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Guide to Microdec – Phase 2

Adding a Company

To add a Company, go to the top of Microdec, hover over the ‘New’ tab, and click on ‘Organization’.

Immediately a duplicate checker will pop up. Enter the Company’s name into the checker to determine if there is a duplicate. This checks if any other records exist with the same exact name as the company you are adding. If no duplicates exist, you can proceed to adding the company.

At this point, we are already halfway done. There are only two required fields when adding a company, the Company’s Name, and the Company’s Type.

Required Fields

  1. Company Name – Assuming you ran the company’s name through the duplicate checker, it will already be filled in for you. If the Company’s name is not already filled in, simply fill their name in.
    • Use the most detailed name possible. Try to avoid abbreviations unless it is what the bank is primarily known by.
  2. Type – This just determines how the company record is stored in our database. For our purposes, we always assign companies the ‘Client’ tag. Click the dropdown and select ‘Client’.

The above image shows ALL the information required when adding a company to Microdec. You will notice that you are leaving greater than 15 fields blank. This is perfectly fine.

The above image shows a brand-new company within Microdec. Notice there are very few details listed, it is an empty canvas. As you and the rest of the team begins interacting with this company, such as adding contacts, receiving job orders, etc, you will start seeing this page fill out.

On the contrary, the image below shows a bank that we have worked with in the past. Right away you can see 3 of the roughly 50 contacts we have stored for Truist, as well as the two vacancies that we are currently working for them.

Viewing a Company

Now that we have added a company to the system, lets look at how we can view that record from the hub. There are numerous ways to locate a company record in Microdec, but only one of these methods performs the search in a smart and efficient manner, the other methods are inefficient and yield poor results.

For that reason, you should only really perform company searches using the search bar at the top of your screen.

We are starting from The Hub, but this feature is located at the top of every page in Microdec.

Using the search bar at the top of Microdec, you only need to type in the first few letters of a company’s name and hit tab, and the record should come up if it exists.

By typing in “Moel” into the search bar, I was able to pull up the company record for “Moelis”. Simply clicking anywhere within the green rectangle for Moelis will take you to the company record.

Adding a Candidate

Duplicate Checking

To add a Candidate, go to the top of Microdec, hover over the ‘New’ tab, and click ‘Candidate’.

Before adding, a duplicate checker will pop up. Enter the candidate’s name or any of their contact information (email, phone number) to verify whether or not they are in the system already.

If any of the information entered is in the system already, Microdec will notify you with a list of Candidates with matching details.

Otherwise, if no duplicate exists, you will be brought to the proper page to add the candidate. You can see the adding process next.

Adding a Candidate

Now that we know our Candidate is not a duplicate, it’s time to add them. The following fields are required fields when adding a Candidate.

Required Fields:

  1. First Name
  2. Last Name
  3. Mobile NumberMUST be a personal number. CAN NOT be a business phone number. Use LinkedIn Recruiter and ZoomInfo to help locate the mobile number. If all avenues are exhausted and you do not have a number still, enter 0 (zero) as the field cannot be left blank.
  4. Email AddressMUST be a personal email. CAN NOT be a business email address. Use LinkedIn Recruiter and ZoomInfo to help locate the email. If all avenues are exhausted and you do not have an email still, enter 0 (zero) as the field cannot be left blank.
  5. Perm - Check the box for Perm (Permanent).
  6. Position Type - Click the dropdown and select Permanent (Should be defaulted to Permanent).
  7. Organization – The company that the candidate works for. (Start typing the company’s name and then hit tab to autofill the full name. If the company does not exist, you will need to add it (See Adding a Company)).
  8. Position – the year that the candidate entered investment banking. (See Determining a Candidate’s Year).
  9. Industry – Pertains to the industry the candidate works in (Generally falls under one of the following: Investment Banking (Code: AI), Private Equity (Code: AP#)). (See Industry Code)
  10. Job Type – Pertains to the candidate’s Job Type. This will usually be Investment Banking (Code: FC#), however on occasion we do branch out to Corporate Development and Private Equity. (See Job Type Codes).
  11. Skills – Pertains to the sector that the candidate works in. This pertains to the type of goods or services they work with, such as Healthcare, Tech, Industrials, Real Estate, Infrastructure, etc. (See Skill Codes and see Sectors).
  12. Location – Where the candidate currently resides.
  13. Year of Grad – the year that the candidate entered investment banking. (See Determining a Candidate’s Year).

