Executive leadership hiring program for a private equity portfolio
Executive hiring program that placed 40+ C-suite and VP-level candidates in 6 months for a PE-backed growth equity firm.
The Challenge
GrowthLayer, a mid-size private equity firm focused on B2B SaaS investments, had just closed their largest fund and needed to rapidly build leadership teams across portfolio companies. They had 40+ open executive-level positions to fill — CEOs, CTOs, VPs of Sales, Heads of Product — with an average timeline of 4 months per placement. Their existing network approach was too slow, and they were losing deals to competitors who could staff portfolio companies faster. The partners were exceptional at identifying talent gaps but relied on personal networks and contingency search firms that didn't understand their portfolio context or investment thesis.
Our Approach
We designed and operated a dedicated executive hiring program for GrowthLayer's portfolio companies as a strategic partnership, not transactional headhunting. For each role, we developed detailed candidate briefs capturing intangibles like what kind of leader would thrive in the specific environment, what management style would fit the team dynamic, and what cultural attributes were non-negotiable. We mapped the competitive landscape to identify which companies were fishing in the same talent pool.
Candidate Development
We built a proprietary pipeline of executive candidates through direct outreach, our network from prior searches, and targeted research. What made the program most effective was how we prepared candidates before they ever interviewed — providing thorough briefing materials on each portfolio company's business model, growth stage, team composition, and challenges. Candidates came to interviews informed and engaged, which dramatically improved both offer acceptance rates and post-placement retention. We also coached GrowthLayer's partners on interview techniques for executive roles, fixing the gap where many smart investors ask terrible questions because nobody trained them on what actually predicts success.
The Placement Process
We managed the full candidate lifecycle from initial outreach through negotiation, offer, acceptance, and 90-day post-placement check-in. For each placement, we ran comprehensive reference checks probing for management style red flags, cultural fit risks, and patterns of short-tenure. We facilitated compensation negotiations balancing market competitiveness with internal equity, and structured transition plans minimizing disruption for placed executives joining established teams.
What we achieved:
- 40+ C-suite and VP placements in 6 months
- Average time-to-placement reduced from 120 to 38 days
- Offer acceptance rate of 94% across all placements
- 100% retention rate at 90-day check-in
- Average time-to-offer reduced from 45 to 14 days
- Zero failed reference checks across all placements
Turning Hard-to-Fill Roles into High-Impact Hires
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Executive leadership hiring program for a private equity portfolio
Executive hiring program that placed 40+ C-suite and VP-level candidates in 6 months for a PE-backed growth equity firm.
Trusted by High-Growth Organizations
"Silana cut our hiring time in half. They understood our culture instantly and delivered three perfect engineering leads in under a week."
"Professional, discreet, and incredibly efficient. Silana placed two senior analysts who’ve already moved our product launch forward."
"Finding specialized biotech talent in our region felt impossible until Silana stepped in. Their network pulled in qualified, passive candidates we never knew existed."
"Silana cut our hiring time in half. They understood our culture instantly and delivered three perfect engineering leads in under a week."
"Professional, discreet, and incredibly efficient. Silana placed two senior analysts who’ve already moved our product launch forward."
"Finding specialized biotech talent in our region felt impossible until Silana stepped in. Their network pulled in qualified, passive candidates we never knew existed."
"Silana cut our hiring time in half. They understood our culture instantly and delivered three perfect engineering leads in under a week."
"Professional, discreet, and incredibly efficient. Silana placed two senior analysts who’ve already moved our product launch forward."
"Finding specialized biotech talent in our region felt impossible until Silana stepped in. Their network pulled in qualified, passive candidates we never knew existed."
"Most recruiters send generic resumes. Silana sent me a curated shortlist that actually matched our creative vision. Absolute game-changer."
"We scaled from 15 to 60 employees in six months thanks to Silana’s process. They handled the heavy lifting while keeping us updated every step of the way."
"Silana’s strategic approach to executive search is unmatched. They placed our new VP of Operations within a month, and the transition was seamless."
"Most recruiters send generic resumes. Silana sent me a curated shortlist that actually matched our creative vision. Absolute game-changer."
"We scaled from 15 to 60 employees in six months thanks to Silana’s process. They handled the heavy lifting while keeping us updated every step of the way."
