Raw Selection

Top 3 most in-demand PE executive roles of 2025? 📈 Here is what the data says: 💼 Chief Diversity Officer (CDO): +22% demand growth. Diversity, equity, and inclusion are now business imperatives across PE portfolios. 💼Chief Sustainability Officer (CSO): +20% demand growth. ESG leadership is in the spotlight as regulations and investor expectations rise. 💼Chief Digital Officer (CDO): +18% demand growth. Digital transformation and AI adoption are top priorities for value creation. 💡 PE firms are prioritizing leadership in DEI, sustainability, and digital transformation-making these roles the hottest seats in the C-suite for 2025. #PrivateEquity #ExecutiveSearch #C-Suite #Leadership #DEI #Sustainability #DigitalTransformation

📈 PE Insider: What’s really happening with hiring timelines? If you’re in the market for C-suite talent, here’s what we’re seeing across the PE landscape: 💡 CEO hires now typically take 4–6 months, CFO searches 3–5 months, and Op Partner roles 4–7 months. 💡More firms are kicking off search planning 1–2 quarters ahead to avoid the 30–40% delays that come with last-minute hiring. 💡The most efficient shops are using rolling talent mapping and pre-vetted candidate pools-cutting time-to-hire by up to half. 💡Standardized assessments are catching on, helping teams make faster decisions and speeding up selection by 20–30%. Hiring timelines are tight, but the best firms are winning on speed by planning earlier and running smarter search processes. What’s your experience been with executive hiring this year? Let’s discuss 👇 #privateequity #talent #leadership #valuecreation

🚨 New Episode Drop 🚨 Top PE firms aren’t talking about AI. They’re already using it to multiply value. 💰🤖 In this episode of the PE Podcast, we uncover: ✅ How one firm used AI to cut diligence time by 60% ✅ The AI tools reshaping value-creation playbooks ✅ The real ROI of AI adoption inside portfolios This isn’t tech hype it’s how elite PE teams are building smarter, faster, and more profitable deals. 🎧 Listen now & let us know: Is AI already part of your deal process-or still on the roadmap? [links in comments] 👇 #PrivateEquity #AIinPE #ValueCreation #DealMaking #PrivateMarkets

📈 PE Insider: What’s new in exec compensation? We are seeing big shifts in how PE is rewarding leadership lately: 💡 CEO base salaries are holding steady, but performance equity grants are rising fast-long-term upside is where the action is. 💡 Equity is moving down the ranks. Not just CEOs and CFOs-Ops, PortOps, and even junior leaders at top funds are getting a stake to boost retention. 💡 CEO and CFO turnover just hit a 5-year high, so firms are finally making real, systematic succession planning a priority. 💡 Demand for CFOs and digital execs is hotter than ever. Leading PE shops are building deep talent pipelines and doubling down on leadership development. Equity is expanding, turnover is up, and execs with digital and finance chops are in the highest demand. What compensation or talent trends are you seeing? Let’s compare notes 👇 #privateequity #talent #leadership #valuecreation

Where are PE exit multiples trending in 2025?📊 Here’s what the data says📈 Fintech: 13–17x EBITDA, led by payments and wealth management; private deals command a premium. Manufacturing: 10–11x (avg. 11.1x in H1 2025), steady recovery and premiums for operational excellence. HVAC: 6–8x (residential), 5–7x (commercial); residential platforms outperform, consolidation drives value. Defense & Aerospace: 8–12x; defense contracting at the high end (~12x), aerospace rebounding on resilient demand. Consumer Services: Typically <10x; margin pressures and longer hold periods weigh on multiples. 📈 💡 Highest valuations continue in fintech, while defense contracting leads aerospace. 💡Manufacturing and residential HVAC are showing modest gains, but consumer services lag due to macro headwinds. 💡PE is finding the greatest exit value in sectors with recurring revenue, resilient demand, and operational excellence in 2025. Is your executive team positioned to capture these high-value exit opportunities? #PrivateEquity #PEExits #2025Trends #Manufacturing #HVAC #Aerospace #Fintech

5 data-driven methods to identify operators who accelerate 100-Day plans 📈 Based on our assessment of 500+ successful PE operators: 1. Scenario-based testing Structured simulations that reveal how candidates approach resource prioritization predict execution speed with 72% accuracy. 2. Past performance triangulation Look for consistent pattern: delivered 3+ similar objectives under comparable constraints, not just industry experience. 3. Reference approach Ask former colleagues specific questions about execution pace, not general capabilities. 4. Operational gap analysis Map candidate experience directly to your value creation levers - where alignment exists, acceleration follows. 5. First 30-day planning exercise Have finalists draft their approach to the first month - reveals thinking patterns that predict 100-day success. 💡 Which assessment method has worked best in your experience? #privateequity #leadership #valuecreation #businessgrowth

Why candidates reject offers and how to fix it?📈 Perceived instability reduces acceptance rates by 38% - provide clear 24-month roadmap with specific leadership role evolution Compensation structure concerns drive 45% of rejections - align incentives with value creation plan and offer equity participation "Cultural unknown" fears cause last-minute withdrawals - facilitate pre-offer meetings with current portfolio company leaders 👀 What acceptance rate challenges have you encountered with your acquisition targets? #privateequity #leadership #acquisitions #mergers

Tired of time-to-hire delays? Here’s how PE firms speed up the process ⏱️ Hiring slowdowns can cost your business both talent and momentum. Here are 5 smart ways to keep your hiring fast and focused: 1️⃣ Streamline your process: Cut out extra interview rounds and focus on what really matters. 2️⃣ Build a talent bench: Always have a shortlist of pre-vetted candidates ready for key roles. 3️⃣ Set vlear timelines: Align your team with agreed deadlines for each hiring stage. 4️⃣ Use structured Interviews: Stick with consistent questions and scorecards to speed up decisions. 5️⃣ Pre-align on offers: Get approval on salary and equity ranges up front to avoid last-minute holdups. How do you keep your hiring moving? Share your tips below! 👇

What are the fastest-growing private equity sectors in 2025?🚀 Here’s what the data says📈 SaaS: Leads with 25% median revenue growth, powered by AI and high retention. Manufacturing: 4.2% projected growth, boosted by reshoring and automation. Construction: 6.3% CAGR (2023–2030) and 1.9% output rise in 2025, driven by infrastructure. Fintech: Strong investment and M&A, with innovation as the main driver. Defense/Aerospace: Q1 2025 deal value nearly doubled vs. 2024. Healthcare/Biotech: High PE activity and strong deal flow. Professional & Consumer Services: Stabilizing, with recovery expected H2 2025. 📈 PE is targeting sectors with tech-driven growth and resilience-SaaS stands out as the clear leader. #PrivateEquity #2025Trends #GrowthSectors

Want better hires? It starts with smarter vetting👇 The right vetting strategies are game changers for candidate quality. Here are 5 proven frameworks PE firms use to upgrade talent: 1️⃣ Define success for each role and rate candidates objectively against it. 2️⃣ Carry out 360° reference checks, speak to past peers, managers, and reports for a full picture. 3️⃣ Build a pipeline of future leaders by tracking high-potential talent-even before you have an opening. 4️⃣ Use real-world scenarios to see how candidates solve challenges similar to your business. 5️⃣ Equity alignment: Tie compensation to long-term company performance to attract true builders. What’s working for you when it comes to strategic vetting? 👇 #privateequity #talent