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BEST PRACTICES
For Managing Talent in PE Portfolio Companies

Thu, Apr 30 @ 8:00 am - 5:00 pm

How to Manage the People Who Are Managing Your Portfolio Companies

Best Practices for Managing Talent in PE Portfolio Companies

Details

Are you aware that over a third of the time CEOs leave their jobs at PE portfolio companies and often blindside their investors?

Typically PE firms assemble portfolios of 15 or more companies.  That means that the odds are that CEOs don’t work out at five or more portfolio companies.

Turnover takes energy and resources to bridge the leadership gap, find a replacement, and get a new CEO up to speed.  It also sucks up lots of time. And lost time is the enemy of returns.

But why such a high-sounding failure rate in the C-suite? According to studies by consultants at AlixPartners, talent assessment is one of those areas that we humans think we’re good at — but the fact is, we’re actually terrible at it.

That’s because hiring managers often make snap judgments about whether a candidate is THE ONE within the first 10 minutes of meeting. They put too much emphasis on characteristics such as charisma or appearance. They fall in love with a person’s track record while giving short shrift to a thorough evaluation. One executive recruiter puts it this way — “Companies hire resumes, and fire people.”

Fortunately, PE professionals can learn techniques to reduce the rate of C-suite failure in their portfolio companies. Among those recommended by executive recruiters —

  • Evaluate not just the candidate but also the company they’ll be working at. Like people, companies have personalities, values, even peccadillos. Only by understanding both sides of the hiring equation will you be able to tell if there’s a good fit.
  • Establish the relevant traits, skills, and attributes necessary for success in the job, and create a scorecard in which you rate candidates on each of these characteristics. Such scorecards can go a long way to eliminating unconscious biases and to comparing candidates objectively.

Of course, no one single approach to talent acquisition and management works for all portfolio companies. But you can’t go wrong following basic principles rooted in the latest academic research and the experience of recruiters in the field.

Chaired by

Melissa Mounce Mithal, GTCR

Melissa Mounce Mithal

Managing Director
GTCR

Date

Thursday, April 30, 2020

8:00am – 5:00pm

Location

Midtown Manhattan, NY

Register now to gain valuable insights as our panelists assess the outlook for talent management when you attend The Capital Roundtable’s new all-day conference on Best Practices for Managing Talent in PE Portfolio Companies, on April 30 in New York City.

Key Reasons to Attend

Three Key Reasons Why You Should Join Us

 

  1. Find out why middle-market PE shops are adding portfolio company talent managers to their operations teams, and how they recruit and compensate them.
  2. Learn best practices for onboarding to give your C-suite executives the best shot at succeeding in the critical first few months of your holding period.
  3. Gain insights into new compensation strategies that PE shops are using to attract — and retain — C-suite talent to their portfolio companies.
Key Points Being Covered
  • The advantages and disadvantages to hiring dedicated portfolio company talent managers versus outsourcing the function to executive recruiters
  • What the latest studies by hiring experts at G. H. Smart & Co. and other experts have to say about the qualities to look for in effective CEOs
  • How to identify early warning signs that a C-suite executive is struggling, and what you can do to help get the person back on track
  • What the most common reasons are for C-suite executives to leave unexpectedly early in their tenures and how to address them
  • How PE firms handle conflicts that arise between their on-staff talent managers and the HR executives at portfolio companies
  • The right and wrong ways to use intelligence, personality, and other psychometrics tests to support C-suite hiring decisions at portfolio companies
  • How to uncover and overcome biases and prejudices that prevent hiring managers from picking the best candidate for the job
Chairperson Information

Melissa Mounce Mithal joined GTCR in 2019 as a Managing Director—Leadership Talent and manages the identification and recruitment of Leaders Strategy™ CEOs and management teams. Prior to joining GTCR, Melissa was the Principal of Human Capital at Baird Capital. She also has held business strategy and consulting roles at Motorola, E&Y and Capgemini and strategic human capital and talent management roles at PNC Bank, Aon and Abbott.

Melissa earned a BA in international business from Illinois State University and an MBA from Northern Illinois University. She serves on the board of the Lyric Opera and is a member of The International Women’s Forum (Chicago Chapter).

