In industries like investment banking, private equity, and corporate finance, securing a role requires more than qualifications alone. It demands adaptability, strategic foresight, and a thorough understanding of what top firms value in today’s evolving markets.

To gain insight on this dynamic field, I spoke with Mr. Shovan Goodjarran, a recruitment expert with over 15 years of experience placing professionals in high-stakes financial roles across Africa. From global consulting firms to fast-growing startups, Mr. Goodjarran’s insights reveal how candidates can position themselves for success in competitive sectors like capital markets, asset management, and ESG-driven finance.

In this interview, he shares:

• How the definition of a “strong candidate” has shifted in finance (and why technical skills are no longer enough)
• The growing importance of AI literacy, data analysis, and global market awareness
• Practical advice for young professionals aiming to break into private equity or corporate finance
• Why curiosity, emotional intelligence, and intentional career development set top talent apart

Whether you are beginning your career or refining your professional trajectory, Mr. Goodjarran’s expertise offers valuable guidance.

1. What drew you to specialise in recruitment for high-stakes industries like investment banking and capital markets?

What truly fascinates me is the opportunity to work with professionals who are directly involved in shaping the critical sectors that drive the economy—such as corporate finance, power, energy, and infrastructure. The decisions made by these individuals impact not only large organisations but also have a ripple effect on everyday people’s lives. The scale and complexity of these industries, coupled with their ability to influence major societal changes, make the work incredibly rewarding. Being part of this dynamic process, connecting talented individuals with roles that allow them to drive real-world impact, is what keeps me motivated and deeply engaged in this field.

2. Over your career, what shifts have you noticed in what top financial firms look for in candidates?

Over the years, I’ve seen a significant evolution in the qualifications and skill sets that top financial firms seek. Traditionally, professional designations like CA(SA), CFA, and Actuarial Sciences were highly valued, but today they have become more multifaceted. These qualifications now reflect a broader understanding of business and a deep understanding of financial concepts, rather than just being narrowly focused on one dimension.

In today’s ever-changing corporate world—where teams are leaner and corporate structures tend to be flatter—candidates are expected to bring more to the table than just the prestige of holding a certain title. Financial firms now increasingly look for individuals who can offer a combination of technical expertise, strategic thinking, and adaptability. While qualifications like Chartered Accountant, CFA Charterholder, or Actuary remain important, there’s a growing emphasis on skills like data analysis, coding, and proficiency with AI and machine learning tools. These competencies are now seen as essential for staying ahead in a rapidly digitising landscape.

Additionally, companies are prioritising candidates who demonstrate a strong understanding of global market trends, regulatory changes, and environmental, social, and governance (ESG) factors. Emotional intelligence, leadership in collaborative settings, and the ability to manage change are also key attributes that financial firms are increasingly valuing.

An excerpt which I always find apt; According to Douglas Hall, an individual with a protean career is one who actively and constantly updates their career pathway in order to remain relevant to their work environment (Hall, 2004). The word “protean” came from “Proteus”, a Greek god with the ability to constantly change his shape in response to the environment he was in. Thus, Proteus signifies someone who is flexible, versatile and highly adaptable.

In career development-speak, an individual with a protean career is characterised by continuous a state of continuous self-assessment, self-direction, and self-development. Due to this individual’s flexibility, they are able to pursue different opportunities whenever it presents itself, explore new industries, and constantly redefine the meaning of success on their own terms, but in relation to the changing work environment. To be ‘protean’ means to adopt an attitude that provides the individual with all the abovementioned level of flexibility and versatility.

3. How do you build trust with both clients and candidates in such a competitive talent landscape?

I believe in offering a personalised, results-driven approach that truly makes a difference in today’s competitive and complex talent market. For me, building trust starts with being honest, maintaining open communication, and always acting with integrity. I’m committed to transparency throughout the process, ensuring that both clients and candidates feel valued and informed every step of the way. By consistently delivering on my promises and respecting the client’s brand, I aim to foster long-term relationships based on trust and reliability.

4. What advice would you give young professionals looking to break into fields like private equity or corporate finance?

My advice to young professionals would be to shift the focus from chasing high salaries early on and instead concentrate on building a strong technical and commercial foundation. Prioritise sharpening your core skills—such as financial modelling, valuations, and due diligence—as these are critical in both private equity and corporate finance. Be it at smaller boutique advisory firms, short internships etc. Grab the opportunity!

Equally important is developing strong investment acumen and the ability to interpret equity value drivers within a broader commercial context. The more you understand how businesses create value, the more impactful you’ll be in these fields. Long-term success in these industries comes from mastering the fundamentals and demonstrating real insight, not just chasing short-term gains.

5. In your view, what makes a candidate truly stand out beyond qualifications and experience?

In my view, what makes a candidate truly stand out beyond their qualifications and experience is the curiosity and intentionality they bring to both their professional and personal development. I pay close attention to how candidates engage with the world outside of their immediate role—what they’re reading, what market trends they’re following, or even how they manage their own personal investment portfolios. These interests often give insight into their critical thinking, passion for the industry, and long-term growth mindset.

For example, a candidate who actively follows global economic trends, reads thought-provoking books or publications, and enjoys discussing current shifts in technology or finance, tends to bring a broader perspective to problem-solving and innovation. Similarly, someone who is involved in hobbies—whether it’s endurance sports, travel, volunteering, or creative pursuits—often demonstrates discipline, curiosity, and the ability to balance diverse interests.

These seemingly ‘non-professional’ traits give a fuller picture of who the person is and often highlight qualities like resilience, cultural awareness, and the ability to connect with others—traits that are increasingly important in collaborative and fast-paced environments.

6. How has your background in industrial and organisational psychology influenced your recruitment approach

My background in Industrial and Organisational Psychology has had a significant impact on my recruitment approach. It’s given me a deep understanding of how psychological principles can be applied to enhance hiring practices, improve employee fit, and ultimately boost overall organisational performance. I approach recruitment with a structured mindset—starting with a thorough job analysis to pinpoint the skills, traits, and behaviours that drive success in a specific role.

I also place strong emphasis on evaluating a candidate’s alignment with company values and team dynamics. By assessing organisational fit, I aim to reduce turnover and promote long-term compatibility. One area I find particularly underrated—but incredibly powerful—is leveraging insights into employee motivation and perception of corporate brands. This helps in shaping an attractive employer brand and refining recruitment marketing strategies, which not only attracts better-suited candidates but also improves application rates, engagement, and positive word-of-mouth.

Lastly, my clients rely on psychometrics and data-driven analytics to support evidence-based decision making. This allows for tracking hiring success metrics and driving continuous improvement in recruitment strategies, ensuring a more strategic and effective talent acquisition process.

Mr. Shovan Goodjarran’s perspective highlights a critical truth: success in finance relies not only on credentials but on continuous growth, versatility, and authenticity.

Key insights from our conversation:

• Adaptability drives relevance: Professionals must embrace lifelong learning, particularly in emerging areas like ESG and AI.
• Curiosity opens doors: Interests outside of work, from personal investments to global trends, can signal strategic thinking to employers.
• Trust is foundational: Transparent communication and integrity remain central to building lasting relationships in recruitment.

For further insights, explore Mr. Goodjarran’s work at TalentLink or connect with him on LinkedIn.

We’d love to hear your thoughts: What strategies have helped you navigate your career in finance or related fields? Feel free to share your experiences in the comments below.

If you enjoyed this discussion, you might also appreciate my earlier interviews with AI innovator Parul Pandey or C++ expert Herik Lima for more perspectives on mastering technical careers.