Recruiting Best Practices: Back-Channeling Provides Comprehensive Executive Vetting

by Eric Walczykowski | Oct 8, 2024 | Blog, Recruiting Best Practices

Recruiting Best Practices: Back-Channeling Provides Comprehensive Executive Vetting

Authored By Eric Walczykowski

Back-channeling is a reference technique that sparks controversy. But it is absolutely essential when you are hiring mission-critical senior executives.

This is especially true in the private equity sector, where a mis-hire can derail value creation and put the investment thesis at risk.

For private equity firms, getting the right executive in place is non-negotiable, and back-channeling plays a crucial role in ensuring that the person who interviews well is also the right person to show up for work.

Part 4:

The New Recruiting Best Practices Blog Series

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TODAY:

Back-Channeling for Comprehensive Vetting

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Recruiting Firm Fees & Search Outcomes

Back-Channel Early and Often

Back-channeling goes beyond the resume and the interview. It’s talking to people who worked with executives at previous companies but who the candidate has not named as formal references.

It’s about digging deeper to understand who a candidate really is—how they work, what they contribute, and whether their cultural ethos aligns with the company they’re being hired to lead.

At Bespoke Partners, we don’t just dabble in back-channeling; we’ve turned it into an art form, running an average of eight back-channels per candidate to validate their fit for the role.

Why Back-Channeling Matters

Beyond the Resume:

Resumes and interviews only tell part of the story. A candidate might present well in a formal setting, but it’s through back-channeling that we can verify their true impact, leadership style, and how they interact with others in the workplace.

Ensuring Cultural Fit:

Cultural fit is as important as technical expertise, especially in leadership roles. Back-channeling helps us confirm that the culture and ethos a candidate projects in an interview match what they’ve demonstrated in previous roles.

Validating Contributions:

It’s not enough for a candidate to claim success; back-channeling allows us to verify that their contributions were real and significant. This step is crucial in ensuring that the person we place can genuinely deliver on what they promise.

How Bespoke Partners Employs Back-Channeling



Comprehensive
Checks

We typically run eight back-channels for each candidate. These are in-depth conversations with people the candidate has worked with in the past—peers, subordinates, and even clients. We expect at least one of these to be controversial or negative, which is to be expected when someone has been in leadership and has had to make tough decisions.



Proactive Issue
Management

When a back-channel raises concerns, we don’t shy away from it. Instead, we use this information to guide further discussions with the candidate and the client, ensuring that any potential issues are fully explored before a decision is made.



Building Trust

For both companies and candidates, back-channeling is an opportunity to build trust. It ensures that by the time an offer is made, both parties are confident in the fit, preventing late-stage surprises that could derail the process.

Examples of Back-Channeling in Action

Validating Leadership Style

In one search, back-channeling revealed that a candidate who presented as a collaborative leader had, in fact, clashed with their previous team. This insight allowed us to have a candid discussion with the candidate, ultimately leading to a mutual decision that the role wasn’t the right fit.

Confirming Cultural Alignment

For another client, back-channeling confirmed that a candidate who seemed like a perfect fit on paper had consistently fostered a positive, inclusive culture in their previous roles, leading to a successful placement that has since driven significant growth for the company.

At Bespoke Partners, back-channeling isn’t just a box to tick—it’s a critical component of our process that ensures we get it right.

By back-channeling early and often, we’re able to confirm that the candidates we present are not only qualified on paper but are also the right fit for the company’s culture and strategic goals. This meticulous attention to detail is why our placements have a 95% success rate, with executives staying in their roles for at least two years.

Bespoke Partners Named in Top 10 of the “Top 49 Retained Executive Search” 2-Years Running by C-Suite CV Secure.

top 49 search firms 2 years in a row - bespoke partners

Author:
Eric Walczykowski
Chief Executive Officer

Eric is passionate about building high-performing teams that value doing their best, working together, overcoming adversity and learning.

As a proven growth executive, Eric has served as CEO, President, Board Member, Investor and Advisor for technology companies that achieved over $4.5B in successful exits.

Eric brings to Bespoke Partners significant professional services experience from Deloitte and Andersen, as well as the high-growth client executive perspective for private equity-backed technology companies.

Eric earned an MBA from the Kellogg School of Management at Northwestern University and a BS in Business from Fresno State University.

