CFO

Client / Mandate complexity

The client initially wanted a first-time CFO with specific real estate experience. After mapping the market and presenting the available talent, we advised on the likely profile of candidates they could attract. This led the client to adjust the brief toward a broader CFO/COO role, giving the business greater operational bandwidth while remaining within the same budget.

Constraints or sensitivities

This was the first time the partners had hired a CFO. They wanted someone who could strengthen and improve the function. We worked closely with the leadership team throughout the process, helping them think through the profile required and guiding them toward a candidate who would be the right long-term fit for the business.

Market mapping and intelligence

We initially mapped candidates both within their direct competitors and across the wider market. Then, through this work, it became clear that the available profiles did not fully meet the partners’ expectations. As a result, the brief was revised to a combined COO/CFO role, focusing on a more commercial leader who could broaden the impact of the position across the business.

Candidate evaluation process

We used Hogan assessments through our talent advisory practice as part of the evaluation process. The results were shared with the leadership team and later extended across the wider management group, giving the firm a clearer view of cultural fit and any potential risks. This was supported by in-depth interviews and detailed referencing, providing a thorough level of due diligence before the final appointment.

Successful placement details

The successful candidate brought experience from both sides of the market. They had worked within a portfolio company, giving them direct operational exposure to real assets, and had also held a role at a competing GP. This combination meant they understood both the investment perspective and the underlying operating businesses, which proved valuable for the firm.