Navigating a private equity-backed hiring process is always complex. Longer hold periods and evolving value creation models have raised the bar for what sponsors expect from executive candidates.
“So many executives struggle not only to find the right roles, but also to thrive and stay in those roles through exit. You need to know what PE funds look for when evaluating and hiring executives, the must-have skills that leaders need to be successful and thrive, and how to avoid common mistakes in order to set yourself apart.” — Lindsay Guzowski, CEO of The Crucible and Partner at Falcon
To stand out in today’s talent market, you’ll need to know:
- What private equity sponsors want to see in candidates
- The most valuable skills in PE and how to emphasize them
- How to speak the language of value creation
- Common interview pitfalls to avoid
- Ways to diligence opportunities like an investor
What Matters Most in Private Equity
Private equity sponsors evaluate candidates through a simple lens: can this person create equity value? Career progression and pedigree matter, but they’re secondary to attributes that predict performance under pressure. The traits most consistently linked to success across industries and situations include:
- EQ (Emotional Intelligence): The ability to understand yourself and others while navigating complex governance dynamics.
- AQ (Adversity Quotient): Resilience under pressure; what some investors call the “will to win.”
- GM (Growth Mindset): Humility, self-awareness, a...