For Private Equity & Operating Partners
75 % of CEOs are gone within two years of a change of control.
This isn’t an HR issue. It’s your IRR. An unplanned CEO exit costs 46 points of return on average — and the value of a leadership hire shows not on the day of signing, but 18 to 24 months later. I turn leadership risk into a hard number before signing, not an assumption.
The core narrative
The Talent Triangle
Search, Assessment and Transition aren’t a portfolio of three separate services — they’re one job. Connected across the entire deal lifecycle: from management due diligence before signing, through the value-creation phase, to exit preparation.
Deal
Lifecycle
Search
before signing
Assessment
value creation
Transition
to exit
Onboarding as a value lever
Leadership becomes measurable and steerable across the deal lifecycle
Understand the person. Read the environment. Reach the goals. A diagnostically grounded model in three phases — a different focus at each stage, but one interface instead of many providers.
- Baseline analysis and expectation-setting with management, team, board
- AON assessment (Hogan for complex cases)
- A defined 100-day corridor
- Deliverable: 30/60/90-day and 100-day report
- Embed a PE-compatible leadership style
- AON/Hogan as a development map
- Build the second tier of leadership
- Prioritisation, optional external coaching
- Stabilise leadership
- Embed PE logic into routines
- Transfer diagnostics into day-to-day
- Prepare for growth and exit
The network behind it
No logo graveyard — each partner carries a corner of the triangle
Cross-border, with a consistent assessment framework across all portfolio sites. One interface instead of many providers.
HRS Advisors
Psychologist-led interpretation instead of tests. Leadership measured against future need, not today’s status — Hogan-certified, scientifically grounded.
Finland / Europe
Careertopia
The digital layer of transition: AI-supported outplacement and career intelligence, scalable across the DACH region.
Germany / DACH
PRAXI Alliance
35+ countries, consistent quality across portfolio sites — the public trust signal for cross-border mandates.
Europe / Global
About
14 years of executive search have shown me: the difference between people who give up and people who deliver rarely lies in IQ. It lies in endurance.
Endurance sport isn’t a hobby at the edge of my CV — it’s lived proof of leadership under pressure. What I look for in candidates and develop in leaders, I train myself, every day.
The public sector too
Leadership gaps aren’t only a PE problem
Municipalities and public bodies face the same question as portfolio companies: find the right leadership before the gap becomes a risk. As Race Director and division head in Hamminkeln, I know the structures from the inside.
Where does your portfolio stand?
Whether you’re hiring someone, guiding someone out, or need to know who you have — a confidential conversation clarifies where leadership risk sits in your deal. 45 minutes, no pitch.