Why Private Equity Invests in People for Growth

Human capital is a driving force for growth in private equity. A recent BluWave-hosted webinar delved into three leading trends in this service area:

  1. The rise in human capital investments
  2. The importance of specialized recruiters
  3. The value of interim executives

Here are some insights into these topics from from Head of Client Coverage Rena Frackt, Account Executive Evan Garoutte and Research and Operations Consultant Taylor Lee.

Human Capital Emphasis

The trend of investing in people for growth continues to gain traction.

READ MORE: Why Hire an Interim CFO

“Human capital activity has been steadily growing and reached an all-time high in Q3 of this year, accounting for 49 percent of all activity coming through the BluWave network,” Garoutte said. “It’s the number one trend in the industry.”

This reflects a 20 percent increase year-over-year, underscoring the importance of investing in talent for organizational growth and value creation.

Using Specialized Recruiters

Engaging specialized recruiters is crucial for efficiently filling both executive and non-executive positions, particularly during growth phases.

“They stay up to date on market trends, salary range and emerging skill sets, which is extremely valuable,” Frackt said. “The knowledge allows them to identify and attract top talent who possess the right qualifications and of course, and most important would be a cultural fit to the organization.”

READ MORE: Why Hire an Interim Chief Executive Officer

Value of Interim Executives

Interim executives, especially in pivotal roles like CFOs, CEOs and CHROs, provide stability and continuity during transition periods, crisis management and special projects.

“PE firms have found value in being able to try before they buy. And we’ve seen interims convert to full-time employees about a third of the time internally,” Lee said. “There’s just value in confirming that this person can positively see our portfolio companies in the right direction as well as confirm that they’re a culture fit.”

READ MORE: Why Hire an Interim CTO


The discussion underscored the critical role of human capital in driving growth, indicating the various strategies that private equity firms and their portfolio companies can employ.

BluWave’s invite-only network of human capital resources works with PE firms daily to fill needs related to human capital, as well as a wide array of other service areas.

Contact our research and operations team for your next project and they’ll provide a short list of exact-fit service providers within 24 hours.

Transformative Leader for Consumer Products Revitalization

Service Area: Human Capital – Executive Recruiting

Client Type: Small-Market PE Fund

Service Provider Type: Interim CEO

Industry: Consumer Products

The Need
Urgent Leadership Transition and Strategic Revitalization

A West Coast company, specializing in the design, manufacture and distribution of proprietary consumer products, found itself at a crossroads. With a diverse product portfolio distributed across multiple countries, the company sought a transformative leadership change to navigate operational and strategic challenges. The immediate requirement was an Interim CEO capable of steering the company through a phase of revitalization and setting the stage for a permanent CEO.

The Challenge
Navigating a Complex Transition with Precision and Care

The company faced a multifaceted challenge: managing a seamless leadership transition while optimizing operational efficiencies and product margins. The need for a leader who could meticulously balance top-line focus with bottom-line pragmatism was evident. The interim CEO would be tasked with orchestrating a turnaround, optimizing expenses and ensuring product margins were robust, setting a trajectory toward achieving a 20 percent EBITDA boost.

How BluWave Helped
Facilitating a Tailored Connection for Success

BluWave leveraged its extensive network to connect the PE fund with a short list of exact-fit interim CEOs. Each one was aligned with the company’s unique needs and industry nuances. The focus was on identifying a leader with a profound understanding of consumer products, operational optimization and strategic revitalization, coupled with a geographical alignment to the company’s headquarters.

The Result
A Strategic Pathway to Revitalization and Growth

Through BluWave’s precise connection, the company was chose a leader that resonated with its transformation objectives. The interim CEO, equipped with the requisite expertise and strategic foresight, was poised to guide the company through a period of transformative change, laying a solid foundation for sustainable growth and operational excellence in the consumer products domain.

Scott Estill of Lancor: Human Capital’s Evolving Role in Private Equity

Scott Estill recently joined the Karma School of Business podcast, sharing his insights into the dynamic world of private equity, with a focus on human capital.

In a captivating discussion with host Sean Mooney, Estill, a seasoned professional with a wealth of experience in executive search and private equity, discussed the transformative trends shaping the landscape of talent acquisition and management.

He emphasized the essence of human relationships, the mutual selection process in recruitment and the necessity of navigating technological changes with agility and adaptability.

