the candidate is a dynamic interviewer saying all the right things. A significant number of C-Level executive job interviewers include those that are unqualified, surly, or simply incompetent. In certain cases I have asked to sit in on the candidate’s interview with the hiring authority to try to keep the interview process on track and productive. Fortunately none of my referred candidates were allowed to interview with our client PEGs before undergoing significant reference checks and credentials screening.
To counter this major hiring problem, I offer our PEGs a complete turnkey hiring process. I do the dirty work myself. I handle everything from getting the Non-Disclosure Agreement (NDA) signed to producing a life bio on each candidate (later named the Indiana Jones Bio). I verify the candidates’ academic degrees and certifications. Almost every search turns up at least one phony MBA or a candidate omitting a past job or two from their resume. I have each search candidate rate themselves from one to ten on their degree of qualifications for the key aspects of the C-Level job for which I am screening them. I complete a written interview of twenty-five questions for each candidate to answer, and I do all the major reference checks in writing before any candidate’s information binder is sent to our client. The end result has been an average of four search candidate binders referred per completed search assignment. My successful hire completion rate has been in the ninetieth percentile over the past twenty-eight years.
Why am I describing my search process to you? Because I am applying my proven due diligence C-Level job search approach to your successful pursuit of a skin in the game job.
Occasionally, PEGs will complain that they didn’t know what to ask my candidates in a face-to-face interview after reviewing an SITG candidate’s 3 ring binder from me. My philosophy is the more details a client is presented about my candidates, the better their hiring decisions.
This book will help you better manage your skin in the game job search process. Remain motivated, focused, humble, and courteous to all, especially anyone in a position to be of help to your ultimate job search goal. There are untold numbers of competitor job seekers after the same jobs you are seeking. Become a well-prepared, organized, and confident “evidential” skin in the game candidate loaded with your due diligence backup. Too often, many potentially good C-Level executive hires are inadvertently sabotaged by someone on the hiring authority’s interview team. These saboteurs have no real stake in the hiring outcome and often go with their gut reaction to a candidate. Many times the latter interviewer is a board member, trusted friend, or someone in charge of another business owned by this PEG. Often such a person doesn’t even have a copy of the C-Level job specs. You will be ready if that happens if you follow my preparation advice before interviewing. If you do the work, you’ll see positive results.
Let’s say you are a senior executive seeking the right skin in the game job opportunity. You’re impatient, you want action. You want a steady flow of networking meetings, job interviews, and SITG C-Level executive type job offers. You are ready to write your equity check, start working, and lead your team, producing results towards your upcoming liquidity event. Okay, I hear you loud and clear. Let’s get started now!
HERE’S YOUR MASTER JOB SEARCH TO DO LIST:
If you lack a home office then rent an inexpensive, established, private temp office set up with a receptionist, desk, file drawers, computer, email, fax, and long distance phone with voicemail.
Write your Indiana J. (optional), especially if you haven’t looked for a job in many years. Your IJ Bio should help strengthen your interviewing skills and your resume whether you have it done professionally or do it yourself.
Write your powerful, influential resume reflective of your credentials, results, contributions to company growth, sales, profits, and functional title(s). Instead of listing just responsibilities, mention obtained results. Avoid adjectives. Provide data, key performance indicators (KPIs), performance measures you tracked, critical key metrics achieved such as EBITDA, and sales growth. Keep the PEG hiring authority target for your resume in mind (see chapter 5).
Write a focused, influential, persuasive cover letter (see chapter 5).
If you want expert help writing your resume, check out the three qualified and proven professionals I recommend in chapter 5 and select one to best assist you with your resume and cover letter (mention that I referred you).
Select references that you have worked with and for, and mail them your resume to obtain reference letters from them. Ask for at least a paragraph on their letterhead confirming any of your accomplishments stated in your resume that they can verify (see chapter 7). Most PEG clients I have represented view typical reference checks with a grain of salt. Exceptions would be other PEGs that employed my clients and people known to my clients. My approach to references has been successful through trial and error for over twenty-five years. It’s based on you producing a people profile who know you professionally and are authoritative within their company. Even list those individuals you might prefer the PEG not to contact for reasons discussed later. For many skin in the game job seekers, chapter 7 may be the most difficult chapter to emulate.
Set up your LinkedIn profile (see chapter 8).
Are you consulting part time while seeking skin in the game job opportunities? PEGs often engage specialist consultants on projects that can lead to full-time opportunities. Make up and order 100 inexpensive tasteful consulting brochures and business cards (see chapter 10).
Prepare your presentation portfolio for PEG meetings. Order a dozen Esselte Oxford Poly 8-Pocket Folder-Letter Size (see chapter 10).
Rehearse your three minute personal elevator pitch (see chapter 8).
Organize your networking plan (see chapter 6).
Order 500 business cards with your name, address, city, state, zip, your email, cell phone, and home phone (with 24/7 voicemail capability) on the front. On the reverse side print your skin in the game function and whatever industry or industries you are focusing on.
Do your research for targeted middle market PEGs to contact and targeted PEG portfolio companies in industries your background matches (see chapter 9).
Once you’re ready for a job offer, check out chapter 11.
Conclude your to skin in the game job search (see chapter 12).
Maybe you are one of the lucky ones who is a graduate of a branded school with high class rankings and have your MBA. You are employed with no job history gaps and you have the right connections, a dynamite resume, and you interview famously. If there is a PEG with a SITG C-Level job match for you, congratulations; you will be hired. For the rest of you, this book will help you get there if you are interested, qualified, and can actually do the SITG C-Level job well. The advice I offer in this book will definitely help you if you’re willing to do the work. Good luck!
CHAPTER 3
WHAT DO LOWER MIDDLE MARKET PEGS SEEK IN SITG C-LEVEL EXECUTIVE TALENT?
Working for a lower middle market private equity firm as a skin in the game portfolio company CEO is not for everyone. It involves surviving due diligence prior job screening by the PEGs. In these weak economic conditions that are dampening the current job market in many industries, there is keen competition for every skin in the game CEO opportunity. There is a significant increase in PEGs hiring through their M&A network and social media sites because of the glut of good talent available
