Being qualified for a role and getting hired for it are two separate challenges. Many PE-backed portfolio companies pass on executives not because they lacked the experience, but because of how they handled the interview process.
Our partner firm, Falcon Partners, has completed more than 750 assignments for 60+ different private equity sponsors, including over 30,000 candidate interviews. That volume of data points to a consistent pattern: the executives who land offers are the ones who understand what each stage of the process is actually testing for.
A PE-backed executive search involves a structured, multi-stage evaluation involving the recruiter, the private equity firm, and the portfolio company’s leadership, each with a different mandate. Understanding that structure can help keep strong candidates from getting eliminated for reasons that have nothing to do with their qualifications.
Phase 1: Demonstrating Your Qualifications
This is the initial screen, typically run by a recruiter, either in-house at the PE firm or from a third-party search firm. The format varies: email, a LinkedIn message, a phone call, or a video conversation. The goal at this stage is to establish whether there’s real alignment between your background and the role, quickly and honestly.
At this stage, recruiters want to understand your interest level and reasoning for considering the move, your compensation expectations, your availability, and any geographic constraints. Coming prepared to discuss these items keeps conversations efficient and signals your readiness.
One thing that trips up otherwise strong candidates here...