Here are some pivotal insights from their conversation.

3 Takeaways from Scott

1. The Importance of Human Capital in Private Equity

Private equity’s approach to human capital has evolved, placing a stronger emphasis on the value of talent and human relationships in driving business success.

READ MORE: Hire an Interim CHRO

Estill articulated this evolution, emphasizing that the real value lies in the talent that propels the business forward.

“What matters more is what’s your right to win. It’s not necessarily about picking the right weighted average cost of capital or whatever it is for the inputs of the model and how much debt to put on a business. It’s the people,” Estill said.

Mooney also highlighted the industry’s shift toward a more human-centric approach.

“This whole idea of this openness to get a candidate to be wanting to be with you and saying, ‘Call anyone you want.’ That’s something that is relatively new in private equity, but incredibly important,” he added.

2. The Shift in Approach: From Assessment to Mutual Selection

The recruitment process in private equity is transforming into a mutual selection process where both parties assess each other.

“You do need to show the human side. That’s sort of why operating partners exist. And we do a ton of operating partner work because you need the EQ-IQ combination,” Estill said. “But I think painting with a wide brush, if PE firms can be more and more human about what it is to work with them and why they value that talent, it makes the talent of course feel good and it differentiates them from the competitors.”

Mooney said private equity has always been, appropriately, private in the way it operates. But that is shifting.

“One of the biggest evolutions that I think private equity is going through right now is the first word in private equity has always been private. It’s all about kind of holding your cards tight and trying to be this kind of vessel and it’ll drive great outcomes,” he said. “Increasingly, there’s things going on like brand formation. … There’s heads of human capital or HR that are not only looking outwardly but inwardly.”

3. Embracing Technological Changes

In an era marked by rapid technological advancements, the ability to adapt and evolve is crucial. Estill underscored the necessity of embracing these changes.

“The only thing that’s consistent is change. So it’s going to happen. And so as much as we think we’re so smart and we’re trying to get ahead of the curve, we’re already dinosaurs,” he said.

Mooney emphasized the transformative potential of technology in reshaping the industry.

“If you lean into it and embrace it, it can be a good thing,” he said. “But it’s scary in the meantime.”


Estill’s insights illuminate the evolving landscape of private equity, underscoring the pivotal role of human capital, the transformative nature of the recruitment process and the imperative of adaptability in the face of technological advancements.

The entire conversation with Mooney offers nuanced perspectives essential for navigating the complexities of private equity in a human-centric manner.

When you’re done listening, head to the main BluWave podcast page for more conversations with business leaders.

Andrew Greenberg of GVC: Specialization, AI, Adaptability in Investment Banking

Andrew Greenberg recently joined the Karma School of Business podcast, sharing his insights into the ever-evolving world of investment banking.

In a discussion with host Sean Mooney, Greenberg – Chief Executive Officer of Greenberg Variations Capital – delved deep into the transformative trends shaping the landscape of investment banking and capital markets. He articulated the significance of specialization, the revolutionary impact of artificial intelligence (AI) and the timeless essence of adaptability in navigating the industry’s dynamic terrains.

Here are some pivotal insights gleaned from their enriching dialogue.

3 Takeaways from Andrew

1. Specialization and Efficiency in Investment Banking

The investment baking industry has witnessed a paradigm shift, transitioning from a broader approach to a nuanced strategy emphasizing specialization and efficiency.

Greenberg discussed this evolution, highlighting the emergence of a new era where the focus is on being exceptional at fewer things to drive insightful outcomes.

“I think that directionally, the process of selling businesses will continue to evolve in the direction of applying expertise to prospective buyers, the company and the value proposition as opposed to the brute force of the marketing exercise,” Greenberg said.

Mooney agreed with Greenberg’s point on expertise.

“I think what you really appropriately pointed out is we’re in this new era and now it’s about specialization,” he said, “and it’s about being better at fewer things and really driving insights to drive outcomes.”

2. The Impact of Artificial Intelligence (AI)

Artificial intelligence stands at the forefront of this transformation, heralded as a monumental efficiency enhancer. Both Mooney and Greenberg agree on its pivotal role in propelling the market toward unprecedented levels of efficiency, aligning seamlessly with the principles of efficient market theory.

Artificial intelligence has become a big part of the discussion, and I think you and I agree that there’s both steak and sizzle there,” Greenberg said.

BluWave recently published a white paper discussing the crucial steps businesses must take before implementing new AI tools. Mooney believes it’s primed to be the world’s next revolutionary broad-access tool.

“With the advent of AI, this is going to be the greatest efficiency enhancer in my mind since the advent of the modern internet in 1995 with Netscape,” Mooney said. “I 100 percent agree that the world is going to be playing this game and it’s going to be, like anything else, harder and harder to find alpha. But it’s still going to be really good compared to most other things.”

3. The Importance of Adaptability

Navigating the dynamic realms of investment banking necessitates a spirit of adaptability and openness to diverse opportunities. Greenberg advocated for embracing various experiences and being open to different possibilities.

“As things cross your field of vision, have a disposition to try different things,” Greenberg said. “My advice for younger people would be where possible, try to say yes.

Mooney said he could relate to the power of adaptability.

“You think about the things that we do, they require a lot of time. It’s a lot of effort,” Mooney said. “One of the things that I’m always thinking about as I’ve gained a little bit of perspective is, how do I find little life hacks that are not only even just business, but just things that make my life a little easier?”


Greenberg’s insights underscore the pivotal role of specialization, the transformative potential of artificial intelligence and the enduring value of adaptability in navigating the industry’s multifaceted landscape.

The conversation with Mooney is a trove of wisdom, offering nuanced perspectives that are essential for navigating the complexities of investment banking and capital markets.

When you’re done listening, head to the main BluWave podcast page for more conversations with business leaders.

Diversifying Talent in a Digital-First Consumer Products Startup

Service Area: Human Capital – Specialized Recruiters

Client Type: Lower-Middle Market Firm

Service Provider Type: Non-Executive Recruiting Firm

Industry: Consumer Products

The Need
Diverse Talent for a Dynamic Startup

A consumer products startup, operating as a portfolio company of a lower-middle market PE firm, was on a mission to enhance its team with diverse talents. Roles in digital marketing, design/creative, product development and people/operations were open, requiring a recruiting firm that understood the startup’s digital-first, data-driven and agile nature.

The Challenge
Complex Landscape of Multi-Role Hiring

The company didn’t have a dedicated talent partner, making the hiring process, especially for multiple roles, daunting. The urgency to hire candidates who could seamlessly blend into the startup’s fast-paced environment and contribute to its growth trajectory was paramount. Traditional recruiting firms, primarily aligned with CPG companies, lacked the finesse to meet the unique demands of a rapidly evolving digital landscape.

How BluWave Helped
Connecting with Specialized Recruiting Expertise

BluWave acted swiftly, utilizing its rich network to connect the PE firm with a specialized recruiting firm. This firm was not only adept at navigating the consumer products industry but also came with a robust expertise in fostering talent for digital-forward, high-growth environments. BluWave’s connection ensured that the recruiting firm could offer a tailored, retained search approach, aligning with the portfolio company’s nuanced needs.

The Result
Streamlined Path to Talent Acquisition

Through BluWave’s strategic connection, the portfolio company worked with a recruiting ally that understood its unique challenges and needs. The specialized recruiting firm’s ability to navigate the digital realm, coupled with its flexibility and adaptability, empowered the portfolio company to move forward confidently in its talent acquisition journey, ensuring that each role was filled with candidates who could thrive and drive innovation in a dynamic startup environment.

Strategic Buy-Side Search in Healthcare Services

Industry: Healthcare Services

Service Area: Commercial Due Diligence

Client Type: Lower-Middle Market Firm

Service Provider Type: Buy-Side Advisory Firm

The Need
Multi-Site Roll-Up Strategy in Healthcare Services

A lower-middle market private equity firm, with a successful history in executing multi-site roll-up strategies, sought to delve into the healthcare services sector. Their vision was clear: identify a healthcare practice that resonates with their investment thesis, marking the inception of a broader roll-up strategy. The ideal acquisition would be a multi-doctor practice in the Midwest, South or Southeast, boasting more than $5 million in annual net collections and an entry EBITDA above $2 million.

