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

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

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

Authored By Eric Walczykowski​

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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Data-Driven, Top-Down Search

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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

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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.

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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

winners

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.

data

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

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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.

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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.

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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.

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

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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Leveraging Deep Relationships: How We Accelerate Team Builds

Leveraging Deep Relationships: How We Accelerate Team Builds

Leveraging Deep Relationships: How We Accelerate Team Builds

By Matt Sommi

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.

winners

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.

data

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

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.

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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.

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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.

bespoke icons - blog handshake

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%.

growth

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.

tech trends bg2

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.

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

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

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

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

Authored By Eric Walczykowski​, Adam Boone

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:

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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.

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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.

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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:

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

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

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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?

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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

The industry’s average search timeline for an experienced C-level leader ranges from around 180-200 days for functional department heads to often more than twice that for a CEO. These timelines reflect the time it takes for the typical generalist firm to identify the best candidates and ultimately close one.

Our numbers for our functional practices are very different. Consider:

Bespoke
P&L Leader Practice

Roles:

CEOs, General Managers, Presidents, and Board Members.

Results:

180+ P&L leader placements with an average search days-to-close DTC of less than 100; 38 exits and $26.4 billion in enterprise value created.

Bespoke
Finance Practice

Roles:

CFOs, VPs of Finance, FP&A, Controllers, Treasurers.

Results:

276 finance leader placements with an average DTC of Our placed finance leaders have had a hand in 81 exits and generation of $77 billion in enterprise value.

Bespoke
Go-To-Market Practice

Roles:

CROs, CMOs, VPs of Sales, VPs of Marketing, Chief Customer Officers.

Results:

290 placed leaders, with an average DTC of These leaders have been part of $43 billon in value creation and 23 exits.

Bespoke Product
& Technology Practice

Roles:

CTOs, CPOs, VPs of Engineering, VPs of Product, CIOs, CISOs.

Results:

140 placed executives, generating 24 exits and $27 billion in enterprise value, with an average DTC of 87.

Bespoke Human
Capital Practice

Roles:

Chief People Officers, CHROs, VPs of HR.

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.

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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.

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Weekly Functional Team Meetings:

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

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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.

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

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.

Adam Boone

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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‘Software is Eating the World’ And Most Search Firms Are What’s For Dinner

‘Software is Eating the World’ And Most Search Firms Are What’s For Dinner

‘Software is Eating the World’ And Most Search Firms Are What’s For Dinner

Authored By Eric Walczykowski​, Adam Boone

Eric Walczykowski
Adam Boone

“Why Software is Eating the World” was the title of a legendary blog posting by tech industry icon Marc Andreessen.

The co-founder of Netscape and venture capital firm Andreessen Horowitz (A16z) was beyond prescient when he wrote that 13 years ago.

The same year is when Kristie Nova founded our firm, Bespoke Partners, with our unique exclusive focus on executive recruiting for software and SaaS companies.

Part 1: 

The New Recruiting Best Practices Blog Series

TODAY:

Sector Focus Drives Better Outcomes in Software

UP NEXT:

How Function Specialist Firms Outperform

And today, as software and SaaS companies reach new levels of transformational innovation generating trillions of dollars in value, one part of the world that has been profoundly changed is the world of executive search.

If you are working with a generic, jack-of-all-trades recruiting firm that focuses on any industry, you are setting yourself up for slower searches with worse outcomes. Simply put, these firms don’t have the expertise to understand the sector or the clock speed to deliver at the industry’s pace.

Software Eats the World 

In the years since Marc’s statement, the software and SaaS markets have experienced tremendous growth and transformation, reshaping industries and business models across the globe. 

The SaaS model became a dominant force, offering scalable, cloud-based solutions that eliminated the need for costly IT infrastructure. Companies like Salesforce and Adobe led the charge, with Salesforce seeing its revenue grow from $2.27 billion in 2012 to over $31 billion in 2023, reflecting the increasing reliance on SaaS platforms by enterprises worldwide​(MattermarkMcKinsey & Company). 

This shift wasn’t limited to tech companies; traditional industries, from finance to healthcare, have been deeply transformed by software and SaaS. For example, a JPMorgan Chase executive described her firm as a technology company that happens to hold a banking license, emphasizing how integral software has become to its operations ​(CHM). 