Who We Are

This Capital Roundtable conference in midtown, New York City, is all-business, all-targeted, all-designed to be a completely focused day of practical information and revealing insights about talent management. You’ll gain valuable insights from —

  • Three informative panel discussions
  • Two revealing keynote presentations
  • Real-world perspectives from company investors
  • Industry outlooks from noted sector experts
  • War stories and lessons learned from experienced hands

Chaired by
  • Melissa Mounce Mithal, Managing Director, GTCR
Hosted by
  • Burt Alimansky, Chairman & CEO, The Capital Roundtable
Preliminary Speaker List
  • Kristen Chang, Managing Director, LLR Partners
  • Ashley Day, Chief Talent Officer, CI Capital Partners LLC
  • Peter Deegan, Senior Vice President, Comvest Partners
  • Renata Dinkelmann, Director of Human Capital, Paine Schwartz Partners LLC
  • Courtney Hagen, Chief Talent Officer, Littlejohn & Co.
  • Jamie Jacobs, Director of Human Capital, American Securities LLC
  • Brian Kasser, Talent Partner, Welsh, Carson, Anderson, and Stowe
  • Matthew Kearney, Operating Partner, Rockbridge Growth Equity LLC
  • Alice Mann, Operating Partner, Blue Wolf Capital Partners LLC
  • Joelle Marquis, Senior Partner, Arsenal Capital Partners
  • Adam Miller, Director of Global Talent Management, Riverside Company
  • Dayton Ogden, Head of Talent and Recruiting, Summit Partners LP
  • Harry Somerdyk, Senior Director, RFE Investment Partners
  • Ofa Stead, Operating Partner, Avathon Capital
  • Clark Waterfall, Managing Director, BSG Team Ventures LLC

(Agenda subject to change)

7:30am – 8:30am

Networking & Registration & Breakfast

8:30am – 9:00am

Welcoming Remarks & Audience Self-Introductions

  • Burt Alimansky, The Capital Roundtable
9:00am – 9:30am

Conference Chair’s Introduction —

  • TBA
9:30am – 10:15am

Morning Conversation —
Talent Management – The Critical Role of the Chief Talent Officer

10:15am – 11:00am

Networking & Coffee

11:00am – 12:00pm

First Panel —
Sourcing & Recruiting Rising Stars — Secrets for Reducing Hiring Failures & Attracting Great Talent for Your Portfolio

12:00pm – 12:30pm

Morning Keynote —
TBA

12:30pm – 1:30pm

Networking & Luncheon

1:30pm – 2:30pm

Second Panel
Strategies for Integrating Talent — How to Get New Executives Off to a Fast Start

2:30pm – 2:45pm

Networking & Dessert

2:45pm – 3:30pm

Afternoon Conversation
Keeping the Best Talent — Why Culture & Values Outweigh Compensation

3:30pm – 4:30pm

Third Panel
The Last Frontier for Value Creation – Using Talent to Boost Financial Results

4:30pm

Networking & Adjournment

Space at this conference is limited, so register as soon as possible to assure yourself a seat. To avoid disappointment, please contact Chris Agar today to confirm your attendance at 212-832-7300 ext. 0 or cagar@capitalroundtable.com.

Please note that Capital Roundtable limits the number of registrants from a single firm to three.

Best Rate – Early Registration

Save $300 off the standard fee of $1,495 when you register by Friday, March 13. Just $1,195.

Incentive Registration

Save $200 of the standard fee! Register by Friday, April 3, and the fee for the conference is $1,295.

Conference Rate

$1,495 increasing to $1,595 day of conference, space permitting.

Group Rate

$1095 each until Friday, April 3, when you register two or more people to attend from the same company. This rate increases to $1295 each after Friday, April 3.

You can pay by credit card (using the links above or below) or by check. Mail your check and business card to: New York Business Roundtable Inc., 747 Third Avenue, Suite 200, New York, NY 10017.

Can’t attend but want to hear the program? You can buy the audio package along with the handounts.

This event is sponsored by:

Association Partners:

Data Partners:

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Details

Date:
Thu, Apr 30
Time:
8:00 am - 5:00 pm
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Contact Us



747 Third Avenue | Suite 200 | New York City | 10017
212-832-7300

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