The Challenge
Precise Buy-Side Search

The challenge was twofold: identifying a healthcare practice that not only met the stringent financial criteria but also aligned with the firm’s strategic vision for a multi-site roll-up. The firm sought a partner who would reinvest back into the business, ensuring a synergy that would fuel the envisioned growth and expansion. The search required a nuanced understanding of the healthcare services sector, coupled with a strategic approach to identify practices that resonated with the firm’s investment thesis.

How BluWave Helped
Facilitating a Connection Tailored to Strategic Success

BluWave utilized its extensive network to connect the firm with a specialized buy-side advisory firm. This partnership was instrumental in navigating the complexities of the search, leveraging deep industry experience and a nuanced understanding of the private equity landscape. The advisory firm’s strategic approach and geographical insights were pivotal in identifying healthcare practices that aligned with the firm’s vision and investment thesis.

The Result
Poised for Transformative Growth

Through the connection facilitated by BluWave, the firm was empowered to execute a strategic buy-side search that resonated with their investment thesis. This partnership has set the stage for the identification of promising healthcare practices, ready to be woven into a transformative multi-site roll-up strategy that echoes the firm’s vision of growth and success in the healthcare services sector.

Versatile Controller for an Innovative Legal Tech SaaS Business

Industry: Technology – Software – Legal

Service Area: Human Capital

Client Type: PE Firm

Service Provider Type: Non-Executive Recruiting Firm

The Need
Building Robust Financial Infrastructure for Growth

A burgeoning U.S.-based legal tech SaaS business, backed by a PE firm, was on a mission to revolutionize legal processes through automation and analytical insights. With a promising trajectory, the company sought to bolster its financial infrastructure to support and sustain its rapid growth. The search was on for a versatile controller, someone who could not only manage the day-to-day financial operations but also strategize and steer the company toward financial optimization.

The Challenge
Industry, Role Nuances

The ideal candidate would be someone adept at wearing multiple hats, capable of handling everything from accounts payable and receivable to strategic financial planning. Given the company’s innovative focus on legal tech, the controller would also need to navigate conversations with various stakeholders, including founders who might not be deeply versed in financial reporting, and investors and board members requiring sophisticated financial insights. The geographical location and the specific industry experience of the candidates were also crucial factors.

How BluWave Helped
Tailored Approach to Hiring the Right Fit

BluWave connected the private equity firm with a specialized non-executive recruiting firm with a robust background in controller roles, a deep understanding of early-stage business dynamics and a geographical alignment with the West Coast. The approach was tailored to ensure that the candidates the search firm presented not only met the technical requirements but also resonated with the unique culture and vision of the portfolio company.

The Result
Strategic Addition to Foster Financial Excellence

BluWave’s strategic approach and network enabled the legal tech SaaS company to identify a controller who perfectly aligned with their needs and vision. The new hire brought a blend of operational expertise and strategic acumen, ready to build a robust financial infrastructure that would support the company’s innovative trajectory and growth aspirations.

“My feedback is very positive.”

-Managing director of PE firm

Interim Executive Best Practices: Trends in Short-Term Leadership Roles

Why should a business use an interim executive?

It can be a great way to bridge the gap between full-time hires, give a potential long-term hire a “tryout,” train up less experienced candidates, guide a company through a crisis or even prepare a business for sale.

Whatever the case, interim CFOs, CMOs, CHROs, COOs and the like can be money well invested.

To get the most out of these temporary executives, though, businesses need to have a plan.

BluWave’s Richmond Donnelly discussed the best practices of using interim C-suite talent on a webinar with Mark Steenhoek, Managing Director, Operations, of The Stephens Group and Bryan West, Managing Director, Talent at Resurgens Technology Partners.

Here are some of the actionable insights you can apply to your business’s interim executive strategy.

A diverse group of business leaders dressed in suits looking at papers around a table in a conference room. The room is also well-lit.

When, How To Work with Interim Executives

While there are many situations in which an interim executive might be a good fit, the panelists outlined the most common ones their firms face.

“There’s good reasons and bad reasons that we would hire. I’d say that we find ourselves more in the camp with the bad reasons, and I’d describe those as two,” Steenhoek said. “It’s a crisis situation. Somebody leaves…or it’s a situation where we started looking in this a little bit more post-COVID in that we would have an open CFO role and then it takes nine to 12 months to fill it just because the market was so tight and difficult to find that perfect fit.”