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GTM Leadership Trends: Exploring Compensation, Leadership Changes, Global Expansion

by Eric Walczykowski | Oct 3, 2024 | Blog

GTM Leadership Trends: Exploring Compensation, Leadership Changes, Global Expansion

Authored By Eric Walczykowski

As global expansion becomes a key strategy for businesses, the talent landscape is evolving alongside it. Companies across industries are focusing on the right go-to-market (GTM) talent to lead this expansion, both in the U.S. and abroad. Bespoke Partners has been closely tracking these trends, and our recently published GTM Talent Report sheds light on the challenges and opportunities in the space.

I recently sat down with Peterson Loftin, Bespoke’s new partner in the GTM Leadership Recruiting Practice, to get his insights on international expansion, market timing, and compensation trends. Peterson’s experience and perspective provide valuable takeaways for companies navigating the current GTM talent landscape.

Here’s a recap of our Q&A.

Peterson:

When selling into end markets, it’s crucial to understand both the role of your product and the needs of your customers. Are you offering something essential—like a painkiller—or more of a ‘nice to have,’ like a vitamin? This distinction matters because in tighter economic conditions, businesses will cut non-essential items first. Identifying whether your product solves an immediate, pressing problem or simply enhances convenience can guide your strategy.

Eric: Compensation always plays an integral role in attracting top talent. Any trends you’re seeing in GTM compensation?

Peterson:

When it comes to compensation, there are notable differences between customer/marketing roles and revenue/sales roles, even though they all fall under the broader GTM umbrella. Generally, you can expect to pay more for Chief Revenue Officer (CRO) and Chief Sales Officer (CSO) roles. For a CRO, around 50-60% of their compensation will come from a base salary, with the rest made up by bonuses. In contrast, Chief Marketing Officers (CMOs) typically see around 75% of their compensation as base salary and 25% in bonuses. We tend to see that the base salaries for these roles may not differ significantly, but the real difference lies in the bonus size, with revenue-focused roles commanding much larger performance-based incentives.

Eric: That makes total sense. We always advise our clients to align the compensation structure to the goals and strategies related to the role. I’m curious, what do you feel are the key elements of a successful and efficient executive search strategy?

Peterson:

It’s essential to align all stakeholders before launching the search to ensure a clear, agreed-upon interview process and evaluation criteria. In today’s competitive market, top candidates are often juggling multiple opportunities, so efficiency is key. A well-defined process from the start helps keep them engaged. On the flip side, introducing new steps or changing expectations midway can lead to frustration and lost interest, making it harder to secure the best talent. Consistency and clarity throughout the process are key to securing top-tier talent.

Download the Report

The Right Leadership for Global Growth

What stands out most from this discussion is how essential the right leadership is for global growth. A great product is important, but it’s the leaders who can navigate new markets and set the strategy in motion.

Bespoke Partners Named in Top 10 of the “Top 49 Retained Executive Search” 2-Years Running by C-Suite CV Secure.

Learn More About the Go-to-Market Leadership Practice

Bespoke’s Go-to-Market Practice places Sales, Marketing, Customer Success and other revenue- and growth-driving leaders.

About Bespoke Partners

Bespoke Partners is the largest recruiting firm solely focused on software and SaaS companies, and we specialize in firms backed by private equity sponsors. Bespoke Partners can help companies seize emerging opportunities by staying ahead in the software and SaaS leadership market.

Connect with Bespoke Partners to learn more:

Author:
Eric Walczykowski
Chief Executive Officer

Eric is passionate about building high-performing teams that value doing their best, working together, overcoming adversity and learning.

As a proven growth executive, Eric has served as CEO, President, Board Member, Investor and Advisor for technology companies that achieved over $4.5B in successful exits.

Eric earned an MBA from the Kellogg School of Management at Northwestern University and a BS in Business from Fresno State University.

Outside of work, Eric enjoys spending time with family, coaching baseball, travel, attending live events and sipping good wine.

Featuring:
Peterson Loftin
Partner,
Go-to-Market Practice Expert

Peterson Loftin is a Partner in the Go-to-Market Leadership Recruiting Practice with Bespoke Partners.

Based in Los Angeles, Peterson joined Bespoke Partners in 2024 after a decade focused on private equity executive recruiting. He is a seasoned leadership consultant with an exceptional track record of enhancing team leadership and business outcomes for portfolio companies.

