Difference Between PEGs and VCs
Here’s Your Master Job Search To Do List:
CHAPTER 3
What Do Lower Middle Market PEGs Seek In SITG C-Level Executive Talent?
CHAPTER 4
Writing Your Indiana Jones Bio
CHAPTER 5
Skin in the Game Job Search Resumes
CHAPTER 6
Four Exhibits of C-Level Hires from Skin in the Game Searches
Resume
Cover Letter
VP Operations Hire
Resume
Cover Letter
VP Sales and Marketing Hire
Cover Letter
CHAPTER 7
Organizing Your References Before Launching a Skin in the Game C-Level Job Search
Dealing with Problem References and an Inconsistent Job History
CHAPTER 8
Perfecting Your Three Minute Personal Elevator Pitch
Become a Member of LinkedIn
CHAPTER 9
Jim’s Master List of M&A Professionals
CHAPTER 10
Skin in the Game PEG 1st & 2nd C-Suite Job Interviews
Preparing for a PEG C-Level Job 1st Interview from Networking Referral:
SITG CEO Candidate: Harvey Goldstein
SITG CFO Candidate: Bruce Clayborn
SITG COO Candidate: David Ritter
SITG VP Sales and Marketing: Randall Swanson
Exhibit Items to Bring to your PEG Interviews in your Multi-packet Portfolio
Face-to-Face Generic SITG C-Level Job 1st Interview with a PEG Partner
The SITG C-Level Job Candidate’s Suggested 1st Interview Questions for the PEG Partner
CHAPTER 11
From the Job Offer to Being Hired
Negotiating Your SITG C-Level Job Offer
Let’s Review an Actual SITG CEO Job Offer
CHAPTER 12
INTRODUCTION
BY JIM GILREATH
During more than 40 years of national C-Level retained search consulting, I developed a unique and successful hiring model that was well received by my lower middle market and middle market Private Equity Group (PEG) clientele. I only presented qualified and interested skin in the game C-Level candidates for my PEG retained searches. They all had to satisfactorily pass through my meticulous screening and coaching process. Each finalist C-Level candidate would be required to provide me with certain documents for the PEG client’s information package. Each finalist SITG (skin in the game) search candidate and I collaborated together to produce an impressive three ring binder on the candidate. It was titled “Highly Confidential Information File on John Wxyz” for the client’s eyes only. Specifics are in my book, Skin in the Game.
One of my long-term PEG SITG search clients explained that once they reviewed a typical candidate binder from me, typically the search candidate was 80% hired. There was some pushback from finalist C-Level SITG search candidates, especially CEOs, about submitting 9-12 of their key references for me to check, even before they met my PEG clients. I would explain the reasoning behind my completing this part of my hiring system, how it has made the difference between many past successful hires.
Unfortunately, these highly confidential reference checks also can uncover good reasons that this SITG search candidate isn’t a good enough match and they are eliminated. Of course now with LinkedIn, it’s open house on calling anyone connected to a C-Level search candidate with or without the candidate’s approval. I always write in my SITG retained search agreement with our PEG client that no unauthorized reference checking is allowed by myself or the client.
“Skin in the game” was a term attributed to Warren Buffett, the famous multi-billionaire investor. He was known to publicly advise executive insiders to buy stock in a company they were running or helping grow profitably. Their skin in the game was the amount of their own money used to buy some of that stock
The majority of my SITG C-level hires haven’t had any previous experience working for a company owned by a PEG. These C-level hires had never bought stock in their company until I placed them. Typically these SITG hires had to have