West added that he is a big fan of the “try before you buy” approach. He said he’s encouraged by the number of his peers who are like-minded.

“That was actually reassuring,” he said. “That’s a great way to build a relationship and we’re always open to that.”

Top Interim CXO Use Cases

Whatever the use case, interim leadership is consistently one of the most-used services in the Business Builders’ Network, according to BluWave’s quarterly insights.

Based on the proprietary data collected from working with hundreds of private equity firms and thousands of leading businesses, the two most-used interim executives are CFOs and CHROs.

Read more about how each of these crucial roles is used:

Based on a live poll of webinar attendees, most PE firms fill multiple interim executive roles per year, taking 3-6 months to do so.

At BluWave, however, we connect you with a short list of exact-fit candidates within a single business day of your initial scoping call.

Why Hire an Interim Executive?

Beyond broader use cases, PE firms and their businesses usually have a specific set of tasks they need this temporary hire to complete.

“We’re able to go in and very specifically orient to on a project basis like, ‘Hey, does this person have experience or the skills to knock out kind of a more tactical list of things?’” West said.

He said that while the overall goal may be the same as when you bring in a full-time C-suite hire, the selection criteria is “quite different” based on what needs to get done.

Echoing BluWave data, Steenhoek said interim CFOs are their most common interim executive hires. The tasks each one is expected to accomplish tend to be the same, with variations depending on the company’s industry.

Interim Executive Criteria, Selection

Moving beyond the to-do list of items to accomplish, what is it that the world’s top PE firms and businesses look for in interim executives themselves?

West said that having done so many hirings in the past makes it easier to pick up on red flags in candidates. Beyond that, he relies on experience to choose the right person.

“We need somebody that’s been there, done that,” he said. “We don’t want to burn six months of time or three to six months of time on building a function.”

Steenhoek agreed, saying that is his top priority, too.

“I think the second would be, especially if it’s a leadership thing…radical transparency,” he said. “You’re just going to be able to really work together hand-in-hand, which equates to low-ego. They know what they’re there for.”

Setting Interim Executives Up for Success

Once someone is in the seat, the team that hired the individual plays a significant role in their success. How do these leaders set their interim hires up to get the job done?

“There is the team integration and the business integration [and] the CEO is the primary quarterback there, assuming it’s a direct report to the CEO,” he said. “But as far as project-managing the task list…that more often than not happens at our level.”

Steenhoek added two things that he believes are essential in these situations.

“I think really clear communication around what you need and alignment that they’re oriented and really focused on what you tasked them to do,” Steenhoek said. “The second is just being really clear on alignment related to, Are they interim? Are they permanent?”


BluWave is here to connect you with best-in-class, niche-specific interim executives to help with crisis management, leadership transitions, “try before you buy” and other relevant scenarios.

“Reach out to us at any point if we can ever be supportive with anything you all need,” Donnelly said. “We’re here to help you win.”

Contact our research and operations team to scope your needs and get quickly connected with the service provider you need in less than one business day.

How To Raise Prices Strategically with Sales Team Buy-In

When input costs increase, businesses must adjust their pricing strategy accordingly. But it’s not as simple as passing along those costs to the consumer.

First, the sales team must buy in to the new strategy. (This can be particularly challenging for private equity firms and their portfolio companies.) Secondly, you must do so in a way that doesn’t scare off the customer.

But as BluWave CEO and founder Sean Mooney discussed with ParkerGale’s Cici Zheng on the Karma School of Business podcast, those fears are often unfounded when you dig a little deeper.

Let’s learn more from these two about how to strategically raise prices, whatever business and industry you’re in.

Business, Technology, Internet and network concept. Young businessman shows the word on the virtual display of the future: Pricing strategy

Challenges of Raising Prices

Sales Team Buy-In

“I think our portfolio companies might be hesitant to think about price increases or think about value-based pricing,” Zheng said.

Mooney agreed, calling it the “number one area that’s underutilized” by private equity firms that BluWave supports.

“In part because it gets the most resistance from the portfolio companies, particularly from sales leadership,” he added. “Because it’s really scary if you’re a head of sales and you say you got to raise price.”

Zheng said this is best overcome by generating belief in the company’s products or services.