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From Deal Flow to Talent Flow: A Q&A with Vivek Batra of Alphaskill

by Eric Walczykowski | Oct 1, 2024 | Alliance, Blog

From Deal Flow to Talent Flow: A Q&A with Vivek Batra of Alphaskill

Authored By Eric Walczykowski

As private equity markets in Europe show renewed activity, firms are focusing on aligning talent with their investment strategies. Success hinges on having the right leadership to navigate deal complexities and execute growth plans.

I recently spoke with Vivek Batra, Managing Partner at Alphaskill. Our firms share a commitment to client success via executive search—Bespoke’s expertise in the US and Alphaskill’s network across Europe. In this conversation, we cover the market, challenges of securing top-tier talent, and strategic leadership in new markets.

Below is a summarized Q&A of my conversation with Vivek.

Eric: Let’s start by introducing Alphaskill. How would you describe your approach to executive search, and what’s your current focus in Europe?

Vivek: Alphaskill is deal-centric—we focus on working with private equity firms, primarily mid-cap, and we operate out of three European offices: Munich, London, and Paris. Our approach is unique because we provide deal advisory services alongside executive search. We partner with PE firms as they evaluate deals, offering talent solutions that give them a competitive edge. We handle C-suite searches post-deal, much like Bespoke, with a focus on placing executives that drive value. Private equity firms demand urgency, and we’ve built our process to deliver on that need.

Watch Eric’s interview with Vivek!

Watch the Interview

Eric: How do you see the current deal environment in Europe?

Vivek: The first half of 2024, and the latter half of 2023, were slow for deal flow, but we’ve started to see an uptick. Europe takes longer summer breaks, but even with that, we’ve closed deals consistently over the past few months. The stabilization of interest rates, and their decline in the UK, has noticeably shifted market sentiment. As firms grow more confident in the current economic landscape, deal activity is picking up. The pipeline continues to build, and we expect this momentum to persist as companies move forward with renewed assurance.

Eric: In the US, we’re seeing executives being more scrutinous about making moves because many are tied up in deals that are either in process or just about to start. To me, that’s a promising sign for deal flow, especially now that the cost of capital seems to have topped out. Are you seeing similar trends in Europe?

Vivek:

Absolutely. CFO searches remain some of the toughest for us, and that’s because CFOs with proven exit experience are in high demand. Many of the best candidates are still engaged in their current exit processes, which makes it harder to find top-tier talent available for new roles. That said, we’re seeing more CFOs preparing for upcoming exits, which gives us hope that there will be more movement in the near future as these exits come to fruition.

Eric: One of the areas where we’ve been getting a lot of inquiries from our European clients lately is around US country manager searches. Why do you think this role is becoming so crucial for European firms looking to expand into the US market?

Vivek:

Many European firms are looking for go-to-market (GTM) subsector advisors, even at the pre-deal stage. The US represents the largest technology market globally, and for many European private equity firms, entering the US is a central part of their investment thesis. Success in the US not only offers the opportunity to scale but also brings significant recognition. A product that succeeds in the US gains credibility on a global level. The US market is both highly competitive and of exceptional quality, and breaking into it can open doors to further international growth.

Eric: Why do you think having a US firm handle the country manager search is so important?

Vivek:

We’ve invested heavily in building domain expertise and networks in our core European markets, but to succeed in the US, it takes that same depth of expertise. The US is a vast, complex market, and it requires deep sector knowledge and a real understanding of local candidates. That’s why having a partner like you is so critical—you have the talent due diligence, sector relevance, and private equity focus that aligns with what we’ve built in Europe.

And while both sides may speak English, the cultural and regional differences in the US are huge. You need people on the ground who know how to navigate them. This is why we’re excited to partner with Bespoke.

Eric: In your experience, what’s the difference between hiring a sales leader versus a general manager for the US?

Vivek:

It comes down to the investment thesis and long-term strategy. If you’re looking to establish a solid foundation for growth, a general manager with strategic acumen is the better choice. They can set up operations, manage resources, and build a balanced leadership team. On the other hand, if the focus is solely on breaking into the market, a standout sales leader with a GTM track record will serve the role well.

Eric: How important is leadership when building bridges between headquarters and new markets?

