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INTRODUCTION

BY JIM GILREATH

During more than 40 years of national C-Level retained search consulting, I developed a unique and successful hiring model that was well received by my lower middle market and middle market Private Equity Group (PEG) clientele. I only presented qualified and interested skin in the game C-Level candidates for my PEG retained searches. They all had to satisfactorily pass through my meticulous screening and coaching process. Each finalist C-Level candidate would be required to provide me with certain documents for the PEG client’s information package. Each finalist SITG (skin in the game) search candidate and I collaborated together to produce an impressive three ring binder on the candidate. It was titled “Highly Confidential Information File on John Wxyz” for the client’s eyes only. Specifics are in my book, Skin in the Game.

One of my long-term PEG SITG search clients explained that once they reviewed a typical candidate binder from me, typically the search candidate was 80% hired. There was some pushback from finalist C-Level SITG search candidates, especially CEOs, about submitting 9-12 of their key references for me to check, even before they met my PEG clients. I would explain the reasoning behind my completing this part of my hiring system, how it has made the difference between many past successful hires.

Unfortunately, these highly confidential reference checks also can uncover good reasons that this SITG search candidate isn’t a good enough match and they are eliminated. Of course now with LinkedIn, it’s open house on calling anyone connected to a C-Level search candidate with or without the candidate’s approval. I always write in my SITG retained search agreement with our PEG client that no unauthorized reference checking is allowed by myself or the client.

“Skin in the game” was a term attributed to Warren Buffett, the famous multi-billionaire investor. He was known to publicly advise executive insiders to buy stock in a company they were running or helping grow profitably. Their skin in the game was the amount of their own money used to buy some of that stock

The majority of my SITG C-level hires haven’t had any previous experience working for a company owned by a PEG. These C-level hires had never bought stock in their company until I placed them. Typically these SITG hires had to have C-Level experience in the same industries as my retained search clients’ portfolio companies. Also each of my finalist candidates had to fit the PEG’s business culture.

My due diligence oriented, retained search hiring process for each of my C-Level search assignments is based, in principle, on the typical due diligence approach employed by my client PEGs in their meticulous evaluation of all aspects of a targeted acquisition.

Though our SITG C-Level searches typically take 3-4 months to complete, PEGs evaluating a company acquisition often take several months or longer to complete or decline. That’s because of the potential financial risks involved once the deal is consummated.

SO, WHO WILL BENEFIT FROM THIS BOOK?

Skin in the Game is an essential read for:

 M&A industry professionals

 Proven C-level executive job seekers

 Middle market PEG partners

 Retained Search Consultants

 Human Resource Executives

 Corporate Hiring Authorities

 Fresh MBA graduates

Even if you aren’t seeking a STIG C-Level job, there are many aspects of my system that can help your candidacy succeed in your being hired. I am giving you what I call proven “evidential candidacy” search support techniques.

Skin in the Game was intended to be priced as a $50 manual on SITG C-Level hiring. I decided instead to price it at $19.99 so it would help a wider audience because my hiring model works for many, big time!

-Jim Gilreath