Institutional Equity Sales Jobs
Institutional Equity Sales jobs are open across investment banks, asset managers, hedge funds, and brokerage firms, at every level from analyst to managing director, with specializations in equity research sales, derivatives, and block trading. Find a role that fits below and apply directly.
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Open roles11
Top stateNew York
Top employerStoneX
Top cityNew York, NY
Work type50% On-site
Top industryFintech
Showing 5 of 11+ Institutional Equity Sales jobs
Vice Provost Institutional Equity & Diversity
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Added 3d ago
Princeton University
Vice Provost Institutional Equity & Diversity
Princeton, New Jersey
Added 3d ago
Director - Institutional Equity Sales
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Added 1w ago
StoneX Group
Director - Institutional Equity Sales
New York, New York
Added 1w ago
Director - Institutional Equity Sales (West Coast)
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Added 1w ago
StoneX Group
Director - Institutional Equity Sales (West Coast)
Park City, Utah
Added 1w ago
Director - Institutional Equity Sales (Midwest)
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Added 1w ago
StoneX Group
Director - Institutional Equity Sales (Midwest)
Chicago, Illinois
Added 1w ago
Equity Portfolio Manager - Institutional Investments
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Added 3w ago
COUNTRY Financial
Equity Portfolio Manager - Institutional Investments
Bloomington, Illinois
Added 3w ago
Added 3d ago
Vice Provost Institutional Equity & Diversity
Princeton University·Princeton, New Jersey
Job functions:
$260k - $320k/yr
5,001-10,000 employees
Job Description
Overview:
This is a consequential leadership opportunity that reflects Princeton’s longstanding commitment to equal opportunity, diversity and inclusion as essential to our scholarly excellence. Princeton seeks a leader with the judgment, expertise, and collaborative instincts to advance institutional excellence while fostering a University community in which people from a wide range of backgrounds and perspectives can contribute and thrive.
The position combines institution-wide strategic leadership with responsibility for a significant and complex regulatory and compliance portfolio. The vice provost must be equally comfortable developing long-term institutional strategy, advising Princeton's senior leaders, working across a highly decentralized academic environment, engaging thoughtfully with members of the University community, and overseeing sensitive matters requiring exceptional judgment and discretion.
The Opportunity
Just as importantly, the vice provost must be a trusted institutional leader who can engage thoughtfully with different perspectives, provide candid and nuanced counsel to senior leadership, and help the University navigate challenging issues while remaining grounded in Princeton's academic mission and values. These qualities reflect the broad, visible, and sensitive nature of the portfolio described in the search committee's charge.
Application Process
For best consideration, applications should be received by January 4, 2027. The position will remain open until filled. Nominations and confidential inquiries may be sent to vpiedsearch@princeton.edu.
Princeton University job offers are contingent upon the candidate’s successful completion of a background check, reference checks, and pre-employment screening, as applicable.
Responsibilities:
The successful candidate will demonstrate:
Princeton University is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.
The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.
If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.
The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.
Standard Weekly Hours: 36.25 Eligible for Overtime: No Benefits Eligible: Yes Probationary Period: 180 days Essential Services Personnel (see policy for detail): No Physical Capacity Exam Required: No Valid Driver’s License Required: No Experience Level: Director : #LI-NR1 Salary Range: $260,000 to $320,000
Princeton University seeks an accomplished, collaborative, and strategic leader to serve as its next Vice Provost for Institutional Equity and Diversity. Reporting to the Provost, the vice provost serves as Princeton University's chief diversity and equity officer and is a member of the Provost's senior staff and the President's Council. The vice provost works closely with the University’s trustees, president, provost, cabinet members, academic and administrative leaders, faculty, students, staff, alumni, and other members of the University community.
This is a consequential leadership opportunity that reflects Princeton’s longstanding commitment to equal opportunity, diversity and inclusion as essential to our scholarly excellence. Princeton seeks a leader with the judgment, expertise, and collaborative instincts to advance institutional excellence while fostering a University community in which people from a wide range of backgrounds and perspectives can contribute and thrive.
The position combines institution-wide strategic leadership with responsibility for a significant and complex regulatory and compliance portfolio. The vice provost must be equally comfortable developing long-term institutional strategy, advising Princeton's senior leaders, working across a highly decentralized academic environment, engaging thoughtfully with members of the University community, and overseeing sensitive matters requiring exceptional judgment and discretion.
