Interim CFO Needed to Quickly Integrate New PE Platform Portco

An interim chief financial officer with relevant niche experience was needed

A private equity firm purchased multiple IT managed services companies with the intention of integrating them into one streamlined platform. The firm needed an interim chief financial officer immediately, but they did not have time or patience to sift through scores of unvetted, mixed-quality candidates. Rather, they wanted a candidate from a targeted subset of pre-vetted, PE-grade interim CFOs that fit their specific needs by company size, budget, industry, culture and geography. Crucially, the firm also needed an interim CFO who both understood the IT MSP environment and had a proven track record of successful financial integrations.

BluWave learned the need and matched the requirements to our pre-vetted resources

Leveraging our founder’s 20 years in private equity, we have extensive frameworks for assessing PE-grade interim CFOs. We utilize these frameworks to map, assess, monitor, and maintain deep pools of the select interim professionals that meet the private equity standard. In this instance, we interviewed the PE firm to understand their specific key criteria, and then matched these criteria to the right pre-vetted candidates from our invitation-only network.

The PE firm was quickly introduced to a targeted selection of interim CFOs that fit their exact needs

After interviewing a discrete number of custom-fit candidates, the PE firm chose their preferred candidate. This person started working within two weeks of the firm’s initial outreach to us. This interim chief financial officer quickly gained the trust of the portfolio companies’ leadership, successfully consolidated financial reporting across the two separate companies, and ultimately paved the way for the new permanent CFO. The PE firm was able to drive an excellent outcome without wasting time and opportunity costs.

We pride ourselves on our ability to know the market of the niche expert resources our clients need before they need them.

Niche eCommerce Resource within Specific Budget Criteria

Firm came to us with need for expert e-commerce resource

A PE firm approached us to connect them with a specialized expert third-party resource with extensive online retail experience. More specifically, the firm wanted expertise with Amazon and Wayfair metrics in order to understand the viability of a home furnishing e-commerce business. In under three weeks, they needed to perform a competitive analysis, gain insight into key areas of the business, understand where the company could improve, and determine whether their recent explosive growth was sustainable over the next three to five years or based only on variable market conditions.

BluWave connected firm to PE-grade providers

After our initial assessment phase, we specifically vetted and introduced multiple best-in-class groups from our invitation-only Intelligent Network that had excellent e-commerce commercial diligence practices, including significant experience with Amazon, Wayfair, and several other online marketplaces. The selected group had the ability to quickly complete its work and deliver PE-grade results at an attractive price level below larger, more generalist competing alternatives.

PE firm engaged provider to gain insight into target

Within two days, we connected the PE firm client with our third-party resource. In turn, the firm retained the group and quickly assessed the viability of the home furnishings ecommerce business. With the due diligence performed, the firm gained a differentiated understanding of the company’s overall risk profile, opportunities for growth, and how they were positioned in the market.

Commercial Diligence Needed for Healthcare Target

Commercial diligence provider urgently needed for healthcare target

A PE firm client came to us with an urgent need for a provider to perform commercial due diligence on a healthcare target they had in the skilled nursing and assisted living facilities space. With an IOI on the company, the PE firm needed to understand how the business was changing in light of the COVID-19 pandemic. The PE firm needed a provider to give them insights into the impact COVID-19 specifically had on admissions rates as well as administrative processes. The information needed to be collected across six states and they needed the answers in less than two weeks.

BluWave identifies top providers with healthcare expertise

Leveraging our founder’s 20 years in private equity, we have extensive frameworks for assessing PE-grade commercial due diligence needs. BluWave utilizes technology, data, and human ingenuity to pre-map, assess, monitor, and maintain deep pools of commercial due diligence providers that uniquely meet the private equity standard. We interviewed the PE firm to understand their specific key criteria, and then connected the client with select pre-vetted commercial due diligence providers from our invitation-only Intelligent Network that fit their exact needs.

Firm engages provider and gains insight into target

Quickly after the initial scoping call, the PE firm and portfolio company were introduced to select single-shingle commercial due diligence providers with deep expertise in skilled nursing and assisted living. The client selected their ideal choice and the consultant worked quickly to provide the PE firm with the insights they needed to make an informed decision and confidently act on a unique opportunity to acquire the healthcare provider during an otherwise uncertain time.

Executive Recruiter Critically Needed for New Portco

Firm needed executive recruiter to place CEO with industry expertise

Having recently invested in a sector for the first time, a PE firm came to us with an urgent need for an executive recruiter. Knowing that they needed to place an industry expert as CEO in their new power solutions portfolio company, the firm was in need of a specialized executive recruiter that had experience and deep network connections in the nuanced sector. Ultimately, the PE firm was seeking an executive recruiter that could quickly place an experienced CEO with a background in the power solutions market in their new portfolio company.

