By Matt Sommi

Securing the right Vice President and Senior Vice President talent is essential for private equity-backed companies striving to execute value creation plans for their sponsors.

At Bespoke Partners, where we have placed hundreds of senior executives at the VP and SVP levels, we have a true appreciation for how these leaders empower C-suite executives to focus on high-level strategy.

This blog explores why well-chosen VPs and SVPs provide immense value in an organization, and the right financial incentives to get them on board.

Cohesion in the Search Process

As discussed in our earlier blog on team builds, placing high performance VP-level talent is something Bespoke is typically tasked with following a successful C-Suite search.

These sequential searches allow us to leverage our in-depth understanding of the business, investment thesis, and value creation strategy to drive at an extremely efficient process. With each placement, the search becomes more streamlined, aligning our process with both the immediate needs of the role, how that complements the broader business strategy, and where this hire will provide the C-suite with immediate leverage.

The need for a rigorous search process is magnified in SVP/VP level searches. Many assume that finding non-C-suite talent would be easier when the inverse is true. The candidate pool for these roles is larger, filled with individuals with a shorter track record of proven experience. For these reasons we approach VP and SVP hiring with the same rigor required for hiring into the C-Suite. Our proven search methodology, vetting process, and ability to back-channel reference these candidates provides our team and the client hiring committee with the conviction to move forward or disqualify candidates that don’t meet the criteria.

Coupling our proven search process with our in-depth understanding of the businesses we work with allows us to drive towards quick and efficient closes for C-Suite searches.

Over the past 4 years we have closed 300+ SVP/VP level positions with an average days to placement (search kick-off -> signed offer letter) of ~80 days across all functions.

Getting Leverage Through Strategic VP Hires

Securing VP level talent has historically been the job of internal recruiting teams or incoming C-suite executives. What many have realized over the past few years is the increased importance of these roles in driving the Value Creation Strategy and providing the C-Suite with the operational leverage to be more strategic. In an environment where time-to-value is paramount, bringing in a search firm to help find the right personnel will pay dividends, compressing the time to fill, and ultimately finding individuals who will be able to deliver value on an expedited timeline.

 When we check in with our C-Suite placements we often hear “I don’t need additional projects, I need leverage.” Finding the right VP or SVP is crucial for enabling C-level executives to operate at a strategic level. VPs shoulder essential execution leadership responsibilities, freeing executives like the CFO or CRO from day-to-day operations so they can focus on high-level problem-solving and strategic planning for the business and their respective functions. This separation from daily tasks fosters an environment where executives have the clarity and bandwidth to drive forward the organization’s vision and fulfill the investment thesis.

 When VPs and SVPs effectively manage complex operational demands, they create space for the C-Suite to concentrate on innovation and long-term planning. The division of roles not only enhances individual performance but aligns leader efforts with the company’s strategic priorities, directly supporting growth and resilience. With the right VP & SVP talent in place, the leadership team operates as a cohesive unit, each member performing at their highest potential.

Building Your Stable of Future Leaders

A strong bench of VP leaders not only provides operational leverage but also creates a pipeline of future leaders for the business. This allows the company to create optimal succession plans, improve retention rates, and gives VPs a clear career trajectory. The ability to promote from within resonates well in the market and gives your business a leg up in attracting high potential talent looking for growth opportunities.

80% of Bespoke VP/SVP level placements have been promoted since being placed in seat which furthers our conviction that finding the right VPs & SVPs creates a pipeline for future growth.

We have also seen many of the Private Equity firms we work with establish Accelerator Programs or Training & Development Academies for high potential VPs across their portfolio companies. For Private Equity Firms this allows them to create what some baseball fans might refer to as a Farm League. This involves training and investing behind high potential VPs who they can then call up to other portfolio companies and ultimately retaining the best talent and keeping them within the family. We have seen this at Warburg Pincus with their HiPo Program, Blackstone’s Career Pathways, a16z’s TxO (Talent X Opportunity) initiative, and many more.

Placing capable VP and SVP leaders is an investment in organizational success, as it enables the executive team to focus on the broader mission. By fostering a balanced leadership structure, this approach allows C-level executives to engage in transformative thinking that drives sustained growth and competitive advantage.

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.