Vivek:

Leadership is key. Whether it’s a GTM executive or a general manager, you need someone who can manage the relationship between the headquarters and the new market. This involves understanding the nuances of the local market, maintaining strong communication ties, and leveraging the resources of headquarters to drive growth.

Eric: Finally, what advice do you have for private equity firms entering new markets?

Vivek:

Think big, start small, and scale fast. It’s crucial to have a clear strategy, but you also need to stay agile and learn from the market as you go. Really understand what you’re trying to achieve by entering a specific market and base your KPIs on those goals. Each market has its own dynamics and finding the leadership who can do all three—think big, start small, and scale fast—is critical. That’s where we come in, helping you find the right leaders to guide this process effectively.

Securing the Right Leadership is Critical

From my conversation with Vivek, it’s clear that securing the right leadership is critical for private equity firms looking to expand and thrive in new markets. Together, Alphaskill and Bespoke are uniquely positioned to deliver top-tier talent enabling clients to capitalize on opportunities across both Europe and the US.

Bespoke Partners Named in Top 10 of the “Top 49 Retained Executive Search” 2-Years Running by C-Suite CV Secure.

About Alphaskill

Alphaskill is a specialized Private Equity Advisor & Executive Search Firm, that creates and cultivates productive relationships between Private Equity Investors and industry-leading CEOs, CFOs and Non-Executive Board Members.

Connect with Alphaskill to learn more:

About Bespoke Partners

Connect with Bespoke Partners to learn more:

Author:
Eric Walczykowski
Chief Executive Officer

Eric is passionate about building high-performing teams that value doing their best, working together, overcoming adversity and learning.

As a proven growth executive, Eric has served as CEO, President, Board Member, Investor and Advisor for technology companies that achieved over $4.5B in successful exits.

Eric earned an MBA from the Kellogg School of Management at Northwestern University and a BS in Business from Fresno State University.

Outside of work, Eric enjoys spending time with family, coaching baseball, travel, attending live events and sipping good wine.

Featuring:
Vivek Batra
Managing Partner,
Alphaskill

Vivek Batra is a Managing Partner at Alphaskill and has built their UK Practice.

He has a long international career in the Consumer, Retail and eCommerce sector, where he held various CEO/COO and NED roles in Private Equity portfolio companies in Germany and Benelux.

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Precision in Search: How Data-Driven, Top-Down Executive Search Approach Redefines Recruiting

by Eric Walczykowski | Sep 26, 2024 | Blog, Recruiting Best Practices

Precision in Search: How Data-Driven, Top-Down Executive Search Approach Redefines Recruiting

Authored By Eric Walczykowski

When I first entered the executive search industry, I was struck by how the process was typically handled—a bottom-up approach that relied heavily on networks and gut feelings.

Recruiters would start with a small pool of known executives, build a scorecard, and then see who might fit.

But I believed there was a better way.

What if we started from the top down, with the entire universe of possible executives, and used data to filter down to the ideal candidate?

Part 3:

The New Recruiting Best Practices Blog Series

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TODAY:

Data-Driven, Top-Down Search

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UP NEXT:

The Art of Back-Channeling

This vision became the foundation of Bespoke Partners’ data-driven, top-down search methodology, a strategy that has propelled us to become the premier software executive search firm in North America.

This process is why we boast a 95% success rate, an average of 95 days to close a search, and an 82% executive conversion rate.

The Indexed Universe: 610,000 North American Software Executives

When I began at Bespoke, we had a network of just 11,000 software executives. Today, that number has grown to over 610,000. We’ve indexed the industry, creating a proprietary database that covers nearly every software executive in North America.

This comprehensive database allows us to take a top-down approach to search—starting with the universe of possible candidates and filtering down based on real-time data against the scorecard we develop with our clients.

The Power of a Top-Down Approach

Comprehensive Search:

By beginning with the full universe of 610,000 software executives, we ensure that no potential candidate is overlooked. This method allows us to fully understand the trade-offs in real-time, giving our clients the confidence that they’re making the best possible decision.

Data-Driven Decisions:

Our process isn’t just about gut feelings—it’s about data. For instance, we’ve had clients who needed a proven executive within a specific subsector located in a city with a limited number of private equity-backed software companies. Our data-driven approach allowed us to show the client exactly how many candidates fit their criteria, enabling them to make an informed decision to prioritize geography or consider a step-up candidate.