The Opportunity
The next vice provost will have an opportunity to shape how Princeton approaches institutional equity, inclusion, access, and belonging in an evolving legal, regulatory, social, and higher education environment. Success will require a leader who can connect strategy with implementation, balance proactive institution-building with rigorous oversight of compliance responsibilities, and develop productive partnerships across academic and administrative boundaries.
Just as importantly, the vice provost must be a trusted institutional leader who can engage thoughtfully with different perspectives, provide candid and nuanced counsel to senior leadership, and help the University navigate challenging issues while remaining grounded in Princeton's academic mission and values. These qualities reflect the broad, visible, and sensitive nature of the portfolio described in the search committee's charge.
Application Process
Candidates should submit a resume or curriculum vitae and a letter of interest describing their relevant experience, leadership approach, and interest in the position.
For best consideration, applications should be received by January 4, 2027. The position will remain open until filled. Nominations and confidential inquiries may be sent to vpiedsearch@princeton.edu.
Princeton University job offers are contingent upon the candidate’s successful completion of a background check, reference checks, and pre-employment screening, as applicable.
The Vice Provost for Institutional Equity and Diversity will:
- Provide strategic leadership for University-wide initiatives related to diversity, inclusion, nondiscrimination, access, campus climate, and belonging, working across academic and administrative units and with the Board of Trustees.
- Advise the president and provost and collaborate with senior academic and administrative leaders to develop and advance institutional strategies that support Princeton's commitment to excellence and enable members of the University community to thrive.
- Serve as the University's senior administrator responsible for compliance with multiple federal and state nondiscrimination and accessibility requirements, including Title VI, Title VII, Title IX, the Americans with Disabilities Act, and the New Jersey Law Against Discrimination.
- Oversee University policies and processes addressing bias, discrimination, harassment, sexual misconduct, equal opportunity, and accommodations, including the investigation and adjudication of complaints under these policies involving students, faculty, staff, and researchers.
- Oversee disability and accessibility efforts, including the Office of Disability Services and the AccessAbility Center, and coordinate institutional strategies for physical and digital accessibility.
- Work collaboratively with Human Resources, the Office of the Dean of the Faculty, the Graduate School, Admission, Campus Life, the Office of the General Counsel, and other University partners to advance institution-wide objectives and ensure the effective implementation of policies and programs.
- Use data, assessment, professional development, consultation, and strategic investments to identify institutional needs, strengthen academic and campus climate, and evaluate the effectiveness of University initiatives.
- Lead and coordinate initiatives that span the University, including communities of practice and efforts related to Princeton's history and sense of place, and serve as secretary to the Trustee Committee on Diversity and Inclusion.
- Represent Princeton externally in interactions with government agencies, higher education organizations, alumni and community groups, and the media.
- Lead a multidisciplinary organization whose staff bring expertise in strategic planning, legal and regulatory compliance, investigations, communications, training, professional development, and project management.
- Participate in or make presentations to a number of groups, including President’s Council, Board of Trustees Committee on Diversity and Inclusion, Institutional Equity Planning Group, Diversity Practitioners Group, Employee Resource Groups, and Working Groups on the experiences of different populations at Princeton.
- Engage with various University constituencies on challenging and sensitive topics.
Princeton seeks a leader who combines strategic vision with deep subject-matter expertise, sound judgment, administrative effectiveness, and an unusual ability to build trust across a complex institution.
The successful candidate will demonstrate:
- A deep understanding of the mission and values of a research university and an appreciation for the distinctive culture and decentralized environment of an institution such as Princeton.
- Accomplished strategic leadership and the ability to articulate a compelling vision for institutional equity, inclusion, access, and belonging and translate that vision into practical and sustainable institutional strategies.
- Significant knowledge of the legal and regulatory landscape governing nondiscrimination, equal opportunity, Title IX, disability and accessibility, and related areas, together with the judgment necessary to oversee complex and sensitive institutional processes.
- The ability to build trust and work constructively with a wide range of constituencies, including faculty, students, staff, senior administrators, trustees, alumni, and external partners, particularly when perspectives differ or issues are contentious.
