Need a CEO for your private equity portfolio company? The data suggests bringing in someone from the outside is the popular choice.

As an executive search firm, we’re on the frontlines of finding and placing the very best individuals at the highest levels of the org chart, but not all companies apply that same level of rigor and attentiveness for roles further down the hierarchy. We’re here to help.

by Ted Stiles & David Portney
Stiles Associates

One of the most commonly misunderstood factors in executive search is how many candidates are available in pursuit of finding the right individual for an open position. Access to professional networks through platforms like LinkedIn, ZoomInfo and in-house databases has resulted in a massive and highly visible marketplace of professionals to choose from. The work of recruiters is increasingly about strategies and tactics to sift through the expansive candidate field to find the best and most appropriate candidate for the assignment.

In the aftermath of the Francis Scott Key Bridge collapse, an event that has significantly disrupted the Port of Baltimore and, consequently, supply chains across the United States, the critical role of resilient supply chain management has been starkly highlighted. This incident not only emphasizes the need for manufacturers to focus on cost efficiency but also underscores the paramount importance of prioritizing the development of robust and flexible supply chains capable of withstanding unexpected disruptions. Central to this resilience is the presence of adept supply chain leaders, whose strategic foresight and agility are indispensable in navigating the complexities of modern supply chains.

by Caitlin Cassidy, Vice President Executive Search
Edited by David Portney, Marketing Manager

Finding the best talent in private equity is anything but an exact science. It involves a unique set of expectations, challenges and rewards, so why would PE firms and their portfolio companies handle their talent acquisition needs in an ordinary way?

by Ted Stiles & David Portney
Stiles Associates

General Electric (GE) recently published its 2023 Annual Report and the results were significant, more than tripling earnings while generating almost 70 percent more free cash flow than 2022. This was no accident, as CEO Larry Culp led a shift to a back-to-basics mentality that fostered a culture of continuous improvement.

In 2023, Stiles Associates successfully positioned A-level leaders in pivotal roles across the nation. To enhance market awareness regarding the latest compensation trends, we incorporated information to the 2023 Stiles Associates Offer Report on whether the roles encompassed equity / LTIP, along with the hiring organization's approximate annual revenue.

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by Sara Nichols, Vice President Executive Search
Edited by David Portney, Marketing Manager

With more than 20 years of experience working in Human Resources, I’ve seen firsthand what those teams go through when tapped with hiring the next senior leader. Now a Vice President of Executive Search at Stiles Associates, I have a keen eye for when HR teams should partner with an executive recruiter in lieu of navigating the hiring wilderness on their own:

by Jake Stiles, Ron Cantrell and David Portney
Stiles Associates

The last quarter of the year is the perfect time to address hiring needs.

That may seem counterintuitive, as many companies often use this time enjoying the holidays and planning for the next calendar year. However, it’s precisely those reasons — plus a couple more — why the final two months of the year is the window to get ahead of the competition for the industry’s top talent.

by David Portney, Marketing Manager
Stiles Associates

There are fewer more important responsibilities for a company than having the right senior leadership. Ideally, this would be accomplished by developing employees and promoting from within, but that’s not always feasible. In situations where top executive talent must be brought in from the outside, organizations can tap into their own talent acquisition abilities or partner with an executive recruiter to achieve the same goals. Making the right decision here could be the difference between a company bailing out a ship or reaching their destination ahead of schedule.

Here are the five considerations needed to make that decision: