Apollo often becomes the largest investor in its own funds, using its retirement services arm and balance sheet. This aligns interests by ensuring the firm experiences the same financial outcomes as its clients, which builds significant trust and demonstrates high conviction.
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To ensure genuine collaboration across funds, Centerbridge structures compensation so a "substantial minority" of an individual's pay comes from other areas of the firm. This economic incentive forces a firm-wide perspective and makes being "part of one team" a financial reality, not just a cultural slogan.
Recognizing the friction in accessing private markets, Apollo spent $1 billion from its balance sheet on wealth tech. This strategic investment aims to improve the underlying infrastructure for the entire industry, acknowledging that a better ecosystem benefits all participants, not just themselves.
When assessing a co-investment, LPs should request data on employee participation. Deals where the PE firm's own staff invest their personal capital tend to be the better-performing ones, serving as a powerful, internal signal of conviction that goes beyond the official pitch.
Superior returns can come from a firm's structure, not just its stock picks. By designing incentive systems and processes that eliminate 'alpha drags'—like short-term pressures, misaligned compensation, and herd behavior—a firm can create a durable, structural competitive advantage that boosts performance.
When founders invest their own money, it signals an unparalleled level of commitment and belief. This act serves as a powerful 'magnetic pull,' de-risking the opportunity in the eyes of external investors and making them significantly more likely to commit their own capital.
The firm's core belief, "purchase price matters," reframes the concept of "toxic assets." Any asset, no matter how distressed, can become attractive if the price is right. This mindset allows the firm to act decisively during market dislocations when others are fearful, capitalizing on mispriced complexity.
An LP with prior experience as a GP has a distinct advantage in accessing top-tier funds. They understand what GPs value in an LP—responsiveness, transparency, long-term thinking, and trust. By acting as "the LP they wanted to work with," they build deeper relationships and gain an edge over LPs who have never been on the other side of the table.
Sequoia makes consensus investment decisions, viewing each deal as "our investment." This is only possible through a culture of high trust and "front stabbing"—brutally honest, direct debate about a deal's merits. This prevents passive aggression and ensures collective ownership.
For private market giants, the key differentiator isn't assets under management, but the ability to create proprietary investment opportunities. Apollo has built 16 internal "origination engines" in niche areas like fleet and consumer finance to generate unique alpha for its clients.
Founders Fund's perk allowing employees to co-invest personally is a clever mechanism to test true conviction. If an investor sponsoring a deal is unwilling to put their own money in, it raises a serious question about their belief in the investment's potential, forcing them to justify why it's a better allocation for LPs than their own capital.