- Exceptional judgment, diplomacy, integrity, discretion, and personal maturity, as well as the ability to maintain neutrality and institutional perspective when addressing difficult or highly sensitive matters.
- A highly collaborative leadership style and demonstrated ability to build relationships across organizational boundaries and achieve progress through partnership, consultation, and persuasion.
- Outstanding written and oral communication skills and listening skills, including the ability to facilitate complex conversations, advise senior leaders, communicate effectively with the University community, and represent Princeton publicly.
- Demonstrated administrative leadership, including the ability to develop and support staff, manage resources responsibly, use data effectively, establish priorities, and oversee multiple initiatives and sensitive matters simultaneously.
- The intellectual breadth, practical judgment, and institutional leadership skills necessary to help Princeton pursue excellence while fostering a University community in which people with a wide range of backgrounds, experiences, and perspectives can contribute and thrive.
Princeton University is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.
The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.
If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.
The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.
Princeton University
Vice Provost Institutional Equity & Diversity
Princeton, New Jersey
Added 3d ago5,001-10,000 employees
Job functions:
$260k - $320k/yr
Job Description
Overview:
This is a consequential leadership opportunity that reflects Princeton’s longstanding commitment to equal opportunity, diversity and inclusion as essential to our scholarly excellence. Princeton seeks a leader with the judgment, expertise, and collaborative instincts to advance institutional excellence while fostering a University community in which people from a wide range of backgrounds and perspectives can contribute and thrive.
The position combines institution-wide strategic leadership with responsibility for a significant and complex regulatory and compliance portfolio. The vice provost must be equally comfortable developing long-term institutional strategy, advising Princeton's senior leaders, working across a highly decentralized academic environment, engaging thoughtfully with members of the University community, and overseeing sensitive matters requiring exceptional judgment and discretion.
The Opportunity
Just as importantly, the vice provost must be a trusted institutional leader who can engage thoughtfully with different perspectives, provide candid and nuanced counsel to senior leadership, and help the University navigate challenging issues while remaining grounded in Princeton's academic mission and values. These qualities reflect the broad, visible, and sensitive nature of the portfolio described in the search committee's charge.
Application Process
For best consideration, applications should be received by January 4, 2027. The position will remain open until filled. Nominations and confidential inquiries may be sent to vpiedsearch@princeton.edu.
Princeton University job offers are contingent upon the candidate’s successful completion of a background check, reference checks, and pre-employment screening, as applicable.
Responsibilities:
The successful candidate will demonstrate:
Princeton University is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.
The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.
If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.
The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.
Standard Weekly Hours: 36.25 Eligible for Overtime: No Benefits Eligible: Yes Probationary Period: 180 days Essential Services Personnel (see policy for detail): No Physical Capacity Exam Required: No Valid Driver’s License Required: No Experience Level: Director : #LI-NR1 Salary Range: $260,000 to $320,000
Princeton University seeks an accomplished, collaborative, and strategic leader to serve as its next Vice Provost for Institutional Equity and Diversity. Reporting to the Provost, the vice provost serves as Princeton University's chief diversity and equity officer and is a member of the Provost's senior staff and the President's Council. The vice provost works closely with the University’s trustees, president, provost, cabinet members, academic and administrative leaders, faculty, students, staff, alumni, and other members of the University community.
This is a consequential leadership opportunity that reflects Princeton’s longstanding commitment to equal opportunity, diversity and inclusion as essential to our scholarly excellence. Princeton seeks a leader with the judgment, expertise, and collaborative instincts to advance institutional excellence while fostering a University community in which people from a wide range of backgrounds and perspectives can contribute and thrive.
The position combines institution-wide strategic leadership with responsibility for a significant and complex regulatory and compliance portfolio. The vice provost must be equally comfortable developing long-term institutional strategy, advising Princeton's senior leaders, working across a highly decentralized academic environment, engaging thoughtfully with members of the University community, and overseeing sensitive matters requiring exceptional judgment and discretion.
The Opportunity
The next vice provost will have an opportunity to shape how Princeton approaches institutional equity, inclusion, access, and belonging in an evolving legal, regulatory, social, and higher education environment. Success will require a leader who can connect strategy with implementation, balance proactive institution-building with rigorous oversight of compliance responsibilities, and develop productive partnerships across academic and administrative boundaries.