Note: When submitting a Candidate that contains a zero in their Mobile or Email field, you will get a waring message stating that a candidate using that email/mobile already exists. Click ignore and add anyways.

Once you’ve added all the required information, your screen should look similar to this. Note: Notice that you can add numerous codes for the Skills section.

To submit the candidate to the system, look at the bottom of your screen. You are going to want to select ‘No’ for sending an email confirmation, and then click the ‘OK’ button. The email confirmation notifies the candidate that they have been added to our system and is not worth the time it takes (it’s a process).

Once submitted, you will be brought to the newly created Candidate profile.

An example of a completed candidate profile:

Example Profile for Adding a Candidate

The profile below is being used as an example and will be referenced in the sections following it.

Adding a Candidate From LinkedIn

Inarguably our best source of Candidates is LinkedIn. You should be sending out connection requests on the daily, and every morning adding the accepted connections into Microdec. Use the following process to (Reference 'Adding a Candidate' for required fields) to add Candidates into Microdec.


  1. Open the LinkedIn profile
  2. Our first course of action is to check whether or not the candidate is already in the system. You can do this in 2 ways.
  3. Assuming our candidate is new, we will begin adding them to Microdec. If you have not already, open the New Candidate page:
  4. Your first two fields are for First Name and Last Name. It is as simple as copying and pasting the information from the LinkedIn Profile (See Figure 1 on the Michael Loffredo example profile). The only caveat is if the Candidate includes a middle name of sorts. The middle name should be placed on the First Name field, right after the first name.
  5. The next two fields are Mobile and Email. These fields are for housing the Candidate’s PERSONAL contact methods. These contact details CAN NOT be affiliated with the Candidate’s company. NO Company Emails and NO Company Phone Numbers. Contacting Candidates at their place of work is an excellent way to destroy a relationship with that organization.

    • That being said, there are numerous ways to find a Candidate’s personal contact information:

      1. LinkedIn – We should always be connecting with Candidates that we come across. Connecting with the Candidate and making use of LinkedIn Recruiter tools is an excellent way to uncover contact details. If a Candidate has contact information on their LinkedIn profile, you view this by clicking the Contact Info button on their profile (See Figure 5 on the Michael Loffredo example profile). Upon clicking the Contact Info button, you will see a pop-up containing contact info (See Figures 1 and 2 below).

      2. ZoomInfoZoomInfo their own unique ways of collecting contact information. This resource can be just as powerful as LinkedIn, sometimes more so in certain circumstances, and will uncover many emails and phone numbers that LinkedIn fails to provide. ZoomInfo can provide you with 5 pieces of contact information.

        • Direct Number (D) – This is the Candidate’s office line. DO NOT USE.
        • Headquarters (HQ) – This is the Candidate’s Office’s front desk line. DO NOT USE.
        • Business (B) – This is the Candidate’s Company Email. DO NOT USE.
        • Mobile (M) – The Candidate’s personal Mobile Phone number. SAFE TO USE.
        • Supplemental (S) – This is the Candidate’s personal Email address. SAFE TO USE.

      As you can see in the image above, ZoomInfo has provided 3 pieces of contact info for Michael Loffredo. Unfortunately, all 3 pieces of contact information are affiliated with his employer and are not safe for us to contact. Never contact (D), (HQ), or (B) contact methods on ZoomInfo.

      Note: If you have exhausted all avenues to find an email and/or phone number, and you are still unable to find it, place a zero (0) in the field. This is called zeroing out the field. Regularly we will go through candidates with zero’d out information and attempt to fill in the blanks.

  6. The next field is Perm and is simply just a check box. Check this box and move on. We only work permanent positions, and unfortunately Microdec cannot default to this value, so we must click the box.

  7. The next field that we care about is Organization. This is the Candidate’s current employer (Reference figures 4 and 6 on the Michael Loffredo example profile). If the organization is within investment banking, there is a good chance that it already exists in the system. You can start typing the first few letters of the organization’s name, and then hit Tab and the rest of the organization’s name should autofill.

    If the organization does not exist, when you type the name in you will be prompted that the Org was not found, and you will be asked if you’d like to create a new record for it. Click yes and follow the instructions on the Adding a Company page.

