Value Creation Talent OS
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The Talent Operating System for Value Creation.
For private equity funds with buy-and-build and roll-up platforms, we translate the value creation plan into the leadership, expertise and delivery capacity that deliver it — and decide for every capability whether it is hired permanently, deployed on a fixed term, or solved internally.
Context
The Value Creation Talent OS Is for Platforms in the Build-Up Phase
Buy-and-build and roll-up platforms under PE ownership
Several entities, recurring profiles across locations
Recruiting demand well above normal operations, for years
Succession after an acquisition, when the former owner steps back
From roughly eight hires a year — below that, an individual search is the cheaper route
The Difference
Every acquisition on the same talent engine
With single mandates every role starts from scratch. The Value Creation Talent OS is embedded once and stays.
Individual searches
Value Creation Talent OS
Ramp-up
Individual searches
From scratch per role
Value Creation Talent OS
Once, then permanent
Pace
Individual searches
One role after another
Value Creation Talent OS
Five searches in parallel
Cost
Individual searches
Percentage of annual salary
Value Creation Talent OS
Around 40 percent lower
Basis of calculation: 18 hires a year over 36 months versus single mandates at 25 percent of target annual salary.
How the Value Creation Talent OS Works
01
Value Creation Plan
We translate the results the platform is meant to deliver over the holding period into a hiring plan.
02
Role Scorecard
Every role gets three to five measurable results for the first twelve months, agreed between fund and management.
03
Routing
Only then do we decide, for each capability, between three routes: hire permanently, deploy on a fixed term, or solve internally.
04
Hiring & Measurement
We search against the scorecard. Time against plan, twelve-month retention and scorecard achievement are in every monthly report.
The Three Routes
01
Build — Hire Permanently
Where the capability belongs to the group for good: management, CFO, site and division leadership, central functions.
02
Deploy — Fixed Term
Where the task is temporary or has to start immediately: integration leadership after an acquisition, bridging until the permanent hire, carve-out projects.
03
Develop — Solve Internally
We contribute the role scorecard as a shared basis and advise on it.
PACE
PACE at Platform Level
The same four criteria we apply to every single role — here applied to the entire hiring plan. The PACE Principle →
P
Purpose
Every role has a line in the value creation plan before the search begins.
A
Access
Market maps and pools for the target segments are ready from week two.
C
Competitiveness
Pace in step with acquisitions, at a markedly lower cost per hire than individual searches.
E
Endurance
Measured on retention and scorecard achievement after twelve months.
For Funds
Let's Talk About Your Platform
We look at your hiring plan and tell you whether the Value Creation Talent OS pays off for you.
Start a Conversation→For Companies
A Single Role Rather Than a Platform?
For individual hires, Executive Search, Expert Talent and Extended Workbench remain the more direct route.
View Our Services→The Mandate