BluWave identified PE-grade executive recruiter from pre-vetted network

Leveraging our founder’s 20 years in private equity, we have extensive frameworks for assessing PE-grade executive recruiter needs. BluWave utilizes technology, data, and human ingenuity to pre-map, assess, monitor, and maintain deep pools of specialized executive recruiters across various industries that uniquely meet the private equity standard. We interviewed the PE firm to understand their specific key criteria, and then quickly connected the client with two select pre-vetted executive recruiters from our invitation-only Intelligent Network that fit their exacting needs.

Firm engaged provider and successfully recruited CEO

The PE firm selected their ideal recruiter who started sourcing candidates immediately. With their deep network connections and intimate understanding of the industry, the recruiter was able to identify exact-fit candidates faster than generalist recruiters the PE firm had previously used. The executive search firm successfully recruited a CEO for the portfolio company who had decades of experience in the power solutions industry, prior business experience as an executive within a PE-backed company, and demonstrated financial acumen in similarly-sized companies.

PE Firm in Need of Short-Term Resource

PE firm needed short-term resources after unexpected loss

A private equity firm in our network unexpectedly lost two mid-level investment team members within a few weeks of each other. In order to avoid missing out on active deal opportunities, the PE firm needed to quickly find a short-term resource who could meet its team standards and bridge the gap while it searched for a full-time hire.

Bluwave connected firm with top-tier candidates

With our extensive private equity knowledge, rooted in our founder’s 20 years of PE industry experience, we use time-tested frameworks to assess PE-grade investment professionals for interim work opportunities with our clients. We quickly identified several candidates whose experience matched the exacting needs of the PE firm based on specific criteria outlined during the initial assessment.

Client engaged candidates and found stability during the transition

Within two weeks, a top-tier MBA with four years of relevant PE experience joined the team. The independent consultant was integrated into the core team quickly to ensure that projects stayed on course. He stayed for three months, giving the PE firm client stability and a much-needed resource while it searched for a full-time candidate.

How We Did it: Private Equity Associate Case Study

With our extensive private equity knowledge, we use time-tested frameworks to assess PE-grade investment professionals for interim work opportunities with our clients. This means when clients have a need, we can move swiftly to connect them with viable, third-party resources. When a private equity fund in our network unexpectedly lost two mid-level investment team members within a few weeks of each other, they needed to quickly find a short-term resource who could meet its team standards and bridge the gap while it searched for a full-time hire. 

For the full story, read the case study here. 

BluWave Insights: How the Agile Workforce is Impacting the Economy

Many hiring managers report that they face a talent shortage, which is why the agile workforce – independent professionals hired on a project-by-project basis – is only going to become more critical in the coming years. In my first article for Toolbox HR, a new platform for executives to learn about everything from cybersecurity trends to the nuances of “people and talent,” I explore topics related to this workforce evolution. 

What is the agile workforce?
Simply put, it’s flexible, filled with experts, and moves quickly to help companies address a wide range of talent issues. Companies can access industry- and project-specific expertise with the flexibility to quickly and efficiently adapt to rapidly changing economic circumstances – crystalized in the massive economic fallout of COVID-19. Agile workers are becoming more important all the time.  

In the article, I address the following: 

  1. Finding Professionals With the Right Skills 
  2. Why Agile Workforce Isn’t the Gig Economy 
  3. Making the Most of the Agile Workforce 

Click here to read the full article, and please feel free to share/amplify to spread the word!  

How We Did It: Cost Reduction Case Study 

PE funds across a broad spectrum of industries often approach us with specific, episodic needs. Our first step for matching them with best-in-class, third party resources is to understand the nuances and unique challenges they face. When a private equity firm acquired a leading plastics company that designed and manufactured innovative plastic-injection-molded products, the firm believed there was room for improvement and cost reductions in the company’s supply contracts. We quickly matched these criteria to the pre-vetted candidates from our invitation-only network, rooted in our founder’s 20 years of PE industry experience.

For the full story, read the case study here.

State of PE: An Interview with Huron Capital’s Gretchen Perkins

Private equity is a widely misunderstood industry – from the common belief that Private Equity firms snatch up companies just to strip them down and sell them to the lack of awareness about the pivotal role PE plays in the modern economy. Gretchen Perkins is a partner who focuses on business development at Huron Capital, and there’s nobody better to correct the mistaken assumptions about her industry and give us a glimpse into the current state of PE. Gretchen was kind enough to answer a few of our questions about the state of her industry, the effects of COVID-19 on her firm, and what she envisions for the future. 

Sean Mooney: Tell me a bit about Huron Capital’s investment focus. 

Gretchen PerkinsWe’re a middle market PE firm that implements a buy and build strategy to grow businesses. We focus on business services, consumer goods, and specialized industrial companies in the United States and Canada. We have both a control buyout strategy and a non-control equity strategy.  