  8. This takes us to the Position field. The position field is for housing the year that the candidate entered investment banking. In order to determine the year, please see the Determining Year of Graduation section. Once you have a year determined, add it to the field, followed by “FN”. Looking at Figure 8 on Michael’s profile, we see he entered investment banking in 2017.

Following step 8, the remainder of the steps have to do with candidate coding. You will need to look closely at their profile and make determinations based on their career. Over time these determinations become clearer and easier to make.

  1. The Industry field is used to show what industry the candidate is working in. Please see the Industry Code guide for more detailed information on the code itself. If you look at Figure 2 on the Michael Loffredo example profile, as well as figures 6 through 9, we can determine that Michael is in Investment Banking. We will assign him the AI (Investment Banking) Industry code.
  2. The next field is the Job Type code. As explained in the Job Type guide, the Job Type directly correlates to the Industry code chosen. Since we chose AI (Investment Banking), then the correlating Job Type is FC# (Corporate Finance).
  3. This leads to the Skills field. This is probably our most complicated group of codes. The complexity doesn't stem from the codes being confusing or requiring advanced knowledge, but simply because there can be an overwhelming number of sectors and sub-sectors and keeping track of them can be tough at first. That being said, the skill code allows us to code our candidates extremely accurately and helps ensure our searches yield the best possible candidates for our task at hand. If you look at figure 7 on the Michael Loffredo example profile, he gives a few hints as to what his Skill codes may be.

    • The first hint is he lists “Services and Industrials” under his Associate position at William Blair, with Industrials being the key word there that we care about.
    • The second hint is the ‘Select Transactions’ that he has listed. Numerous times there, we see Michael mention Packaging. If you look at the skill codes for Industrials, we see a sub-sector for Paper & Packaging.

    If you reference our Skills Code guide, you will see that we are very general when coding junior bankers (Years 1-6), we always want to get them an IGB (Unknown) Skill code. However, if the candidate, even as a junior, has a well-defined sector that they fit in to, it is also beneficial to add that sector as well.

    For Michael Loffredo, he is junior enough (Associate second year) that we will assign an IGB (Unknown) code to him, however he has also displayed experience in the Industrials sector. We are going to give Michael IGB (Unknown) and IIG (Industrials Generalist) Skill codes.

  4. The second to last field is Location and is self-explanatory. The location that the Candidate works, and lives, is the location that goes here. This is clearly displayed on 99.9% of profiles that you come across; however, some candidates will throw you a curveball and list numerous locations or outdated locations (See Figures 3 and 7 on Michael Loffredo example profile to see where we like to look to determine Candidate locations). Michael’s personal info (Figure 3) and work info (Figure 7) both list him as in Chicago, so it is safe to code him as such. If you type ‘Chi’ into the field and hit tab, it will auto-fill Chicago.

  5. The final field is Year of Grad and is literally just a copy of the year that we placed in the Position field, just without the ‘FN’ at the end. If the Position field lists 2017 FN then the Year of Grad field will list 2017. As mentioned in the Position section, please reference Determining Year of Graduation guide for more details.

Viewing a Candidate

Now that we have added a candidate to the system, lets look at how we can view that record in Microdec.

There are numerous ways to locate a candidate record in Microdec, but only one of these methods performs the search in a smart and efficient manner, the other methods are inefficient and yield poor results. This is the case when you are searching for individual candidates based on known contact information. If you are looking for a set of candidates based on coding or geographics, we will cover that in our Advanced Search guide in Phase 4.

The following shows you how to search for an individual candidate record:

We begin by navigating to the search bar at the top of your page.

We are starting from The Hub, but this feature is located at the top of every page in Microdec.

Using the search bar at the top of Microdec, you only need to type in the first few letters of a candidate’s first name AND last name and hit tab, and the record should come up if it exists.

We wanted to search for 'Walker Hobson' and by typing in 'Wal Hob' and pressing tab, we were able to pull up the record. By simply clicking anywhere in the blue box for 'Walker Hobson' above, we will be taken directly to their candidate profile.

