About the author: Gareth Whalley is a Managing Director at Robert Half’s executive search division, specialising in retained search for C-suite and senior leadership roles across finance, technology, human resources, marketing, sales, and executive management in Australia and New Zealand. His approach is defined by deep market insight, strategic thinking, and a genuine commitment to aligning leadership capability with business transformation.
With a career spanning multiple countries, Gareth has more than twenty years of experience in human capital, executive search, and recruitment. He partners with mid-market to enterprise organisations - many of them private equity-backed or undergoing significant change - to place senior leaders who can drive growth, lead through complexity, and deliver measurable impact.
Frequently Asked Questions (FAQs)
What is private equity executive search, and how does it differ from regular recruiting?
A private equity executive search involves partnering with an executive search firm like Robert Half.
The benefit of a firm like Robert Half is that they hold deep private equity expertise.
Unlike regular recruiting, an executive search firm works with businesses to connect them with leaders who drive measurable results and long-term success. As specialists in executive search, the team can provide access to executives who are already PE-ready.
Their expertise is your advantage, serving to reduce mis-hire risk and accelerate momentum from day one.
What qualities should a private equity executive have?
While private equity executives need a variety of qualities, three traits can elevate the most successful leaders.
These include:
Operational agility
Strategic alignment with investor goals
Resilience in ambiguous or pressured environments
Should private equity firms use executive search firms or hire internally?
Executive appointments shape the direction of every organisation, whether it’s building a Board, planning C-suite succession, or elevating director capability.
While the mode of hire is entirely up to the organisation, it can’t be understated that there are major benefits to engaging an executive search firm.
As an example, Robert Half is Australia’s trusted executive search and recruitment firm, connecting organisations with senior leaders and C-suite talent who drive transformation and growth.
Our focus is simple: to connect you with leaders who drive measurable results and long-term success.
What are key steps in the private equity executive hiring process?
The private equity executive hiring process should be based on a repeatable, efficient hiring framework aligned with PE timelines and exit goals.
All businesses need to reframe how executives are assessed.
This starts with looking at more than just a resume - vetting private equity executives for their mindset and value creation ability is pivotal.
A key step in the process is vetting candidates not only for what they’ve done, but also for how they think.
Explore ways to test their understanding of value drivers, capital trade-offs, and execution sequencing. The most telling conversations will expand on how results were achieved. You want your candidate to expand on what decisions were made under pressure, where value was unlocked or protected, and how they adjusted when the original plan failed.
Interviewing should be more rigorous and practical than in other industries. Think scenario-based interviews that walk candidates through real investment challenges, compressed timelines, or board-level dilemmas. This technique is critical as it allows you to observe the candidate’s decision-making capacity in real time.
Ideal responses should be targeted, focusing on pace, accountability, and delivery rather than general leadership style.
Considered tactics shouldn’t stop at the interview. Once hired, ensure that your onboarding process is deliberate and fast. To increase the chances of early impact;
Set clear 30-, 60- and 90-day expectations.
Provide early exposure to the board. And,
Secure explicit alignment on the investment thesis.
How do private equity firms assess cultural fit?
As discussed above, private equity firms assess cultural fit by testing how executives operate under pressure (not by how well they align with corporate values statements).
Ultimately, in PE, cultural fit is less about harmony and more about execution intensity and ownership mindset.
What mistakes do private equity firms make when hiring executives?
A key mistake private equity firms make when hiring executives is failing to spot the signals that an executive is not PE-ready.
Some of the most common red flags include:
Over-indexing on strategy, under-delivering on execution.
Discomfort with pace and urgency.
Misalignment with the investment thesis.
Resistance to scrutiny and accountability.
Over-reliance on consensus.
Inability to translate insight into action.
Strained relationship with the board or PE sponsors.
How do you choose the right executive search partner?
Look for proven PE experience.
Assess how they vet for PE readiness.
Prioritise market access over process.
Check their ability to move fast without sacrificing rigour.
Ensure they act as advisors, not vendors.