SM: What are a few of the biggest myths about the PE industry? 

GP: The single biggest myth about PE firms is that we buy companies and sell them in pieces to make our money. The PE industry is a significant job creator across the U.S. – over the past ten years, PE-backed businesses created more jobs and secured more sales than other companies. There’s a reason college endowments, pension funds, insurance companies, foundations, and nonprofits invest in PE – it has been the single leading asset class over the past 20 years. There are billions of dollars flowing into PE because of the returns and the fact that the industry creates more value and is less volatile than other investment vehicles. 

Despite the perception that PE firms always take over and try to sell companies quickly, the PE industry plays a long-term game. Firms generally want business owners to stay and maintain equity in the business – they don’t just take over.   We want to make the companies substantially better over time because it’s the best interest of both our firm and our stakeholders. 

SM: What was your firm’s initial response to COVID-19? 

GP: We acted several weeks before everything started shutting down to increase support for our portfolio companies. For example, we developed a Rapid Response Playbook focused on the implementation of safety protocols and developing guidelines for remote work. There are 7,000 employees at our portfolio companies, and their safety is our top priority.  

SM: How do the prospects for recovery look?  

GP: When the crisis hit, we immediately started doing 13-week cash flow forecasts, and we’ve discovered that things aren’t as bad as we initially thought it could have been. Now we’re focused on implementing our Restart Playbook, which is designed to take a close look at business operations across our portfolio and help companies emerge from the crisis even stronger and more adaptable. We’re doing everything we can to help our portfolio companies navigate COVID-19 and the economic aftermath, but our management teams are rising to the occasion. This should serve as a reminder that in the current state of PE, firms are more interested in finding effective partners they can work with to build great companies over the long run than ineffectively micromanaging the companies in their portfolios.  

SM: What types of businesses are you focused on investing in and growing now?  

GPWe’re looking at add-on acquisitions to companies that can thrive during the crisis – insurance companies, for instance. We are also looking into food and beverage businesses that have proven to be COVID-19 resistant. But what we’re most interested in are companies that have solid leadership teams and growth potential – these are the partners that will help us move into the post-COVID-19 era in a stronger position than ever.

How We Did It: Executive Search Case Study

Finding specialized executive search firms is an area PE funds often seek our assistance, because instead of spending countless hours trying to find the right fit we can quickly match the funds with a series of vetted candidates. So, when our PE fund client acquired a founder-owned business that provides services to the niche power solutions market, they needed deep network connections beyond its immediate purview to source a highly capable CEO with industry experience. 

For the full story, read the case study here.

Industry Insights: An Interview with ParkerGale’s Devin Mathews

This is an unprecedented time for private equity firms and their portfolio companies. As the economy begins to show signs of a tenuous post-COVID-19 recovery, there is no telling how the business landscape will be impacted. But one thing is clear: PE will be a major factor in the recovery. Devin Mathews is a partner at ParkerGale, and he generously took the time to discuss his firm, perceptions of the PE industry, and what investment trends we should be keeping an eye on right now. 

Sean Mooney: Tell me about ParkerGale’s history and investment philosophy. 

Devin Mathews: ParkerGale was founded in 2014, though the founding team worked together running the technology group at another private equity firm. We only do tech buyouts (not venture capital or growth equity) and always take a majority control position. We only buy in two ways: directly from bootstrapped founders or as carve out divisions from larger companies. Both of these strategies have similar dynamics – good businesses that need some care and attention. We focus on owners who are at an inflection point with all their wealth tied up in the business – we help them greatly reduce their personal financial risk and take their businesses to the next level. 

SM: Why would an owner want to partner with ParkerGale?  

DM: Quality, not quantity, is our ambition. At the end of the day, founders bring us in because they believe we’re going to respect the businesses they’ve built. We’ll change things, but the employees will still feel like it’s a great place to work. We place a heavy emphasis on culture and developing people at our portfolio companies, and even though our expectations are high, we recognize that we have to provide the necessary resources to meet those expectations. 

SM: What are a few of the biggest myths about PE? 

DM: For starters, not all PE firms are created equal. There are different types of PE firms out there: some are more transactional, while others are more hands-on and operational to help companies build long-term success.  

Also, it’s important to recognize that private equity is the economy – it’s not a niche asset class anymore. There are twice as many private equity-backed companies as public companies. This is all the more reason why PE firms have to focus on improving the image of the industry and showing others that our success as an industry is determined by the long term success of the companies we own. This industry cannot thrive if our companies fail.  

As an industry, our reputation isn’t great. People sometimes expect all of us to be MBA jerks, with low EQ and high intensity. While much of that is well-deserved, we try to show people we’re human, empathic, and prepared to listen. At ParkerGale, we talk a lot about vulnerability, transparency, and trust. That’s really the only way to get results in our experience. 