Today, the ongoing evolution of AI and machine learning has further accelerated this transformation of all the world’s companies, large and small. 

And Talent Is Driving

In years past, private equity investors relied on proprietary deal flow and financial engineering to create value and achieve an investment thesis. 

Today, it is universally understood that leadership talent is the overriding factor for creating outsized returns.  

Since Kristie founded Bespoke Partners, we have exclusively targeted the software executive market, a decision that has been fundamental to our success.  

Why software? The answer lies in the complexity and rapid evolution of the software industry, where success is driven by a unique set of skills and experiences that are not easily transferrable from other industries.  

By focusing solely on software, we have developed a deep understanding of the industry’s dynamics, from the specific challenges faced by different software subsectors to the strategic initiatives that drive growth. 

Where the Generalist Firms Fail

Most executive search firms are generalists and are willing to take on any senior executive search regardless of industry. This is why time and again we are brought in by clients where searches have stalled or failed to produce any meaningful results even after many months.

It’s our specialization in software that enables us to deliver better candidates faster than these old school firms. Specifically:

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For Clients:

Our software specialization ensures that we can quickly identify and engage with top talent who are not only qualified but are also the perfect cultural fit for the organization. Our deep industry knowledge allows us to anticipate market trends and recommend executives who can lead companies through periods of rapid change and growth.

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For Candidates:

Executives know that when Bespoke calls, it’s because we have a genuine opportunity that aligns with their expertise and career aspirations. This reputation has led to an 82% executive conversion rate—meaning that when we reach out to potential candidates, they answer the call. This conversion rate far exceeds the industry norm and is how our clients get the most comprehensive and accurate view of the software and SaaS talent market.

Talent Coverage Across Software Sub-Sectors

Bespoke Partners doesn’t just focus on software as a whole; we actively cover 27 software subsectors, ranging from the hottest early growth areas to buyout segments. This extensive coverage allows us to not only serve these sectors but also play a critical role in shaping them.

Our analysts study companies, transactions, and key executives within these subsectors, providing us with the insights needed to understand who the key players are, who’s available, and who might be a good step-up candidate for a role.

SECTORS WE COVER

E

Fintech

E

Martech & Adtech

E

Infrastructure

E

Cybersecurity

E

Healthtech

E

AI / ML

E

Retail

E

GRC

E

HRtech

E

Marketplace

E

Real Estate

E

Supply Chain

E

CRM / CX

E

BI / Analytics

E

Edtech

E

Insurtech

E

Mobility

E

Entertainment & Recreation

E

Blockchain & Web3

E

Manufacturing & Industrials

E

Utilities

E

Legal

E

Govtech

E

Hospitality & Travel

E

Non-Profit

E

ERP

E

IoT Software

We are trusted advisors not just during the search process but often as early as the LOI phase, where sponsors consult with us on talent strategy before making an investment. Our ability to identify and place the right executives, often those who are a step up from their current roles, has made us an indispensable partner in the success of our clients. 

THE INDUSTRY LEADER IN SOFTWARE TALENT

Bespoke’s performance for software and SaaS companies across 27 subsectors:

95%

placement success rate – our leaders stay in seat at least 1 year post placement

400+

sofware companies transformed

425+

exits and M&A transactions by our software company

$135B+

enterprise value created

Bespoke Partners’ singular focus on software executive search is not just a strategy—it’s a proven formula for success.

Our deep industry expertise, combined with our comprehensive coverage of 27 software subsectors, allows us to deliver results that are unmatched in the industry. Whether you’re looking to fill a critical leadership position or need strategic advice on your talent acquisition, Bespoke Partners is uniquely positioned to deliver

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
Eric Walczykowski

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.

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

Adam Boone

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.

In his personal time, Boone enjoys travel, fine food and wine, mountain biking, playing and listening to music, and movies.

