Career Rockstars

I am a talent and diversity specialist who works with LMM and MM alternative investment players on making diversity more of a reality in their firms. I pride myself on rocking recruitment on both sides of the stage, client and candidate.

I get it. Having the right person in the right role can mean the difference between a happy LP, a satisfied BOD, outstanding returns....I get it and this is where we shine.

I also believe that there's a greater need for diversity in these spaces and am committed to helping achieve this. Career Rockstars guarantees a 60%-75% yearly diversity placement rate.

Our philosophy is rooted in the idea that firms simply cannot hire high-caliber diverse talent with a low caliber, or non-existent, diversity strategy. Attracting and retaining diverse talent requires patience, purpose, and intention, a model I created based on my experience in the space. This approach, together with our enthusiasm to find and attract outstanding talent, make Career Rockstars true talent partners.

𝗢𝗨𝗥 𝗖𝗟𝗜𝗘𝗡𝗧𝗦
✓ Private Equity firms 
✓ Private Credit firms
✓ Venture Capital Firms
✓ Portfolio Companies

𝗢𝗨𝗥 𝗣𝗔𝗦𝗦𝗜𝗢𝗡
✓ Championing diversity in the LMM and MM

𝗢𝗨𝗥 𝗖𝗢𝗠𝗠𝗜𝗧𝗧𝗠𝗘𝗡𝗧 𝗧𝗢 𝗗𝗜𝗩𝗘𝗥𝗦𝗜𝗧𝗬
✓ Minimum 80% diverse candidate representation in all shortlists 

Are you ready to rock? Want to know how we can help you hire diverse talent? Let's connect!

✉️ alexis@career-rockstars.com
🌐 www.career-rockstars.com
🇺🇸 USA: + 1 (646) 543-9906
🇪🇺 EUR: + (34) 603 475 513

Founder | On a mission to increase diverse representation on the buy-side

Take the Stage - Ladies Who Rock Podcast

Podcast Host | Take the Stage & Ladies Who Rock

Dorilton Capital

Dorilton Capital is a middle-market family equity firm that provides long term, patient capital to lower and middle market companies across a variety of industries.

Retained Talent Acquisition Consultant  | M&A and Portfolio Operations | Portfolio Company Talent

HBO Europe

I was originally selected to build the HBO Spain team in preparation for the launch of its premium SVOD service in 2016. This subsequently led to my role in the recruitment of the HBO Portugal team for their 2019 launch, as well as recruitment for a variety of roles across Sweden, Norway, and Finland.

Retained Talent Acquisition Consultant

STARZPLAY

I was charged with building an HR department from scratch with full ownership of areas such as hiring, recruitment, compensation, employee relations, and on-boarding across Europe and the Middle East.

One of my main goals was to attract and hire the best international talent for functional areas spanning  tech/development, marketing, finance, creative, and other highly specialised roles in the online and video-on-demand (VOD) arena. I helped grow the size of the organisation from less than 10 to over 70 within an 18 month span.

Director of HR & Recruitment, Europe and Middle East | Talent | Culture

►IE Business School (Career Management Center)

IE Business School is a top-ranked international business school.

I joined the team as a recruitment and career specialist. What made my work awesome was working with MBA recruiters and HR directors from multinational companies, together with an international body of students and alumni from over 80 countries.

Senior Associate Director | MBA Recruitment | Talent & Development

► ESADE Business School

ESADE is one of the world’s top business schools. 

In my first role post-MBA, I focused on helping business leaders create high-impact learning experiences tailored to the needs of their firm, working alongside business minds from ESADE's and Georgetown's faculty, and interacting with HR executives from Spain and around the United States. 

This is where my interest in HR and career management peaked, as I learned what kind of experiences and competencies were being sought by corporations to strengthen leadership capacity and drive organizational performance.

Program Manager | Executive Education | Leadership and Development

►NorthStar International

NorthStar International was the first international student relocation agency in Los Angeles solely     dedicated to performing arts students.