SM: How has COVID-19 impacted your firm?  

DM: We are all getting older around here and have invested during booms and busts before. We all subscribe to the great Howard Marks quote that “you can’t predict – you can only prepare.” So we don’t make predictions. We just get up every day and execute alongside our management teams.   

SM: What types of businesses are you focused on investing in now?  

DM: We look for software companies that are hard to hurt – that means they have sticky products, no customer concentration, no vendor concentration, and good profit margins. They’re also in segments of the market where VCs aren’t pointing their money cannons, which usually ends up poorly. When we get involved, the companies are customer-centric and profitable, but may not necessarily be doing the things they need to do to secure long-term viability. There are tens of thousands of companies in North America that fit our criteria, and we need to invest in one or two per year. We operate at the small end of the market – we’re providing the first institutional capital that any of these companies have had.  

SM: What’s your take on the future of PE investment?  

DM: Within the next six months, will founders say “I’m too old for this sh*t” and want to sell even if it’s at a price less than the top of the market? Or will they wait for the market to come back enough to get them the price they need to walk away? Just imagine you’re a founder in your sixties and you’ve been through way too many ups and downs already. Do you have the stomach to hang on a few years or is it time to find the right partner that helps you walk away and enjoy retirement? My sense is that it will be a mix of the two, but as I said earlier, we don’t try to predict. So we’ll just prepare for whatever comes our way. 

How to find and leverage expertise

The COVID-19 pandemic won’t last forever, and companies need to be thinking about how to best position themselves to not only maintain their operations, but also seize upon opportunities and prepare for an uncertain future. This means they’ll have to be agile, getting the right people with the right skills at the right time.  

Our economy is more dependent on expertise than ever before – a fact that’s even clearer amid this crisis. A 2019 study conducted by the Society for Human Resource Management found that 83 percent of hiring managers “had trouble recruiting suitable candidates,” 75 percent of whom attributed this problem to a skills shortage in the workforce.  

The recovery from COVID-19 is going to require a lot of innovative thinking, which means contributions from a broad range of experts in many different fields. But expertise is scarce – especially for companies with limited resources. Experts are always in high demand, even more so when companies begin rebuilding after a shock like COVID-19. Companies have little margin for error and they’re taking a hard look at their processes and personnel. That’s why we’ll soon see a spike in the need for on-demand expertise across a wide range of disciplines. 

Here are a few strategies for finding experts and making the most of their skills. 

Know what you’re looking for.
First, 
your business needs to take the time to thoughtfully define what it needs. For each role, systematically build scorecards outlining what expertise is required for each initiative. This scorecard should measure functional experience, industry experience, budget, values, and the ability to learn and change. For example, if a food manufacturing company is hiring an interim CFO, a candidate with years of manufacturing experience is not enough. The company should look for a candidate who has worked in the food industry, and who has a track record of successfully managing crises and other fluid situations.  

Know where to look.
To find experts like this, 
you could start by canvassing your personal and professional networks with a specific “ask,” and be specific about your key criteria, timeframe, and budget. These constraints and goals will guide which kind of expert you’re looking for. In some cases, you want someone who can mobilize teams rapidly or manage a fast-moving crisis. In others (some forms of product development, for instance), you want someone who’s more deliberate and meticulous.  

Use intelligent networks.
Intelligent expertise networks are only going to become more important in the coming years as the need for on-demand skills jumps, availability becomes scarce, and margins for error decline.
 Naturally, firm like BluWave with deep industry relationships, proprietary datasets, and pre-vetted networks of private equity-grade resources is going to yield faster, more optimal results.  

Explore the alternative workforce.
According to a
2019 report from Deloitte, companies are leveraging alternative workers to address their expertise needs across a wide array of positions. Traditionally, most companies use the alternative workforce for highly specialized technical needs like I.T. However, the employment of alternative workers is rapidly spreading to other areas like sales, marketing, finance, and operations.  

Focus on integrating alternative workers and developing their skills.
Despite the surging demand for alternative workers, only 8 percent of companies report that they have “established processes to manage and develop alternative workforce sources.” The alternative workforce offers access to a growing and sophisticated talent pool, but employers need to develop the resources necessary to successfully draw upon this pool.  

Companies need to think of the on-demand alternative workforce just like they think about their full-time workforce. Define what is necessary to perform well in each role. Recruit candidates who have the specific expertise you require. Hold alternative workers and their managers accountable for results. At the end of the contract, both the employer and the alternative worker should evaluate whether a longer term, full-time relationship would be mutually beneficial.  

The economy is only becoming more interconnected and complex, which makes expertise vital. That’s why companies have to understand what expertise means to them, where it can be found, and how to use their knowledge and talent as effectively as possible.  

A version of this post originally appeared as part of the Forbes Business Council.