 

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Building the Right Team, Fast: The Team Build Strategy for Accelerated Value Creation

Building the Right Team, Fast: The Team Build Strategy for Accelerated Value Creation

Building the Right Team, Fast: The Team Build Strategy for Accelerated Value Creation

By Matt Sommi

Matt Sommi
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.
winners

Lending Operations
Value Creators

Bespoke placed 5 executives for a Lending operations software company, and under their leadership the firm went on to expand their Salesforce partnership, complete three successful acquisitions and increased revenue by 74% and employee count by 48%.

data

Customer Journey
Mastered

Bespoke appointed several finance executives for a Customer Experience software provider firm that went on to launch multiple products that included AI innovations,  successful and key acquisitions and multiple awards from various entities for voice of customer.

growth

Team Build
Leads to IPO

Bespoke placed 6 Senior executives in under three years that lead to multiple acquisitions, a successful IPO event and bringing new solutions to market during a stage of hyper growth.

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.

Bespoke Partners is uniquely qualified to execute on team builds for clients because of two areas of specialization:

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Our partners are specialized experts in functional areas.
Unlike generalist search firms where a partner claims to be an expert in any role, our partners focus on functional roles in five areas: CEOs and P&L leaders; Finance; Go-to-Market (GTM); Technology; Human Capital. This means we have the most extensive networks and the deepest understanding of how each role will fit into the bigger picture of your value creation plan.

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We go deeper than any other firm in the software and SaaS space.
Our dedicated research team covers 27 software and SaaS market subsectors. We know all the leaders. We know all the trends. We know who is about to become available for new roles.

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.
bespoke icons - blog handshake

Leveraging our relationships and insights into VP and SVP candidates, we align these #2 executives with the company’s current needs and future leadership pipeline. This strategic placement helps build a balanced and effective leadership team, facilitating smoother transitions to C-level roles as these leaders are already attuned to the company’s overarching investment thesis.

growth

Furthermore, our understanding of the VP and SVP candidate pool provides valuable insights into how these leaders can grow within the organization. This foresight not only benefits the immediate team build but also contributes to long-term leadership development and succession planning. Our deep knowledge of the VP/SVP talent pool enables us to build resilient, adaptable leadership teams ready to navigate any challenge.

utilities

Ready to build a leadership team that drives success from day one?

Contact us today to learn how our expertise in executive search can help you assemble the right team, fast, and position your organization for growth.

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
Matt Sommi

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. 

The Role of Tech Leadership in a Competitive Market: Insights from the Tech Talent Trends Report

The Role of Tech Leadership in a Competitive Market: Insights from the Tech Talent Trends Report

The Role of Tech Leadership in a Competitive Market: Insights from the Tech Talent Trends Report

Authored By Ryan Bonner, Haley Mundy

Ryan Bonner
Haley Mundy

When we think of human capital management for private equity backed software and SaaS companies, leadership roles like Chief Technology Officer (CTO), Chief Product Officer (CPO), and Chief Information Officer (CIO) are crucial in steering companies through innovation and strategic alignment. These leaders are not only tasked with keeping their organizations technologically competitive, but also with building teams that can deliver impactful solutions.

With top talent in high demand, understanding the latest trends in hiring, candidate dynamics, and evolving compensation packages is essential for maintaining a competitive edge.

Bespoke Partners has been at the forefront of tech executive placements for over a decade. The quality of our placements is evident, with $27 billion in enterprise value created and leadership in 24 successful company exits. This blog is a quick hit summary of our full talent report and delves into the critical trends shaping the tech executive landscape today.

Track Record for this Practice:

tech track record

Market Trends Shaping
Tech Executive Recruitment

1.

The Shift Toward Niche Skills and Narrow Markets

In today’s tech hiring environment, there is a growing focus on acquiring highly specialized skillsets. Companies, particularly smaller ones, are increasingly targeting niche talent that can contribute immediately, often requiring candidates with very specific expertise. This trend, while allowing for precise matches, also presents challenges due to the limited pool of qualified candidates, who are often in high demand and well-retained.

Bespoke Partners addresses these challenges with a technology-driven approach that accelerates the identification and connection with niche candidates, ensuring a faster and more efficient hiring process compared to traditional methods.

2.

Fluctuating Demand for Tech Leaders

The demand for tech leaders, especially in product and engineering roles, is highly cyclical, often driven by deal flow and growth phases within companies. This dynamic requires a flexible and responsive recruitment strategy to adapt to periods of intense hiring activity followed by quieter phases. The timing of recruitment, influenced by factors like seasonal trends and political landscapes, also plays a significant role.

Companies that initiate their searches during off-peak times, such as the summer, often gain a first-mover advantage. Our team here at Bespoke emphasizes the importance of having a robust candidate pipeline ready to meet these fluctuating demands, ensuring businesses can quickly respond to opportunities as they arise.