My appreciation for international study experiences seemed to grow stronger every year after my study-abroad experience, so much so, that I made the decision to convert my passion into a living. Having been a student in a foreign country myself, I wanted to help international students coming to Los Angeles with their acclamation to the city and country. I founded NorthStar International and spent two years providing exchange students with relocation and acclamation services.

Owner | International Student Experience | Study Abroad

►Society of Hispanic Professional Engineers

This was my first job out of college and where I acquired solid professional experience from top Hispanic leaders in the U.S. Though my job focused on the overall management of members (undergraduate students and working professionals), I was able to develop my leadership skills on exciting events such as the National SHPE Conference and Career Fair and National Institute for Leadership Advancement (NILA).

National Membership Coordinator | Leadership and Development

Hi! I'm Alexis and I am the founder of Career Rockstars, a diversity-focused boutique talent search  firm serving the LMM & MM US and European alternative investment space. We are passionately committed to increasing diversity and inclusivity within private equity, private credit, and venture capital in the US and Europe.

𝗖𝗛𝗔𝗟𝗟𝗘𝗡𝗚𝗘
Demand for qualified, diverse talent continues to grow but attracting and accessing high-caliber, diverse talent continues to be a challenge for most  firms.

𝗦𝗢𝗟𝗨𝗧𝗜𝗢𝗡
Leverage the expertise of a talent partner with a "diverse fi rst" network of exceptional women and underrepresented candidates. Our hands-on, intentional approach ensures value-added placements tailored to the unique needs of your  firm.

Our approach is rooted in the idea that firms simply cannot hire high-caliber diverse talent with a low caliber, or non-existent, diversity strategy. Attracting and retaining diverse talent requires patience, purpose, and intention, a framework based on my experience in the space. This approach, together with our enthusiasm to find and attract outstanding talent, makes Career Rockstars true talent partners.

𝗣𝗢𝗗𝗖𝗔𝗦𝗧
Take the Stage, and our series dedicated to women, Ladies Who Rock, celebrates and amplifies diverse voices in the LMM & MM.


✉️  alexis@career-rockstars.com 
🌐  www.career-rockstars.com 
🇺🇸  USA: +1 (646) 543-9906
🇪🇺  EUR:  +  (34) 603 475 513

A couple weeks ago, I wrote about “career suicide” — this new trend I’m seeing, primarily among Analysts and Associates, who are walking away from their IB or PE roles (with return offers in hand, mind you) in search of their own personal alpha (cheesy, I know, but it works).

The post struck a nerve. My inbox filled with messages from people who’ve either already taken that leap or are quietly planning it.

So I took it to a poll and asked: 👉 If a top performer left their firm to recruit full-time for the buy-side, with no offer in hand, how would you view it?

The votes were interesting:
🟣 Strategic — a long-term play: 26%
🟣 Risky — bad timing: 19%
🟣 Depends on the story behind it: 52%
🟣 Wouldn’t fly at my firm: 3%

More than half said “depends on the story.” Half! A few years ago this poll would have shouted Risky or Wouldn’t Fly. That feels like a shift worth noting.

Still, this is the buy-side. It’s not exactly known for forgiving resume gaps or non-linear paths.

What I’m seeing, though, is that if the profile is strong enough—top pedigree, solid track record, clear narrative—hiring leaders are willing to overlook the break.

But that grace doesn’t extend evenly. For candidates with average profiles or unclear transitions, it’s still a tough sell.

So is this proof that firms are becoming a little more forgiving? No, not really. Would I recommend this? Probably not, but it depends. What I do think is that this next wave of investors is different—more self-aware, intentional, unapologetically driven by fit over fear, or simply just confident enough in their performance to bet on themselves.

What do you think?
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#privateequity #venturecapital #hiring #career

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Passionately committed to increasing diverse representation in the US & European alternative investment space

“How do I stand out? Is there anything else I can do besides sending my resume, talking to recruiters, or networking myself into exhaustion?”

I hear this nonstop and the truth is simple:

—Your resume isn’t enough.
—Your recruiter relationships aren’t enough.
— Sometimes even your network isn’t enough.