Case Studies

Geo Flexibility with Data

In one search, we identified a CFO candidate with a second home in the defined geographic area, solving a challenging search requirement.

Proprietary Airline Mapper

For another client with strict geographic requirements, we leveraged our proprietary airline mapper to identify candidates within a one-hour direct flight to the headquarters, ultimately filling the position with a perfect fit.

Documented and Consistent Search Process

At Bespoke, our search process is not only top-down and data-driven, but it’s also meticulously documented and consistent across all functional areas. Regardless of the function—be it finance, technology, or go-to-market leadership—our partners adhere to the same rigorous process. This consistency is key to our success and is why our clients trust us to deliver results across the board.

Why Consistency Matters

Advanced Scorecarding:

We start every search by developing a detailed scorecard with our clients, ensuring that we clearly understand the value creation levers for the role. This scorecard is then used to filter the universe of 610,000 executives, narrowing down to the best possible candidates.

Uniform Process Across Functions:

All of our partners are trained to follow the same proprietary process, ensuring that no matter who you work with at Bespoke, you receive the same high level of service and expertise.

No Surprises:

After identifying top candidates, we begin introductions and back-channel early to ensure that the candidates we present are exactly who they appear to be, minimizing the risk of surprises later in the process.

Bespoke Partners’ top-down, data-driven approach is more than just a method—it’s a revolution in how executive search should be done.

By starting with the full universe of candidates and using data to make informed decisions, we deliver results that are unmatched in the industry.

Bespoke Partners Named in Top 10 of the “Top 49 Retained Executive Search” 2-Years Running by C-Suite CV Secure.

Author:
Eric Walczykowski
Chief Executive Officer

Eric is passionate about building high-performing teams that value doing their best, working together, overcoming adversity and learning.

As a proven growth executive, Eric has served as CEO, President, Board Member, Investor and Advisor for technology companies that achieved over $4.5B in successful exits.

Eric earned an MBA from the Kellogg School of Management at Northwestern University and a BS in Business from Fresno State University.

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Leveraging Deep Relationships: How We Accelerate Team Builds

by Matt Sommi | Sep 24, 2024 | Blog

Leveraging Deep Relationships: How We Accelerate Team Builds

By Matt Sommi

The team build — quickly recruiting multiple executives who are aligned on vision and strategy — can be a game-changer for any company.

In an earlier blog posting entitled “Building the Right Team, Fast: The Power of Executive Search Team Builds”,we highlighted the importance of speed and strategic alignment in assembling a cohesive leadership team.

What distinguishes a top-tier search partner is the strength of its relationships and industry knowledge.

These factors enhance both the search process and placement accuracy.

Bespoke Partners has executed more than 16 team builds involving five or more executives within one partner company, across a diverse range of functions, industries, and company scales.

Additionally, we have delivered more than 30 team builds, each with three or more executives, further showcasing the strength of our relationships. These connections not only expedite the search process, but also enhance the quality and synergy of the leadership teams we build.

Cybersecurity Growth Story

Bespoke’s recruitment of three executives spurred significant growth in an identity security firm, leading to a major acquisition to optimize workflows, being named to CRN’s top 100 list and accelerating recurring revenue to over 80% total with 40% YoY subscription growth.

Lucrative Retail POS Growth

Bespoke appointed executive team at Retail POS software firm achieves 200% 2 yr growth, raised a seed round of funding for their retail partners and successfully completed a lucrative acquisition.

Growth on All Fronts

Bespoke placed multiple executives for a cloud-based manufacturing workforce solutions client which resulted in enhancing their product suite, successful acquisitions and an impressive acceleration of booking growth to 47%.

Perfect Pairings: Complementing the First Executive

The first placement in a team build often reveals the interpersonal dynamics of the executive leadership team and guides how we build upon these dynamics.

Instead of simply filling expertise gaps, our approach focuses on creating pairings that enhance the strengths of the first executive while promoting a collaborative and innovative environment.

Subsequent placements are designed to solidify this dynamic, ensuring a cohesive and effective leadership team.

Our approach goes beyond just addressing skill gaps by focusing on how different working styles and personalities will interact.

For instance, if the first executive placed thrives in a fast-paced, high-pressure environment, we might bring in a leader known for their thoughtful yet decisive approach to decision making. The pairing of different but complementary working styles creates a balanced approach, ensuring a synergistic approach to the decision-making process that won’t slow the team’s momentum.

