In private equity, time is money — especially when it comes to hiring leadership. Traditional executive searches often take 90 to 120 days. But after a new deal or leadership change, most PE-backed companies simply can’t afford to wait that long.
The Risk of Hiring
Still, there’s a clear trade-off. Moving too fast increases the risk of hiring someone who doesn’t fit — either with the role or the company culture. On the other hand, taking too long can slow down transformation and delay critical growth plans.
Start with Preparation
That’s why many PE firms are rethinking their hiring strategy. It starts with preparation. By building pre-screened talent pipelines for key roles like CFO, COO, or CRO, firms can act quickly when a vacancy opens.
Test the Fit then Commit
Some choose an interim-to-perm approach: placing a candidate temporarily first and converting them later if the fit is right. Technology also plays a role — AI tools speed up resume reviews, and behavioral assessments help identify soft skills that matter.
Planning is Essential
Clear scorecards help align expectations and speed up decision-making. A “pre-mortem” — identifying risks before the search begins — can prevent mistakes down the line. Interview coordination with boards and deal teams, along with parallel reference checks, helps reduce bottlenecks at the final stages.
When Slowing Down is the Smart Move
Of course, there are moments when slowing down makes sense. Founder transitions, for example, often require extra care around cultural fit. When building an entirely new leadership team, timing and sequencing are more important than speed. And in turnaround situations, resilience and adaptability often matter more than the perfect resume.
Conclusion
The best-performing PE firms don’t choose between speed and precision — they combine both. With smarter planning and a modern approach, executive hiring becomes faster, more focused, and more reliable.
Warm regards,
Wilko Grievink
📱 +31 6 553 622 53
✉️ wilko.grievink@hightouchglobal.com