Candidate Profile Overivew

  1. Candidate’s full name
  2. Brief overview – Year, Company, Best phone number to contact
  3. All contact methods
  4. Career information (past and current companies)
  5. Cresthaven interactions with this candidate (emails, interviews, etc)
  6. General coding for this candidate (Location, Industry, Year, Skills, etc)
  7. Latest CV/Resume by the candidate

  1. General Summary – When you open a candidate record, you will be greeted with a broad summary about the candidate. This will include general contact information, their current company and career history, geographical location, various codes, as well as our event history with them.
  2. Profile Pages – Each tab in this column takes you to a different page of the candidate profile. Some of these pages allow you to edit basic details, some pages give in depth views of the candidate’s career history. One page allows you to upload files so we can store resumes, and another keeps a detailed history of all interactions we have had with the candidate. We will explore these pages in depth on the following page.
  3. Actions – This area allows you to interact with the candidate through various actions. Both the icons on the top in the blue area, as well as the text in the list, are clickable and will lead to different actions that you can perform with the candidate. We will explore these actions in depth later.
  4. Additional Actions – By pressing on the hamburger menu button, we expand the action menu to contain even more possible actions.

Candidate Profile Pages

Let’s dive into navigating through Candidate profiles by starting off with all of the different pages that you can go to. There are numerous pages that we do not ever use, so I will only touch upon the ones that we do.

  1. General – The general page simply lets you edit the personal candidate details that you input for the candidate when you created the record. If you would like to update an email or fix a typo in their name, you would visit the ‘General’ page.
  2. Documents and Files – This is where we upload the candidate’s resume. Nearly all candidates who work with us will provide us with a resume, and in order to stay organized and to make sure all recruiters on the team have access to the resume, we upload the file to their Microdec candidate profile.
  3. Codes – This is the page you would use to add, edit, or delete any and all codes from the candidate. If they have moved into a new sector or have moved geographically, this is where you would reflect on those changes.
  4. Events – Contains a detailed list of events pertaining to the candidate. Events can be considered as interactions between us and the candidate. When we send emails to the candidate, or submit the candidate to jobs, or do any number of dozens of other actions, a log of these events will be stored here. This helps the recruiter stay organized and up to date on the work that has been completed already.
  5. Career – The career tab is a log of the candidates work history. As the candidate moves into new roles at new companies, we will update their profile to reflect on this. While their current employer will be displayed on the front page of their profile, if you want to dive deeper into their work history, this is the page to do so.

Creating Contact Records

Creating contact records is a different process compared to creating candidate records and creating organization records. When we create a new record for a candidate or an organization, we are simply clicking ‘New Candidate/Organization’ and then submitting the data. When we create a record for a contact, we are actually taking a pre-existing candidate record, and then turning them into a contact. Because of that, before making a contact record for any individual, they need to have a candidate record in the system first. The following steps guide you through the process of creating a contact record:

  1. If it does not already exist, create a candidate record for the contact you wish to add (See Creating a Candidate Record).
  2. Navigate to, and open, this candidate record (See Viewing a Candidate Record).
  3. From the Candidate record we can now create an additional Contact record that copies most, but not all, of the information from the Candidate record. Click the hamburger menu in the top left side of your screen (Figure 1), and then click Make a Contact (Figure 2).
  4. Upon clicking Make a Contact you will be brought to a new page where you will fill out some information on the Contact. The page and required fields are shown below: Right away we can see there have been a few pieces of information copied over from the candidate record. The name of the contact is there, their position (year of graduation) is there, and the organization that they work for is there. That leaves us with 7 additional fields to fill out to finish creating the contact record. We will go over the required fields on the next page. Required Fields

    1) Email – This is the contact’s email address. Unlike the candidate record, this SHOULD be the Contact’s work email address. When we reach out to contacts, we are reaching out to them as representatives of their organization, and as such, we can contact them on their company email address. 2) Direct Line – This is the contact’s office phone number. Just like the email address, it is ok, and preferred, that this number is the contact’s company phone number. 3) Industry Code – This code should be copied directly from the candidate profile. 4) Job Types Code - This code should be copied directly from the candidate profile. 5) Skills Code - This code should be copied directly from the candidate profile. 6) Location Code - This code should be copied directly from the candidate profile. 7) Qualifications Code – Despite its name, this is simply a field for the Contact’s Year of Graduation. This can be copied from the Position field on the left side of the screen.
    5. Once the required fields are filled out, you may submit the record by hitting the OK button at the bottom of the screen: 6. You will now be taken to the new contact record:

Saved Lists

What are Saved Lists?