If you’re getting ignored, overlooked, or filtered out, you’re likely not using the one lever that can actually shift the odds in your favor: Posting.

I don't mean influencer posting or “build your audience” posting. Just "showing how you think in a market where most candidates stay invisible" posting.

A few thoughtful posts can make someone recognize your name, take your message seriously, and actually respond. It’s one of the fastest ways to stand out — especially if you’re non-traditional, pivoting, returning from a pause, junior, or simply underestimated.

I break down the why — and how to use it — in a short article. 👇 

If you’re trying to stand out or land your next role, read it.

And when you finally post? Tag me. I’ll boost you, support you, and hype you up as you step outside your comfort zone.
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#privateequity #hiring #venturecapital

Before you read this, do yourself a favor and read it in your best Scottish accent. Trust me, it makes the whole thing 20% more inspirational and 80% more entertaining (unless your Scottish, so then read it in your accent of choice)

So…Scotland. 4–2 over Denmark in yesterday's World Cup qualifier. 

First World Cup since 1998. A 28-year drought gone—evaporated, in front of a crowd that hasn’t known this level of joy since...maybe ever? In fact, nine players weren’t even alive the last time Scotland qualified.

This is the kind of storyline that makes you sit up a little straighter and think, “Hold on… maybe the underdog can pull this off.”

And if you’re a non-traditional candidate trying to break onto the buy-side? Congratulations, Scotland just became your spirit animal.

Because if a team that’s spent decades being the “maybe next cycle” kid can turn around and say, “Actually, we’ll be attending the World Cup, thanks,” then you can absolutely rewrite your own narrative. Let's break down what this win from our newly-minted Scottish heroes teaches us: 

🏴󠁧󠁢󠁳󠁣󠁴󠁿 𝗠𝗮𝘀𝘁𝗲𝗿 𝘆𝗼𝘂𝗿 𝗯𝗮𝘀𝗶𝗰𝘀 𝗹𝗶𝗸𝗲 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗱𝗲𝗽𝗲𝗻𝗱𝘀 𝗼𝗻 𝗶𝘁.
Because it does. Scotland didn’t qualify on “passion” alone. Their structure, discipline, and technical execution were strong. On the buy-side, that's your modeling, your deal logic, your ability to articulate value creation. Good is fine. Stellar gets you the offer.

🏴󠁧󠁢󠁳󠁣󠁴󠁿 𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝗲𝗶𝘇𝗲 𝗺𝗼𝗺𝗲𝗻𝘁𝘀 𝗹𝗶𝗸𝗲 𝗮 𝗺𝗶𝗱𝗳𝗶𝗲𝗹𝗱𝗲𝗿 𝗼𝗻 𝗮 𝗹𝗼𝗼𝘀𝗲 𝗯𝗮𝗹𝗹 𝗶𝗻 𝘁𝗵𝗲 𝟴𝟴𝘁𝗵 𝗺𝗶𝗻.
A DM you almost ignored, a coffee invite you nearly declined, a recruiter you swear you weren’t going to call back...these are your Denmark-defeating moments.

🏴󠁧󠁢󠁳󠁣󠁴󠁿 𝗦𝘁𝗼𝗽 𝗹𝗲𝘁𝘁𝗶𝗻𝗴 𝗼𝗹𝗱 𝗹𝗮𝗯𝗲𝗹𝘀 𝗵𝗮𝘂𝗻𝘁 𝘆𝗼𝘂. 
“Scotland hasn’t qualified since 1998.” “Candidates like you don’t get PE jobs.”
Both are just stories… until someone walks in and changes the ending. If Scotland can flip a match in minutes, you can flip your trajectory with one high-leverage conversation.

🏴󠁧󠁢󠁳󠁣󠁴󠁿 𝗛𝗲𝗮𝗿𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀. 𝗠𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸.
Scotland played like they were done hearing the same jokes. They showed up relentless. That’s exactly the energy you need: More reps. More prep. More intentionality.More doing the stuff others can’t be bothered to do.

