Challenge

• The client sought candidates with undergraduate degrees from top-tier universities, as well as a CPA and MBA.  Equally important, however, was the 'fit' with the CEO. The VP/CFO was to be second-in-command to the current CFO, as well as the eventual sounding-board and close confidant to the CEO.
• The ideal candidate would have to have 10-15 years of institutional private equity operational experience as a controller/CFO.  The ability to transition from a task-oriented role to a strategic position was crucial; the ideal candidate would need to possess the necessary tactical analytical skills but also an aptitude for seeing the bigger picture.
• The prospect needed to have exposure to a middle market private equity firm and know general partner accounting well.  Uncompromising personal integrity was a must. 
• Good interpersonal skills were crucial. The position demanded communication with upper-level individuals at banks, private equity groups, auditors and existing prospective clients.
• This new hire was required to be tenacious in meeting deadlines, with a strong sense of urgency and self-management discipline.  Sextant screened individuals to be certain that they were capable of working effectively under pressure.

Sextant’s Approach

• The client and the Sextant team spent hours discussing the kind of business the firm was involved in, the future plans, issues facing the CEO and the goals he had for the CFO and his successor.
• Sextant spoke in depth about the organizational structure of the firm, the customer base, and the background of the potential key prospects.
• Sextant prepared a thorough and detailed profile and developed a hiring process that met with the client’s expectations.
• Within a month we had a short list of five qualified candidates. Three candidates came from the private equity industry, and two from the public accounting and advisory sector. 

Sextant’s Solution

 

• Sextant’s deep understanding of the client’s needs paired with our experience in the private equity and CFO marketplace allowed us to identify an exceptional cultural and business fit within four weeks of inception.
• The new hire had served within one of the largest diversified financial institutions, leading a team which administered profit sharing and co-investment programs.
• The VP/CFO role was a positive opportunity for the candidate.  He took a step back in his career in order to move two steps forward.  By accepting the offer, he put himself in line for a quicker rise to management. He knew that this post had strong long-term potential within the organization, which had an enviable reputation within the industry. This transition to VP/CFO boosted his overall career trajectory within the private equity sector.