"Silana’s strategic approach to executive search is unmatched. They placed our new VP of Operations within a month, and the transition was seamless."
"Most recruiters send generic resumes. Silana sent me a curated shortlist that actually matched our creative vision. Absolute game-changer."
"We scaled from 15 to 60 employees in six months thanks to Silana’s process. They handled the heavy lifting while keeping us updated every step of the way."
"Silana’s strategic approach to executive search is unmatched. They placed our new VP of Operations within a month, and the transition was seamless."
Questions We Get Asked Most Frequently
From sourcing timelines and fees to our placement guarantee and interview coordination—here’s everything you need to know about partnering with Silana.
We start with a discovery call to align on your role, culture, and growth goals. From there, we build a custom sourcing strategy, deliver a shortlist within 48 hours, and coordinate interviews until you make your hire.
Most roles are filled within 2–4 weeks. Our targeted sourcing and passive candidate network consistently cut traditional time-to-hire by half.
We focus on Technology & SaaS, Healthcare & Life Sciences, Financial Services & FinTech, and Professional Services & Creative. Our recruiters have deep domain expertise in these sectors.
Yes. Every hire is backed by a 90-day replacement guarantee. If a placed candidate doesn’t work out under our agreed terms, we’ll source a replacement at no extra cost.
We leverage targeted LinkedIn sourcing, proprietary talent databases, industry partnerships, and direct outreach to professionals who aren’t actively job hunting but perfectly match your requirements.
We offer retained, exclusive, and contingency structures based on role complexity and market demand. We provide a transparent, custom quote after initial discovery.
Every candidate undergoes behavioral interviews, role-specific assessments, reference checks, and a dedicated cultural alignment review before they ever reach your team.
We manage the transition by coordinating onboarding checklists, supporting offer negotiations, and conducting 30/60/90-day follow-ups to ensure smooth integration and long-term retention.
We start with a discovery call to align on your role, culture, and growth goals. From there, we build a custom sourcing strategy, deliver a shortlist within 48 hours, and coordinate interviews until you make your hire.
Most roles are filled within 2–4 weeks. Our targeted sourcing and passive candidate network consistently cut traditional time-to-hire by half.
We focus on Technology & SaaS, Healthcare & Life Sciences, Financial Services & FinTech, and Professional Services & Creative. Our recruiters have deep domain expertise in these sectors.
Yes. Every hire is backed by a 90-day replacement guarantee. If a placed candidate doesn’t work out under our agreed terms, we’ll source a replacement at no extra cost.
We leverage targeted LinkedIn sourcing, proprietary talent databases, industry partnerships, and direct outreach to professionals who aren’t actively job hunting but perfectly match your requirements.
We offer retained, exclusive, and contingency structures based on role complexity and market demand. We provide a transparent, custom quote after initial discovery.
Every candidate undergoes behavioral interviews, role-specific assessments, reference checks, and a dedicated cultural alignment review before they ever reach your team.
We manage the transition by coordinating onboarding checklists, supporting offer negotiations, and conducting 30/60/90-day follow-ups to ensure smooth integration and long-term retention.
We start with a discovery call to align on your role, culture, and growth goals. From there, we build a custom sourcing strategy, deliver a shortlist within 48 hours, and coordinate interviews until you make your hire.
Most roles are filled within 2–4 weeks. Our targeted sourcing and passive candidate network consistently cut traditional time-to-hire by half.
We focus on Technology & SaaS, Healthcare & Life Sciences, Financial Services & FinTech, and Professional Services & Creative. Our recruiters have deep domain expertise in these sectors.
Yes. Every hire is backed by a 90-day replacement guarantee. If a placed candidate doesn’t work out under our agreed terms, we’ll source a replacement at no extra cost.
We leverage targeted LinkedIn sourcing, proprietary talent databases, industry partnerships, and direct outreach to professionals who aren’t actively job hunting but perfectly match your requirements.
We offer retained, exclusive, and contingency structures based on role complexity and market demand. We provide a transparent, custom quote after initial discovery.
Every candidate undergoes behavioral interviews, role-specific assessments, reference checks, and a dedicated cultural alignment review before they ever reach your team.
We manage the transition by coordinating onboarding checklists, supporting offer negotiations, and conducting 30/60/90-day follow-ups to ensure smooth integration and long-term retention.
