In private equity, leadership is the single biggest variable in value creation, it’s not about speed, but about precision. Every hire must be able to deliver against the deal thesis, clearly, confidently, and in context. At Kinsley Sarn, we benchmark it against what the deal demands.

Still, we see many firms rely on instincts, resumes that look good, and references that sound strong, but unfortunately, pedigree doesn’t build scale, and gut feel doesn’t drive value.

“Talent has become the ultimate differentiator in private equity and venture capital, where the right leadership can make or break an investment.” — Hunt Scanlon

We’ve seen it a lot where strong operators are hired into the wrong mandate, or worse, the right mandate with no clarity on what success should actually look like. Benchmarking solves for both. It sets the bar before the search begins, and makes sure every candidate is measured against it.

Why benchmarking leadership is non-negotiable

At Kinsley Sarn, we believe effective leaders aren’t defined by charisma or resumes, but by their ability to drive shared objectives, earn trust, and create environments where others thrive.

Benchmarking allows us to evaluate whether a leader truly inspires followership, because without it, leadership doesn’t exist. It forces clarity around the behaviors, outcomes, and relational dynamics that drive value in real world situations. 

We look for leaders who avoid self-deception, build strong peer and team relationships, and actively enable others to succeed. This goes beyond checking for track record. It means assessing how a leader shows up under pressure, builds trust, and aligns teams to outcomes that matter.

Whether you're scaling, turning around, or integrating, benchmarking defines what “good” looks like, with the full context of the business, the team, and the growth thesis in mind.

Building benchmarks that align talent with investment strategy

We build benchmarks from the deal thesis forward, that means asking: What does this leader need to achieve in 12 months? What needs to change, scale, or stabilize?

Here’s what we pressure test:

• Deal-stage alignment - does the candidate’s experience map to what the business needs now, not three years from now?
• Track record in complexity - have they delivered in conditions that reflect the demands and realities of similar investment environments?
• Leadership behavior - not just what they did, but how they did it, especially under pressure.

We draw from our leadership principles to assess how a leader builds followership, that means looking for the hallmarks of effective leadership: a focus on shared objectives, openness to feedback, and a track record of enabling others to succeed. We’ve seen that the most effective operators are relationship-led, self-aware, and deeply committed to the success of those around them.

This is where pre-hire executive assessments earn their value. Tools like simulations, case interviews and data-backed psychometrics help test beyond the surface and into the substance.

“Scaling leadership and adopting forward-thinking talent strategies have become mission-critical priorities.” — Hunt Scanlon

If you're looking to strengthen your leadership hiring strategy, we can help. Kinsley Sarn partners with private equity firms and portfolio companies to define what great looks like, then find it. Get in touch to learn how our benchmarking approach can help you hire with more confidence and less compromise.

Operationalizing benchmarking in your hiring process

We treat benchmarking as the foundation of the process by following these steps:

• Pre-search - define what great looks like, align internally across deal team, founder, and board. 
• During - Apply consistent, outcome-focused criteria. Probe for evidence of followership, adaptability, and how the leader enables others.
• Final stage - go beyond surface-level referencing. Test assumptions, validate performance through behaviours, not just outcomes.
• Post-hire - use the original benchmark to drive onboarding, track early performance, and reinforce expectations.

This approach draws directly from our private equity hiring framework, where influence is earned through clarity of intent, relational strength, and shared success.

Common failure patterns to avoid 

Here’s where we see even experienced teams slip:

• Hiring the “shiny” profile without operational proof
• Relying on references that aren’t structured or comparative
• Focusing on job titles instead of the strategic impact required
• Skipping culture and leadership alignment in the name of speed

Talk to us about getting benchmarking right

If you're looking to strengthen your leadership hiring strategy, we can help. Kinsley Sarn partners with private equity firms and portfolio companies to define what great looks like then find it. 

Get in touch to learn how our private equity hiring framework, executive assessment pre-hire process, and portfolio company COO checklist can help you hire with more confidence and less compromise.

Source: https://huntscanlon.com/recruiting-for-private-equity-venture-capital-driving-growth-through-talent/ 

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Meta Description: Discover how to benchmark leadership talent effectively before making a critical hire. Learn how Kinsley Sarn's private equity hiring framework, executive assessment pre-hire process, and portfolio company COO checklist can help you align talent to deal strategy with precision.

Tags: Private Equity, Leadership Hiring, Executive Search, Benchmarking Talent, Portfolio Company, COO Hiring, Executive Assessment, Value Creation

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