Our firm’s dedicated executive search professionals bring decades of experience to the table when it comes to assessing candidates’ personalities, capabilities, strengths, and weaknesses.

This experience enables us to bring together teams that function cohesively, reducing the chances of misalignment or miscommunication.

The search process is not just about finding the right skills; it’s about building a team where each member’s strengths are amplified by those of their colleagues, culminating in a leadership team that is greater than the sum of its parts.

Not Wasting the Candidate’s Time

Another key differentiator of a successful search partner is the ability to effectively represent your company and clearly explain the opportunity to top-tier candidates.

That starts with access to candidates who are willing to even take a call with your recruiting partner.

Our strong relationships with executives mean that we’ve already developed a keen understanding of what resonates with them—from compensation structures to the company’s investment thesis.

They know we will not waste their time – when Bespoke calls, the best candidates answer. That’s why our candidate conversion rate is 82%.

Additionally, our knowledge of the company’s value proposition and the dynamics of the market prepare us to present an opportunity that stands out.

We’re not just selling a job; we’re presenting an opportunity that is aligned with the candidate’s aspirations and the company’s strategic objectives. This alignment is key to making placements that lead to long-term success.

Knowing the Preferences of the Hiring Committee

Each hiring committee has unique preferences and nuances, from scheduling needs to the ideal cultural fit. Our familiarity with these preferences from previous searches within the team build accelerates the search process.

By understanding what the committee values most, we can streamline decision-making and reduce the friction that often slows down the hiring process.

For example, if we know that the hiring committee prioritizes candidates who have a strong track record in driving growth, we can tailor our search to focus on executives with a proven history in growing revenue through sales. Similarly, understanding the committee’s scheduling preferences allows us to coordinate interviews more efficiently, ensuring that the process moves forward without unnecessary delays.

Our thorough knowledge eliminates guesswork and allows us to present candidates who not only meet the job requirements, but also align with the hiring committee’s expectations. The result is a smoother, faster search process that leads to successful placements.

Partnering with a search firm that leverages its deep relationships is crucial for any organization looking to build a world-class leadership team. Our proven track record in executing team builds across industries and functions speaks to our ability to deliver results that matter.

Looking to ensure your leadership team is set for success from day one?

Contact us today to discover how our strategic insight can make it happen.

Bespoke Partners Named in Top 10 of the “Top 49 Retained Executive Search” 2-Years Running by C-Suite CV Secure.

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.

How Old School Generalist Recruiters Create Talent Market Blind Spots, Cut Recruiting Effectiveness

by Eric Walczykowski, Adam Boone | Sep 17, 2024 | Blog, Recruiting Best Practices

How Old School Generalist Recruiters Create Talent Market Blind Spots, Cut Recruiting Effectiveness

Authored By Eric Walczykowski, Adam Boone

You wouldn’t go to your general practitioner doctor for brain surgery. So why do some companies hire non-specialized recruiters to perform searches for mission-critical leadership roles?

In fact, relying on an old-school generalist recruiter has a profound impact on the duration of a search and the quality of the outcomes.

Part 2:

The New Recruiting Best Practices Blog Series



TODAY:

How Functionally Specialized Firms Outperform



UP NEXT:

How Data-Driven Search Processes Produce Faster, Better Results

The choice is between search firms with partners who specialize in particular roles and those whose partners will try to recruit for any role at all.

Even a cursory look at the metrics shows that one approach is dramatically better than the other for high-stakes searches.

What is Functional Specialization?

Just like medical professionals specialize in particular types of medicine or surgical techniques, executive recruiters can specialize in certain types of searches.

Simply put, a functionally specialized firm orients its partners and their recruiters to go deep on one of five specific functional roles: CEO and P&L leadership; finance leadership; go-to-market (GTM) leadership such as sales and marketing; technology leaders; and human capital leadership.

These five categories of leaders cover all the primary functions in a viable company.

In contrast, the partner in a traditionally organized search firm will chase anything that moves. Today, she might be recruiting a CEO. Tomorrow it might be a CRO. The next day? A CFO.

So just like you would not want your family doctor to perform delicate brain surgery, why would you want that generalist search firm to look for executives who are central to your company’s wellbeing and success?