Just as importantly, the vice provost must be a trusted institutional leader who can engage thoughtfully with different perspectives, provide candid and nuanced counsel to senior leadership, and help the University navigate challenging issues while remaining grounded in Princeton's academic mission and values. These qualities reflect the broad, visible, and sensitive nature of the portfolio described in the search committee's charge.
Application Process
Candidates should submit a resume or curriculum vitae and a letter of interest describing their relevant experience, leadership approach, and interest in the position.
For best consideration, applications should be received by January 4, 2027. The position will remain open until filled. Nominations and confidential inquiries may be sent to vpiedsearch@princeton.edu.
Princeton University job offers are contingent upon the candidate’s successful completion of a background check, reference checks, and pre-employment screening, as applicable.
The Vice Provost for Institutional Equity and Diversity will:
- Provide strategic leadership for University-wide initiatives related to diversity, inclusion, nondiscrimination, access, campus climate, and belonging, working across academic and administrative units and with the Board of Trustees.
- Advise the president and provost and collaborate with senior academic and administrative leaders to develop and advance institutional strategies that support Princeton's commitment to excellence and enable members of the University community to thrive.
- Serve as the University's senior administrator responsible for compliance with multiple federal and state nondiscrimination and accessibility requirements, including Title VI, Title VII, Title IX, the Americans with Disabilities Act, and the New Jersey Law Against Discrimination.
- Oversee University policies and processes addressing bias, discrimination, harassment, sexual misconduct, equal opportunity, and accommodations, including the investigation and adjudication of complaints under these policies involving students, faculty, staff, and researchers.
- Oversee disability and accessibility efforts, including the Office of Disability Services and the AccessAbility Center, and coordinate institutional strategies for physical and digital accessibility.
- Work collaboratively with Human Resources, the Office of the Dean of the Faculty, the Graduate School, Admission, Campus Life, the Office of the General Counsel, and other University partners to advance institution-wide objectives and ensure the effective implementation of policies and programs.
- Use data, assessment, professional development, consultation, and strategic investments to identify institutional needs, strengthen academic and campus climate, and evaluate the effectiveness of University initiatives.
- Lead and coordinate initiatives that span the University, including communities of practice and efforts related to Princeton's history and sense of place, and serve as secretary to the Trustee Committee on Diversity and Inclusion.
- Represent Princeton externally in interactions with government agencies, higher education organizations, alumni and community groups, and the media.
- Lead a multidisciplinary organization whose staff bring expertise in strategic planning, legal and regulatory compliance, investigations, communications, training, professional development, and project management.
- Participate in or make presentations to a number of groups, including President’s Council, Board of Trustees Committee on Diversity and Inclusion, Institutional Equity Planning Group, Diversity Practitioners Group, Employee Resource Groups, and Working Groups on the experiences of different populations at Princeton.
- Engage with various University constituencies on challenging and sensitive topics.
Princeton seeks a leader who combines strategic vision with deep subject-matter expertise, sound judgment, administrative effectiveness, and an unusual ability to build trust across a complex institution.
The successful candidate will demonstrate:
- A deep understanding of the mission and values of a research university and an appreciation for the distinctive culture and decentralized environment of an institution such as Princeton.
- Accomplished strategic leadership and the ability to articulate a compelling vision for institutional equity, inclusion, access, and belonging and translate that vision into practical and sustainable institutional strategies.
- Significant knowledge of the legal and regulatory landscape governing nondiscrimination, equal opportunity, Title IX, disability and accessibility, and related areas, together with the judgment necessary to oversee complex and sensitive institutional processes.
- The ability to build trust and work constructively with a wide range of constituencies, including faculty, students, staff, senior administrators, trustees, alumni, and external partners, particularly when perspectives differ or issues are contentious.
- Exceptional judgment, diplomacy, integrity, discretion, and personal maturity, as well as the ability to maintain neutrality and institutional perspective when addressing difficult or highly sensitive matters.
- A highly collaborative leadership style and demonstrated ability to build relationships across organizational boundaries and achieve progress through partnership, consultation, and persuasion.
- Outstanding written and oral communication skills and listening skills, including the ability to facilitate complex conversations, advise senior leaders, communicate effectively with the University community, and represent Princeton publicly.