And while it took Scotland 28 years to do this, you don’t need 28 years. But breaking onto the buy-side does require everything Scotland showed…just at turbo mode: elite fundamentals, aggressive opportunity-taking, narrative-breaking mindset, heart, consistency, and a willingness to look a little unhinged in your ambition (the good kind).

So go on, give the world your best “Scotland beats Denmark” moment. And if you read this whole thing in a Scottish accent? You’re already giving main-character energy, which frankly, is half the battle.
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#privateequity #buyside #fifa #scotland
Gordon Rennie

What makes a role truly compelling? 

I’ve been recruiting for a role that doesn’t rely on one big “hook” — instead, it’s the combination of challenge, scope, and leadership that makes people lean in.

But everyone weighs factors differently.

When you evaluate an opportunity, what actually moves the needle?

What I see in conversations is that the best opportunities usually blend more than one of these…but I’m curious which one sits at the top of your list.

And if you're interested in a VP-level seat at a well-established credit firm in NYC that mixes workouts, new underwriting (not just in the portfolio), and hands-on value creation, then DM me!
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#credit #buyside #hiring

New Friday ritual: “What I Learned This Week”...Week 1

I’m starting a Friday experiment. I talk to so many people every week — candidates in transition, hiring managers deep in the weeds, and professionals at every stage of reinvention. Why not squeeze more value out of the dozens of career and life chats I have?

So every week, I’ll pull out the best lessons, patterns, and “aha” moments from real conversations across the buy-side ecosystem. So here’s what surfaced this week: 

💡 𝐘𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐨𝐧𝐥𝐲 𝐞𝐱𝐩𝐚𝐧𝐝𝐬 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮𝐫 𝐚𝐩𝐩𝐞𝐭𝐢𝐭𝐞 𝐝𝐨𝐞𝐬.
This week I spoke with people stepping into the unknown. Every single one said some version of: “I’m scared… but staying where I am feels scarier." The move that grows you is almost always the move that intimidates you. Comfort never built a career — hunger did.

💡𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐢𝐬𝐧’𝐭 𝐚 𝐩𝐞𝐫𝐤. 𝐈𝐭’𝐬 𝐚 𝐝𝐞𝐚𝐥𝐛𝐫𝐞𝐚𝐤𝐞𝐫.
A few VP-level investors who planned to be “long-term” at their firms are now actively looking — not because of the work, but because the culture shifted. The more senior the talent, the less tolerance there is for environments that drain instead of develop.

💡 𝐘𝐨𝐮𝐧𝐠𝐞𝐫 𝐭𝐚𝐥𝐞𝐧𝐭 𝐢𝐬 𝐜𝐡𝐨𝐨𝐬𝐢𝐧𝐠 𝐡𝐨𝐧𝐞𝐬𝐭𝐲 𝐨𝐯𝐞𝐫 𝐨𝐩𝐭𝐢𝐜𝐬.
 There’s a real generational shift happening. Multiple candidates told their teams they planned to leave before having another job lined up — not as a flex, but as an act of integrity to their teams. Old-school thinking calls it risky. New-school thinking calls it respect.

💡 𝐓𝐡𝐞 𝐦𝐚𝐫𝐤𝐞𝐭 𝐢𝐬𝐧’𝐭 𝐫𝐨𝐚𝐫𝐢𝐧𝐠 𝐛𝐚𝐜𝐤 𝐛𝐮𝐭 𝐢𝐭’𝐬 𝐰𝐚𝐤𝐢𝐧𝐠 𝐮𝐩.
Calls and interest have picked up. 2025 was not the bonanza we thought it would be but Q1 is shaping up to be busier than the first half of this year. Holiday messages. Checking in. Adding value. Be the person they remember in January.

That’s Week 1.

I’ll be doing this every Friday, partly because it’s fun, and partly because it turns my week of conversations into something that is helpful to you!

What about you? What did you notice this week in your corner of the industry?👇
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#privateequity #buyside #venturecapital #insights




What about you? What did you notice this week in your corner of the industry?👇

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