Partners Focus on One Functional Area

At Bespoke Partners, our strategy is simple yet powerful: every partner focuses exclusively on one functional area. Whether it’s a CEO, CTO, CFO, or any other C-suite position, our partners dedicate their careers to mastering the nuances and intricacies of their chosen domain.

Here is what that specialization means for clients:

Deep Expertise:

Our CFO recruiters, for instance, don’t just know CFOs—they know them on a personal They understand when a CFO is ready to make a move and what factors will motivate them to take on a new challenge. This depth of knowledge is not something you get from a generalist recruiter.

Every Conversation Counts:

Each interaction our partners have builds on previous ones, allowing them to solve your search in record time. They don’t dabble in their functional areas; they know them This includes not only understanding the value creation levers for a role but also knowing what those levers mean in the context of a specific company’s strategy.

The Best Candidates Know Us:

Because we know the functional areas better than any other firm, candidates know we will not waste their time with roles that are not a fit.

That’s why the vast majority will take our calls every time.

In contrast, the generalist search firm’s view of and access to the market will be based mostly on luck.

Ask these questions if you are considering a generalist firm:

How extensive is the recruiter’s network in the space?

Or were they lucky enough to have recent contact with a relevant candidate?

Does the recruiter really understand the essential nuances of the role?

When the recruiter presents your company, will the candidate be impressed with the detailed understanding of the functional area?

Will the talent market view you get from this recruiter reflect the true state of the market,

or are you limited by the recruiter’s own “blind spots” and limited experience in that functional area?

The Numbers Tell the Tale

Results:

Our newest practice, we have placed 100 HR executives with an average DTC of These executives have taken part in 7 exits and have been part of generating $4.8 billion in enterprise value.

Team-Based Approach and Collaboration

Functional specialization isn’t just about individual expertise; it’s also about collaboration. Our partners work together to leverage their collective knowledge for the benefit of our clients. This team-based approach ensures that each search is informed by the insights and experiences of our entire firm, not just one individual.

Referral System:

Each partner refers work to the partner best qualified to handle the job, ensuring that clients receive the highest level of service possible.

Weekly Functional Team Meetings:

Our functional teams meet weekly to discuss active searches, share ideas, and exchange knowledge about the function and its key

Weight of the Firm:

By pooling resources and expertise, our team-based approach allows us to bring the full weight of Bespoke Partners to every search, rather than relying on the capabilities of a single recruiter.

THE IMPACT OF
FUNCTIONAL SPECIALIZATION

95% Success Rate:

Executives placed by Bespoke Partners have a 95% success rate of staying in their roles for at least two years, double the industry average.

95 Days to Close:

On average, our searches are completed in 95 days, half the industry average.

82% Conversion Rate:

Our executive conversion rate is 82%, nearly double the industry average.

Our functional specialization isn’t just a strategy—it’s a proven approach that consistently delivers better outcomes for our clients.

By focusing on specific functional areas, our partners bring deep expertise and unparalleled efficiency to every search.

So why settle for generalists when you can work with specialists who know the industry cold? Get in touch today to discuss how we can solve your critical leadership searches.

Bespoke Partners Named in Top 10 of the “Top 49 Retained Executive Search” 2-Years Running by C-Suite CV Secure.

Author:
Eric Walczykowski
Chief Executive Officer

Eric is passionate about building high-performing teams that value doing their best, working together, overcoming adversity and learning.

As a proven growth executive, Eric has served as CEO, President, Board Member, Investor and Advisor for technology companies that achieved over $4.5B in successful exits.

Eric earned an MBA from the Kellogg School of Management at Northwestern University and a BS in Business from Fresno State University.

Author:

Adam Boone
Chief Marketing Officer

Boone has led marketing, demand generation, branding, product management, services marketing, or alliances marketing programs for numerous successful companies including Avaya-acquisition Sipera, Sequoia start-up Syndesis, Subex, CoManage, and others. He has driven joint marketing programs and go-to-market initiatives with iconic industry leaders including Microsoft, IBM, GE, AT&T, Oracle, Comcast, Cisco, Ciena and Samsung.

Boone holds an MBA in Business Strategy from the WP Carey School of Business at Arizona State University and completed the Competitive Marketing Strategy Program at the Wharton School at the University of Pennsylvania.

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