3.

Leadership Upgrades Following Acquisitions

Acquisitions and mergers often trigger significant changes in a company’s leadership structure, with new owners seeking executives who align with the revised strategic direction. This phase is critical for ensuring the company can navigate post-acquisition complexities effectively.

Bespoke Partners excels in facilitating leadership upgrades like this by identifying and recruiting executives with proven track records in managing larger, more complex operations. This approach ensures that the right leaders are in place to drive the company forward during and after these pivotal transitions.

Candidate Trends:
Navigating a Competitive Landscape

Fewer Choices, Greater Focus

In contrast to the recent past where candidates often juggled multiple job offers, the current trend shows more focused competition. Companies have become more selective and strategic, resulting in fewer simultaneous offers but a continued intensity in competition for top talent. This shift indicates a stabilization in the hiring landscape, where both employers and candidates approach the process with greater deliberation.

tech turnover

Data-Driven Compensation Strategies

Compensation packages for tech executives are increasingly guided by comprehensive market data, ensuring that offers remain competitive. This data-centric approach helps companies avoid the pitfalls of offering salaries that are out of sync with market realities, which can either lead to losing top talent or unsustainable payroll expenses.

Negotiating Beyond Market Value

Candidates who excel during the interview process often gain significant leverage in negotiations, shifting the focus from market value to their specific demands. This trend underscores the importance of understanding and meeting individual candidate expectations, which can be crucial in securing top talent in a competitive market.

Securing Top Tech Talent

Our Tech Talent Trends Report underscores the critical role that technology leaders play in today’s competitive market. From niche skill acquisition to fluctuating demand and strategic leadership upgrades, the ability to attract and retain top tech talent is more important than ever. Bespoke Partners’ expertise in executive placements is an asset in achieving these goals, providing the insights and resources necessary to secure the best talent in the industry.

Find out more about this practice: Product & Technology Leadership Practice – Bespoke Partners

To access additional insights, including our Private Equity Talent Benchmark Report, or for more information on how Bespoke Partners can assist with your executive recruiting needs contact us at the link below.

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
Ryan Bonner
Author: Ryan Bonner Partner, Head of Marketing and Technology Leader Practices Ryan Bonner is a Partner leading the Marketing and Technology Leader Practices with Bespoke Partners. Based in Boston, he joined the firm in 2024. Prior to Bespoke, he spent the previous decade with Spencer Stuart focused on supporting both PE backed and public companies recruit B2B Technology Marketers, Product leaders and digital transformation teams. Prior to search Ryan was a 20 year operator holding senior go-to-market roles with brands like Bose Corporation, Thermo Fisher Scientific and CVS Pharmacy. Ryan has his bachelor’s degree in Economics from Princeton University. He ran D1 Track at Princeton as well as owning and operating his own business on campus while earning his degree. In his spare time, you can find Ryan at the gym, a concert or comedy show or on hikes with his wife and puppy.
Haley Mundy

Author:
Haley Mundy
Vice President

Haley is a Vice President within our Product and Technology practice at Bespoke. Based in Los Angeles, she joined the firm in 2024, bringing 12+ years’ experience building and leading growth-stage talent teams, before moving into Executive Search in 2019 with a boutique, LA-based search firm. Haley has built a career developing Product, Technology, and Data teams throughout every level of the organization and is passionate about the role these functions play in creating value.

Prior to Bespoke, she led the Product and Technology practice as a VP at Safire Partners, a boutique executive search firm focused on VC and PE backed growth companies. Haley has completed over 70 VP and C-Level searches throughout her search career, placing executives across multiple portfolio companies at Greycroft, Benchmark, Lerer Hippeau, General Catalyst, Crosscut, and others.

In addition to her executive search experience, Haley previously held Head of Talent roles at growth-stage tech-enabled marketplaces, HauteLook (acquired by Nordstrom for $280M) and AXS (owned by The Anschutz Corporation).

Haley has her Bachelor of Science degree from the University of Texas at Austin, which she completed in 3 years while working full-time in a rotational leadership program at Nordstrom.

In her spare time, you can find Haley chasing after her two young children, planning her next home renovation, or sipping wine along the California coast.