The role of Saved Lists in the recruitment workflow is to present all of your relevant and applicable candidates in one location. This allows you to quickly and efficiently perform tasks on this group of candidates. What you can do with a Saved List is summarized below:

  1. Review candidates – Once you have created a saved list, you can review your candidates in a saved list before they are interviewed by the client.
  2. Perform mapping tasks – You can also add new candidates to a pre-existing saved list. For example, from a LinkedIn mapping assignment (See Mapping).
  3. Perform further searches – You can continue your search for new candidates from your saved list. You can add, remove, and update search categories to refine your criteria and search within a saved list to narrow down the search criteria. Reusing the original search criteria saves you time (See Searching).
  4. Mass emailing – You can progress through the permanent recruitment workflow by:

    • emailing candidates from a saved list information of the vacancy (We call this marketing).
    • emailing their CVs to a contact.

    You can perform these tasks from your saved list as all candidate entries are in the same location (See Emailing Saved Lists). 5. Configure saved lists – You can configure saved lists to make it easier for you and other consultants to access and maintain the list of names.

Accessing Saved Lists

To access Saved Lists, navigate to the Reports & Lists button on the top navigation bar.

Depending on whether or not you are accessing your own saved list, or the saved list of another user, you may need to use the Responsible User drop down and select the owner of the list you are trying to access.

Lists titles are editable and are usually titled in a way that describes the subset of people within them. Lists also each have their own unique ID number. You are able to sort the list of saved lists by title, ID, date created, date last updated, or by related Vacancy number.

Adding Candidates to Saved Lists

If you are ever working a mapping assignment and need to add candidates to a saved list, this is the process to do so.

  1. Double click on a Saved List to open it (See Accessing Saved Lists).
  2. Scroll to the very bottom of the list to load all candidates (Figure 1).
  3. Click the Plus button (+) to add new candidates to the saved list (Figure 2).
    • A highlighted text box will appear at the bottom of the saved list (Figure 3).
  4. Type the candidate’s name into the text box and press tab to run a duplicate check. One of the following will happen:
    • An alert will appear if the candidate is already in the list. This requires no further interaction.
    • If the candidate is not in the list, this will add them.
    • If the candidate is not in the list, nor are they even in Microdec, you will be prompted to create a new candidate record for this candidate. Upon completion, a new candidate record will exist, and the candidate will be added to the saved list.
  5. Repeat until done adding candidates.


Mapping is the process of expanding our reach outside of our own database. We should never be satisfied with just the data that we have, and we should be focused on adding new records into our database regularly. Mapping allows us to do this, while still focusing on our current vacancies and tasks at hand.

Say we are working a vacancy. We will do a search within Microdec to isolate all the candidates who are relevant and qualified for this vacancy, and then place them in a saved list (See Creating Saved Lists). However, this does not mean that every qualified candidate out there is also in our database. It is our goal to be as thorough as possible and to offer the most highly qualified candidates to our contacts, so we are always on the lookout for new faces to add to the database.

The concept of mapping is simple, but your effectiveness will rely on how thorough you are when performing this task. Mapping involves using tools and resources outside of Microdec (Such as LinkedIn Recruiter and ZoomInfo) to search for additional qualified and relevant candidates. When we find these candidates, we add them to the Saved List, as well as the saved list relevant to the search that we are currently performing. The end result is our initial saved list now contains additional names that weren’t in our database when we began mapping, and this will bolster our marketing efforts as well as increase our pool of qualified candidates to send to contacts. Mapping tasks will vary slightly based on the resource you are using, and we will break down each individual process for you, but the end result is always the same. Expand our reach, add to the database, and to bolster our marketing efforts.

Let’s take a look at the mapping process itself.  

Mapping with LinkedIn Recruiter

If you are beginning a mapping task, it means two things have generally happened already. The first is, we have an open vacancy with an organization. The second is, a saved list has been created by the consultant who opened the vacancy, and that saved list is populated with candidates that are relevant and qualified for the position. Let’s take a look at how you navigate to your LinkedIn Recruiter Search, and then how to effectively use it.

Start by navigating to and logging in to your account. Assuming Recruiter has already been assigned to your account, you can access your Recruiter features by clicking the Recruiter button in the top right corner of your screen:

You may be prompted to log in again after clicking the Recruiter button.

You should now be on the Recruiter Dashboard. For the purpose of our mapping assignment, we can ignore everything on this page except for the Advanced Filters button. Click this button:

You will now be brought to the page where we can begin our mapping assignment. The page is filled with different filters that you can set for your search, most of which do not matter for our search purposes, we really only care about the filters in the left most column. We will dive into which filters matter and which do not in just a few minutes.

