Case Study: Relocating Finance Leadership

The Situation: Elevating the Finance Function Beyond Reporting

A boutique multi-strategy private equity manager was undergoing a significant strategic shift and needed to relocate its finance leadership from the US to Europe.

Historically, the finance function had been transactional, focused primarily on reporting and payments. However, as the firm grew, it became clear that finance needed to play a more strategic role, including structuring, fund financing, and investor relations.

To achieve this transformation, the firm sought to hire a Europe-based CFO who could provide leadership in financial strategy while ensuring a seamless transition for investors and internal stakeholders.

The Challenge: Finding the Right Leader Without Disrupting Investor Confidence

• The new CFO needed to be more than a financial steward; they had to be a problem solver capable of navigating complex, multi-strategy private equity structures.
• Investor confidence had to remain intact throughout the transition, with no disruptions in reporting quality.
• The firm was evaluating whether to base the CFO in London or in a smaller European city where they had existing operations. They required insights into talent availability, cost considerations, and market dynamics.
• A competitive but sustainable compensation package needed to be structured to attract high-caliber candidates.

Our Approach: A Dual-Market, Data-Driven Search

We conducted a structured hiring process tailored to the firm’s strategic goals:

1. Defining the Candidate Profile: We mapped the market for finance leaders operating at a senior level in similar firms who lacked a clear progression path, making them more likely to move.
2. London vs. Smaller European City Comparison: We ran parallel searches in both locations, assessing differences in candidate availability, salary expectations, and hiring timelines.
3. Testing Variations in Candidate Profiles: In addition to candidates fitting the original brief, we introduced professionals with strengths in investor relations or deep structuring experience to refine the firm’s understanding of the ideal hire.
4. Managing the Selection Process: We facilitated a structured interview process, including initial video screenings and in-person finalist meetings with the co-founders, before advising on compensation structuring and final negotiations.

The Outcome: A Smooth CFO Transition with Strategic Impact

The firm successfully hired a highly experienced CFO who transformed the finance function into a key driver of business strategy. The transition was seamless, with no disruptions to investor confidence, and positioned the firm for continued growth.