READ MORE: Sales Pipeline Funnel: Methodology for Businesses

“If you think about the amount of investment that we’re putting in, in an ideal world, your best-fit customers are also valuing what that is and you’re able to get a value-based price for it,” Zheng said. “At the end of the day, it comes back to, if we really feel [that] the types of companies we invest in have great products, great NPS scores, great retention scores.”

Retaining Customers

Related to resistance from the sales team is often a fear that customers will be scared off by a higher price point. And the thought of being the one to share that increase can be daunting.

But once again, belief in the product is a great weapon in this situation.

“What are our product managers and heads of engineering and engineering talent doing? They’re continuing to invest in that product,” Zheng said. “Hopefully we’re able to convey this to the sales team who have to be at the front line to convey it to the customer of like these are not price increases for the sake of price increases.”

Value-Based Pricing

The beauty of value-based pricing is that businesses attract customers who are willing to pay for a superior product. Portfolio companies owned by ParkerGale and like-minded private equity firms aren’t courting bargain hunters anyway.

Zheng said that this high-quality approach “justifies what we think this product actually provides to you. And if you were really looking for the cheapest price, then we wouldn’t be having this conversation because that’s usually not the positioning that we have.”

After all, if the business is working so hard to create a quality product or service, why wouldn’t they expect customers to be willing to pay more?

“We’re going and improving the products and updating the modules and features and all these things,” Zheng said. “Are we on the flip side also making sure we’re getting that value-based pricing from our customers?”

Knowing that pricing isn’t the top priority for their target customers gives portfolio companies more flexibility, dousing the fear of scaring them off.

Data-Driven Pricing Strategies

No matter how much a business believes in its products and services, it can’t blindly adjust its prices and hope for the best. They must make data-based decisions.

One way to do this is by paying close attention to macroeconomic factors.

“We’re thinking a lot more intentionally about pricing and making sure that we’re not just staying flat, we’re looking at what’s going on in the market,” Zheng said.

There are other metrics that can influence a pricing strategy, though. According to Zheng, NPS scores and retention data are strong indicators of whether a business has a “very solid product.”

READ MORE: How To Analyze Sales Data: Tools, Examples, KPIs

For private equity firms, much of this crucial research can be done before a company is ever acquired.

Zheng said that during the commercial due diligence phase, ParkerGale often deploys voice of customer studies to learn what are customers’ top three key purchase criteria. Pricing seldom makes the list.

“Especially when we’re selling enterprise software, these are mission-critical tools and products,” Zheng said. “The customer is not looking for the cheapest one.”

READ MORE: What is Commercial Due Diligence?

In-depth analysis can also help companies learn when they have taken their increases too far, allowing them to adjust back down.

“I would argue if you’re never losing on price, then you’re priced too low. You should be losing a certain percentage of your deals on price,” Zheng said. “But if you can collect the data on the other side, if you’re doing win-loss analysis and calls like that, then you should be able to say, ‘OK, we are hearing now that we have enough actual data, not anecdata, to say we are actually losing on price too much, and so therefore we need to adjust.’”

READ MORE: Voice of Customer Metrics, KPIs, Analytics

Benefits of Pricing Consultants

As meticulous as private equity firms and other top business leaders are about their companies, a world-class pricing strategy often requires world-class help.

Mooney mentioned how underutilized pricing resources are, but that’s not because they’re in short supply.

The Business Builders’ Network is full of pricing experts who work on an industry-specific basis. They know the questions to ask, the data to analyze and the levers to pull to make sure you’re setting prices with confidence.

“We’re in contact with the service providers in our network nearly every day,” Co-Head of Research and Operations Keenan Kolinsky said. “Before clients even reach out, we already know which providers will likely be best suited for their pricing project. That way, we can hit the ground running as soon as we scope a client’s need.”

These third-party resources are experts in segmenting customers, identifying value drivers, developing measurement tools and pricing structures, conducting sensitivity analyses and more.

They’re on standby to help you determine your target customer base’s key decision factors, willingness to pay, preferences and perceptions.

Lastly, they’ll present this information – with speed and accuracy – in a way that’s actionable for your business.

Contact our research and operations team today, and tap into the same invite-only network that the world’s best PE firms – from ParkerGale and beyond – use to set their pricing strategies.

Within a single business day, you’ll be connected to a shortlist of options that will be chosen for your exact situation and vertical.