Private Equity

Although the private equity industry is relatively young, its pioneers are aging. That means PE firms need to start succession planning, but inertia and the golden handcuffs of compensation often discourage future planning. Many firms lack the leadership talent they need to take over—and those that have cultivated internal staff may not have the skills needed for digitalization or other future trends. With many leaders reluctant to leave their roles, younger employees may not be able to envision a career path with their firm and prospective candidates may not be interested in joining a firm where their upward mobility is limited.

We help you find and prepare your next generation of leaders. Our private equity consultants design and implement succession strategies for internal and external talent. Our research-based talent review process helps your firm understand whether it has the talent needed for the future, then implement individual development and recruitment plans to fill the gaps.

Talent is one of the chief influences on a private equity firm’s performance, whether it’s a deal team evaluating a potential investment or a management team at one of the firm’s portfolio companies. Regardless of the situation, the relentless pace of private equity means the tendency of top talent to defect to other firms is a risk in recruitment. Another challenge is trying to retrain and reskill existing talent at portfolio companies, particularly those undergoing digital transformation.   

We help you gain access to top talent. Our private equity consultants are deeply experienced in capital markets and strategically located in hotbeds of venture capital activity. We combine this industry expertise with practical know-how and scientific research to help you recruit skilled professionals at all levels. 

People of color and women are perennially underrepresented on private equity boards and in their leadership hierarchy. And the lack of diversity and inclusion perpetuates itself, as these firms typically look for new leaders within their existing ranks. The failure to proactively address the lack of diversity can be a significant inhibitor of growth.  

We work with your firm to eradicate stereotypes and biases, both conscious and unconscious, from the workplace. For example, we use data-driven diagnostics to help you understand where your business is and how it can improve. Then we design learning journeys that teach employees inclusive practices. We also deliver high-impact career advancement programs for underrepresented talent segments that help build a diverse pipeline of future leaders. In sum, we help you build a more inclusive culture designed to win and retain top talent and unlock innovation and performance.

Let us be part of your success story. Contact us and start implementing talent strategies that accelerate your growth.