Make great hiring a system,
not a streak of luck.
Your internal talent teams are good. They are also stretched across a dozen portfolio companies and rarely have the category depth to nail a revenue leadership hire. We install the methodology we have refined over 30 years directly into your team, so the discipline outlasts any single search.
Every portfolio company swears the next VP of Sales is the one.
Then a quarter slips, the pipeline does not materialize, and you are paying severance and starting over, 18 months behind plan. The pattern is almost never a lack of effort, it is the lack of a shared, rigorous method for defining the role, reading the candidate, and predicting fit before the offer goes out. That method is exactly what we do for a living. This service hands it to your people.
From a one-time workshop to an embedded advisor.
Methodology workshop
A working session for your in-house talent team or operating partners: how we scope a revenue role, read a GTM track record for the signal that predicts success, run references that surface the truth, and use Kolbe to test fit. Your team leaves with the framework and templates.
Hiring rubric build
A custom, role-specific rubric built on the traits of your top performers, so every interviewer scores against the same defined bar instead of their gut. Repeatable across the portfolio, and a forcing function for board, CEO, and hiring-team alignment.
Ongoing advisory retainer
We sit alongside your team as the category expert on call: pressure-testing slates, sanity-checking finalists, and coaching your recruiters through the searches they run themselves. You keep the work in-house and borrow our judgment on the calls that matter.
The method that produced our numbers, running inside your walls.
Your team defines roles the same way every time. Interviewers stop arguing about gut feel and start scoring against evidence. Slates get sharper because everyone knows what "qualified" means for this seat. And the hit rate on the hires that decide a hold period goes up, because the method behind 63-day average executive closes and 87% two-year retention is now yours.
Building or sharpening an internal talent function that has to serve many portfolio companies at once.
Standing up an in-house recruiting capability for the first time, and wanting to start with a proven method rather than inventing one.
