In some cases, the search process can elicit the need for difficult conversations. When we commit to a client, we immerse ourselves in the company’s culture, history and values—to the point that candidates have, at times, mistaken us for internal employees.
The Townsend team recently took over an unsuccessful search from one of the largest search firms in the world. That firm was paid top dollar to place an executive at a private equity-sponsored portfolio company; the company got mediocre results from the search firm and hired someone who ultimately did not work out.
Employers are hiring PEOPLE, and the interests and attributes you include speak to you as a person and why you may be a fit for a team.
Sharing your interests allows the recruiter to find a commonality or ground and build a real connection. Many hiring managers consider this during the application process – it’s essential to have a relevant skill set, but do I want to spend most of my days with this person?
A private equity firm needed a new CEO to drive growth, structure and leadership in a portfolio company. They turned to Townsend Search Group to deliver change-making talent.
Framing the Challenge
After adding an automotive engineering services company to their portfolio, a private equity firm approached Townsend to lead the search for a new CEO. The company was underperforming, with a lagging commercial strategy. The client needed reenergized leadership to organize and focus the operation for growth.
For decades now, Townsend Search Group has been obsessing over the specific nuances, organizational structures and executive characteristics distinguishing middle market private equity companies from their founder—and family-owned counterparts.