines talent mapping, executive search and candidate assessment. Its separate M&A service recruits executives for due diligence, risk assessment, valuation and post-merger integration. Those are different assignments: a bank hiring a senior banker should brief the banking search, while a company integrating an acquisition should describe the integration responsibilities. Neither service page names an investment banking or M&A placement.

Burchard's M&A and corporate development page describes candidates with corporate development, transaction advisory, due diligence, deal structuring and analytics experience. The firm says its American Association of Finance & Accounting membership extends its reach beyond St. Louis through search firms in key US cities and Canada.

The same page carries a Harbour Group testimonial describing multiple searches over a five-year period, and its retained search page has a Dot Foods testimonial about a senior executive search. Both are undated, and neither names an M&A role.

GateSource HR describes a corporate finance and M&A practice serving South America, Central America, the Caribbean and North American headquarters managing regional investments. It lists corporate development directors, M&A directors, CFOs and other senior finance roles, with bilingual and cross-border experience central to the offer.

Its stated clients include multinational companies, private equity-backed businesses, investment firms and regional groups. For an acquisition team spanning several countries, the useful test is whether the recruiter understands the countries, languages and reporting responsibilities your hire will actually cover.

Glocap's undated placement examples include a head of financial institutions group investment banking at an independent bank, a digital assets investment banking vice president and a co-head of healthcare investment banking.

Glocap says its search business works primarily in the investment management industry, and its investment professional practice lists investment banking and corporate development alongside fund roles. Ask which existing client relationships limit the banks or candidates it can approach. The firm dates its founding to 1997 and says most of its recruiters have done the jobs they recruit for.

Hechkoff describes placing the US investment banking leadership team for a global professional services firm, drawing candidates from investment bank managing directors and law firm M&A partners. The undated account includes sector heads in technology, energy and industrials, healthcare, media and entertainment, and consumer products and retail.

Its M&A advisory page says it works exclusively at placing senior-level partners. Consider it for a practice-leadership or sector-head search.

Among Jennings' published placements are a transaction advisory services partner at a $1B advisory firm, an M&A advisory director at a $300M services company, and an M&A integration and carve-out leader at a $2B advisory firm. The examples are undated, and Jennings does not say what the dollar figures measure.

Its professional services and private equity practice serves consulting firms, advisory organizations and private equity groups. These examples support advisory and integration leadership hiring. Specify the work your leader will own before treating that experience as relevant to banking origination.

A CEO at a boutique M&A advisory firm and a CFO at a middle-market investment bank are among the undated placements on Keller's banking page. Its wider recruitment offer runs from analyst through managing director, including equity research, M&A, equity capital markets and debt capital markets.

The page advertises first candidates in two to three weeks, in September 2026. That estimate ends at candidate presentation; agree completed-hire timing separately. The page also mentions retained search, so confirm which fee model applies to your assignment.

Keller also describes protecting the client's entire workforce from its own candidate sourcing and assigning two contacts: an account manager and a senior consultant. Confirm the protection's duration and which contact will assess candidates.

The manager of M&A and business development role appears among KORE's undated private equity manufacturing placement examples. Its private equity page identifies heavy industrial manufacturing clients, alongside roles in operations, sourcing and commercial functions.

That is a specific reason to consider KORE for an acquisition-focused role within an industrial portfolio company. The published evidence does not establish a general investment banking practice. Keep your brief centered on the manufacturer's acquisition needs and the responsibilities the person will take on after a deal closes.

M&A Executive Search publishes an undated testimonial from Bill Hoagland of Engage Technologies describing a national search for an M&A executive and the attention paid to cultural fit. This is a specific corporate hiring example within a broader retained search service covering director through C-suite roles across industries.

The firm also offers interim executives and expert consultants. For an acquisition-related assignment, establish whether you need a permanent leader or a defined period of support, then ask for examples of the same kind of engagement.

Michael Page's US investment banking page lists a head of leveraged finance at a global investment bank, a technology, media and telecom managing director at a middle-market bank, and junior analysts among its placements. The examples are undated; ask when they happened and what the team has completed since.

The practice describes analyst-to-managing-director recruitment for bulge-bracket banks and what it calls "top-tier boutiques." Coverage includes M&A, leveraged finance, restructuring, technology, media, telecom, healthcare, industrials and financial institutions.

Pearse describes itself as an investment banking and private markets recruiter across EMEA and the USA. Its corporate finance and M&A practice names mid-market, elite boutique and sector specialist boutique banks. Corporate development recruitment appears on its UK and EMEA site; its US site lists corporate finance and M&A, private equity and credit recruitment.

The firm's timeline records that Sean Bourke founded it in June 2018 after seven years at Michael Page, and dates the US launch to August 2025. For a US search, ask what the US team has completed since that launch.

M&A, leveraged finance, financial sponsors, restructuring and structured finance are among Robin Judson Partners' stated banking specialties. It describes assessing both client-facing skills, such as negotiation, and technical work, such as financial modeling, preparing confidential information memoranda and arranging financing.

Its client process includes a staff assessment with each submitted resume, candidate approval before submission, reference checks and help with compensation negotiations.

A managing director of power and utilities at a European investment bank credits Selby Jennings with a London recruitment drive for vice presidents and directors, in an undated testimonial on its banking page. Its banking practice lists roles from analyst through managing director and client types from lower-middle-market boutiques to bulge-bracket banks.

Part of Phaidon International, the firm describes managing negotiations and supporting candidates through resignation and onboarding. For several hires, agree how interviews and offer decisions will be coordinated with your team.

The Oxbridge Group's corporate coverage includes corporate development and M&A, strategic finance, corporate strategy and business development, alongside its buy-side investment practice. Its homepage and focus page name no placements or clients, and investment banks are not among the client types on its focus page.

It reports 35+ years of relationships across buy-side and selected corporate hiring. The wider practice lists associate through vice president, principal, director and portfolio manager levels. Oxbridge says its managing directors evaluate candidates and clients receive a shortlist with individual assessments. Establish the level and company context of its comparable corporate development searches.