Charlie Hunt, Managing Director, discusses talent in PE at Real Deals' Roundtable
Charlie emphasised the Head of Talent's crucial role in private equity, the challenges of convincing founder-led businesses to hire senior executives like CFOs, and the importance of effective recruitment processes. He also highlighted the need for balancing financial incentives with purpose to ensure retention and long-term success.
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"Having the right incentives in place is crucial, but it is a mistake to assume that everything will be just fine if the incentives are right."
Talent management and strategic recruitment
Charlie Hunt, Managing Director, discussed the evolving role of talent in private equity at a Real Deals Roundtable. He emphasised that the role of Head of Talent has become integral to private equity firms, particularly after the credit crisis, as firms began bringing in HR experts to work closely with deal teams.
Charlie highlighted the challenges of convincing founder-led businesses to embrace senior hires, especially CFOs. “You have to open the management team’s eyes to the value that a CFO can add,” he said, noting that many owner-managers struggle with this shift.
He also stressed the importance of setting up recruitment processes for success. “If you’re not teeing up the process and managing expectations, recruitment will drag out and fail,” he warned.
Regarding retention, Charlie pointed out that financial incentives are crucial, but a sense of purpose is equally important. “It’s not just about money; if people aren’t busy, they’ll take calls,” he added, underscoring the need to maintain alignment with personal life plans during extended hold periods.
Charlie's insights reinforce the need for strategic, long-term talent management in private equity to build strong leadership teams and ensure growth and success.
Charlie highlighted the challenges of convincing founder-led businesses to embrace senior hires, especially CFOs. “You have to open the management team’s eyes to the value that a CFO can add,” he said, noting that many owner-managers struggle with this shift.
He also stressed the importance of setting up recruitment processes for success. “If you’re not teeing up the process and managing expectations, recruitment will drag out and fail,” he warned.
Regarding retention, Charlie pointed out that financial incentives are crucial, but a sense of purpose is equally important. “It’s not just about money; if people aren’t busy, they’ll take calls,” he added, underscoring the need to maintain alignment with personal life plans during extended hold periods.
Charlie's insights reinforce the need for strategic, long-term talent management in private equity to build strong leadership teams and ensure growth and success.
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