Now that you are on the correct page in LinkedIn, you are ready to begin your mapping assignment. The process is as follows:

  • The consultant will deliver the mapping assignment to you. With the assignment, the consultant will explain the vacancy to you. This information will include geographical location, the level of the position, and the sector (and sub-sector if applicable).
  • Based on the information given to you in step 1, we are going to craft a search using LinkedIn Recruiter. There are 3 main filters that we use when performing searches with LinkedIn Recruiter, so let’s review them now:
    1. Locations: You will enter the location(s) of the vacancy here. You will also select the option “Open or willing to relocate” to maximize results. This should yield results containing everyone already in the area, as well as anyone willing to relocate to the area.
    2. Year of Graduation: This correlates to the level of the candidate. Think back to the chart on the Determining Year of Graduation guide, the year that the candidate graduates directly correlates to their level in investment banking. If the role is for an Analyst, we would choose the years of graduation of 2019 to 2021 as anyone who graduated during these 3 years would be an Analyst. If we wanted associates, we would slide that range back an additional 3 years, and so on for additional levels.
    3. Keywords: This is the most important field, and you will modify this field a few times, performing different searches using different terms while mapping for the same role.
      • This field uses boolean logic to allow you to use numerous key terms together to craft very specific searches. In our searches, we include a couple of key pieces of information.
        1. First, we include the Job Type and Level in quotations: “Investment Banking Analyst”
        2. Second, we include the sector, not in quotations: Financial Institution Groups
        3. Finally, we join these two terms with an AND to create our search query: “Investment Banking Analyst” AND Financial Institution Groups
      • This process is known as Boolean Searching and is something we use regularly. Learn more about what Boolean searches are, and how LinkedIn handles Boolean Searches here:

We are not quite done yet though. As mentioned before, we wanted to modify the keyword filter a few times, using numerous terms across numerous searches to ensure that we cover all our bases.

This is the format that we want to use for our Keyword Search:

We replace "sector" or "sub-sector" with exactly those, the relevant sectors/sub-sectors.


We want to search for an Associate in Los Angeles for a vacancy in the Financial Institution Groups sector.

  1. Locations: Los Angeles and ‘Current or open to relocate’
  2. Year of Graduation: 2014 – 2018
  3. Keywords: a. Search 1: “Investment Banking Analyst” AND Financial Institution Groups b. Search 2: “Investment Banking Analyst” AND FIG c. Search 3: “Investment Banking Analyst” AND Insurance d. Search 4: “Investment Banking Analyst” AND Specialty Finance e. Search 5: “Investment Banking Analyst” AND Asset Management f. Search 6: “Investment Banking Analyst” AND FinTech g. Search 7: “Investment Banking Analyst” AND Depositories

There are three important things to note in the above example.

  1. The range of years that entered for Year of Graduation includes 3rd year Analysts. This is done as we are approaching the end of the year and they will be promoting up to Associates soon. If this search was performed early in the year, then we may not have included the extra year.
  2. We included many searches relevant to the FIG sector, ensuring we covered the sector itself, as well as the sub-sectors within FIG. This helps ensure that we cover everyone within FIG, even if they only specify their sub-sector on their profile.
  3. Despite this being an Associate role, we still put Investment Banking Analyst in our search. We do this not because we are looking for Analysts, but because almost ALL investment bankers will have Investment Banking Analyst on their profile, and we want to make sure they are included in our results. The year of grad filters out people from outside of our level.


We want to search for an Analyst in New York for a vacancy in the Healthcare sector.

  1. Locations: New York and ‘Current or open to relocate’
  2. Year of Graduation: 2018 – 2020
  3. Keywords: a. Search 1: “Investment Banking Analyst” AND Healthcare b. Search 2: “Investment Banking Analyst” AND Biotech c. Search 3: “Investment Banking Analyst” AND Life Sciences d. Search 4: “Investment Banking Analyst” AND MedTech e. Search 5: “Investment Banking Analyst” AND Healthcare Services f. Search 6: “Investment Banking Analyst” AND Healthcare Technology g. Search 7: “Investment Banking Analyst” AND Pharmaceuticals

Example Search Results

From here, we simply open the LinkedIn profiles of these candidates, verify their relevance by looking at their career history and current job, and add their name to the saved list (instructions on following page).