- Demonstrated administrative leadership, including the ability to develop and support staff, manage resources responsibly, use data effectively, establish priorities, and oversee multiple initiatives and sensitive matters simultaneously.
- The intellectual breadth, practical judgment, and institutional leadership skills necessary to help Princeton pursue excellence while fostering a University community in which people with a wide range of backgrounds, experiences, and perspectives can contribute and thrive.
Princeton University is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.
The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.
If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.
The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.
Institutional Equity Sales Jobs by Experience Level
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Find JobsInstitutional Equity Sales Job Market
Who's Hiring
Top Industries Hiring
- Fintech
- Banking & Financial Services
- Investment & Asset Management
What Employers Look For
The qualifications that appear most often in institutional equity sales jobs.
- FINRA Series 7 and Series 63 licenses required or must be obtained within 90 days
- Bachelor's degree in finance, economics, or a related quantitative field
- Experience building and managing institutional client relationships with buy-side accounts
- Deep knowledge of equity markets, company fundamentals, and sector-specific dynamics
- Proficiency with Bloomberg Terminal for market data, analytics, and order execution
- Strong written and verbal communication skills for client calls and morning note distribution
Tips for Your Institutional Equity Sales Job Search
Quantify your book and revenue impact
Hiring managers in institutional equity sales expect concrete evidence of client relationships and production. Cite the number of institutional accounts you managed, the asset classes you covered, and any measurable revenue or commission growth you drove in prior roles.
Highlight relevant licenses on your resume
Lead with your FINRA licenses, Series 7, Series 63, and Series 65 or 66 are the most commonly required. List them prominently near the top so recruiters and compliance teams can clear you quickly before the resume goes further.
Target desks by asset class specialization
Equity sales desks are organized by product: cash equities, convertibles, derivatives, or specific sectors. Search for openings that match the asset class you've actually covered. Applying to a generalist role when you've only covered macro derivatives is a poor fit signal.
Apply early to roles that fit
Migrate Mate lists institutional equity sales openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare for the idea-pitch interview round
Most institutional equity sales final rounds include a live stock pitch or a mock client call. Walk in with a current, conviction-driven equity idea tied to a sector you've covered. Vague or dated pitches signal you've lost touch with the market.
Negotiate comp structure before you sign
Institutional equity sales compensation is split between base and production bonus, and the split varies widely by firm and desk. Before accepting an offer, clarify the payout grid, the ramp period for new hires, and whether existing accounts transfer or are reassigned.
Institutional Equity Sales Jobs: Frequently Asked Questions
Which companies are hiring the most institutional equity saless?
StoneX, Seaport Global Holdings, and Optiver are hiring the most institutional equity saless right now, with openings concentrated in New York, Illinois, and Utah, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at full-service broker-dealers and bulge-bracket banks expanding their equity franchises.
How many institutional equity sales jobs are remote?
About 50% of institutional equity sales openings are fully remote or hybrid as of November 2026, reflecting the relationship-driven and market-hours nature of the role. Sub-areas like equity research sales support and client service coordination are more likely to offer hybrid arrangements than front-line trading desk roles.
How do you become a institutional equity sales?
Start by earning a bachelor's degree in finance, economics, or a quantitative field, then obtain your FINRA Series 7 and Series 63 licenses, which most firms require before you can solicit institutional orders. Entry points include analyst programs at broker-dealers, roles in equity research, or positions in sales trading where you build familiarity with buy-side clients and market structure before moving into a full sales seat.
How do you get hired in institutional equity sales with little or no experience?
Break in through an analyst rotational program at a bank or brokerage, or through a sales trading support role where you work directly alongside senior sales professionals and cover client requests during off-hours. Demonstrating fluency with Bloomberg, a working knowledge of equity valuation, and an ability to communicate market ideas clearly carries more weight than tenure at this stage.
What does the institutional equity sales interview process look like?
The process typically runs three to four rounds. The first is a recruiter or HR screen focused on licenses and background. Second and third rounds involve desk heads or senior salespeople who probe your client relationships, market knowledge, and coverage history. Final rounds almost always include a live stock pitch or a mock client conversation, and sometimes a written morning note or market summary exercise.
Where can I find and apply to institutional equity sales jobs?
You can find and apply to institutional equity sales jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your asset class background and seniority level, then apply directly to each listing from the page.
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