Replacing a Transformational People Leader in a High-Stakes PE Environment

People & Culture | Private Equity-backed SaaS Business

“This is by far one of the most effective private equity search processes I have ever seen. Redgrave led an exemplary search for us, moving quickly and with real precision. Every candidate we saw was on-brief and high quality, giving us real confidence we had found the right person.”

John Petter, CEO, Zellis

Following a successful secondary private equity transaction, our client was entering a critical new phase of growth under its new PE ownership. At the same time, the business’s highly regarded Chief People Officer, instrumental in leading the prior transformation, was stepping down.

The challenge extended beyond replacing a high-performing predecessor. The business was now preparing for an equally ambitious and demanding period of scaling: including international expansion, M&A, continued transformation and maturation of the business and culture across the group.

Finding a People leader who could build on the high bar already set, while also navigating the expectations of new investors and shaping the next chapter of growth, was critical.

Although introduced via referral, this was a competitive pitch, and urgency was essential. We moved fast, presenting concept candidates within days, demonstrating our understanding of the brief and ability to deliver at pace.

The first candidate we introduced from our network, just two weeks into the search, ultimately went on to be the successful hire.

However, we ensured the client met a diverse and high-quality shortlist, several of whom were considered outstanding and highly appointable candidates. This gave the business the confidence to benchmark effectively, understand the market, and build alignment around the final decision.

The preferred candidate came from outside the PE ecosystem. Knowing the nuances this entailed, we worked closely to ensure a full understanding of the cultural, commercial, and stakeholder dynamics that come with PE ownership. Drawing on our own experience in the PE space, we provided insight and support throughout the process and beyond appointment.

– Time to hire: The process took less than 12 weeks from kick-off to offer acceptance, with the successful candidate in the role four months after instruction. – Outcome: A smooth transition in a critical, high-impact leadership role. – Impact: The new Chief People Officer has quickly transitioned into the role, bringing both cultural alignment and commercial impact in a pivotal period for the business.

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