In the world of executive search, a “team build” is a strategic approach to assembling a cohesive group of executives for a single company, often under time constraints. We see it as an essential strategy in our work with private equity sponsors and their portfolio companies. When a sponsor has taken on a new portfolio company, time is of the essence. That means effective value creation plan execution needs to take place as quickly as possible. In a market where businesses need to operate their way to value, our clients move quickly in getting the right personnel in place across the organization.

Whether it is augmenting the area of key leaders in the business through strong SVPs or VPs, or the up-leveling of key functions across the C-suite, sponsors are looking to move quickly on multiple roles within the first few months of the hold period. A team build allows the company and sponsor to fast track the hiring process. Compared to traditional searches that fill one role at a time with significant gaps in between, a team build brings together leaders who are aligned or complementary in strategy, culture, and capabilities, whether across the C-suite or within specific functional areas. We have conducted more than 30 team builds over the years, resulting in leadership teams that not only were quickly assembled, but also strategically aligned and ready to hit the ground running.

How Our Unique Specializations Optimize Team Builds

When it comes to hiring for leadership roles, speed is crucial—unfilled executive positions can cripple a company’s ability to execute its strategy, seize market opportunities, and stay ahead of competitors. Vacancies at the top levels of leadership create gaps that slow down decision-making, disrupt operations, and erode organizational momentum.

Our unique focus not only accelerates the hiring process but also ensures a cohesive and effective leadership team from day one when partnering with Bespoke on your team build. By moving quickly and deliberately, we help companies avoid the pitfalls of slow searches, such as mismatches, lost opportunities, and operational disruptions. We also know better than anyone else how specific candidates could mesh and complement one another in a team. In one recent instance, we strategically paired a CEO known for their visionary innovation with a CFO and COO who brought strong financial management and disciplined operational execution to the table. This combination allowed the team to turn ambitious plans into concrete results and showed how complementary skills can come together to form a cohesive leadership team with impact.

Deep Knowledge in the VP/SVP Space

One area in which the right search partner can provide significant value in a team build is in its prior knowledge of VP and SVP talent pools. These roles often serve as a talent pipeline for C-suite positions. Our expertise in identifying and vetting strong #2 candidates ensure they not only support but significantly amplify the effectiveness of C-level placements. A strong #2 provides leverage to the organization, allowing the C-suite to spend more time focusing on strategy, implementation, and execution. This results in expediting of time-to-value for the business. By placing high-caliber #2 executives who directly contribute to the success of C-suite leaders, we ensure they complement and enhance the capabilities of C-level executives. For example, a well-vetted VP of Operations can streamline processes and boost operational efficiency, enabling the CEO to concentrate on strategic growth. This targeted support accelerates C-suite impact and ensures a cohesive leadership team aligned with the company’s strategic goals.

Author:
Matt Sommi
Senior Vice President

Based in Philadelphia, Matt helps lead Bespoke’s client engagement  efforts across the firm’s suite of services.

Prior to joining Bespoke, Matt spent 8 years in research and business development at GLG, supporting private equity due diligence efforts and building relationships with GLG’s middle market private equity firms.