Mason Blake’s Post

M&A/PE Associates in NY: I recently sat down with the partners of one the top teams in the city to discuss their growth plans for the rest of the year. They're planning to bring in a handful of associates (class years 2022-2019) who want to work on a mix of large-cap PE, public M&A, and middle-market deals for some of the most recognizable PE firms and public companies in the market. This is one of the most in-demand firms - associates always ask me if this group is hiring, and they are now for the first time in quite a while. Sitting down with the partners made it clear that they're very invested in their associates' success; partners often set associates up with secondments that lead to elite in-house roles, and there's a real path to partnership for associates interested in promotion. If you're interested, you can reach out on LinkedIn or shoot me an email at [email protected] to set up a time to discuss.

"You just can't beat the person who never gives up." - New York Yankees legend, Babe Ruth. In the sales world, you'll find plenty of times of wanting to throw in the towel. It's the easy choice when things get hard. However, the people who succeed in this industry are the ones who embrace the hard days and just keep going. When I look at our Austin office here at Insight Global, I pray that we are known as a team who is consistently relentless and continuously finds creative ways to deliver for our clients. I want us to be known as people who just didn't give up. #sales #recruiting #staffing

The secret to hiring the right candidate who will report to you is to hire an individual to fill your shoes, not fill a position. A strong organization functions as a pyramid. If the foundation isn’t strong, the top will fall. Build a strong foundation, adding and allowing people to move up. This is the key to building a strong organization.

🚨 Calling exit strategy experts!🚨 We are officially #HIRING for a Director, Exits & Realizations to join the Transaction Team under Christen Paras' leadership! Christen joined us as employee number 18 and has been instrumental in our growth. This role will support her in executing exit strategies and value realization for our portfolio companies. “Our goal is to maximize value for our investors. In order to consistently drive excellent exit outcomes, we knew we needed to do something most firms don’t—build a team purely focused on just that. MiddleGround and our Management Teams work so hard to execute on value-creation plans developed during our underwriting that merely hiring advisors toward the end of our hold to sell our portfolio companies just isn’t enough. We have to focus on exit strategy and market positioning throughout our ownership from Day 1,” said Christen. If you're a results-driven exit strategist ready to leave your mark, apply here or reach out to our team below: https://bit.ly/45uASYt Zach Miller, VP of Human Capital, [email protected] Christen Paras, Co-Head of Transaction Team, [email protected] #privateequity #careers

📈💼 Looking for the best talent? According to Stephen Schwarzman, only hire 9's and 10's… A 10 is someone who not only does everything everyone else can but can take one idea, run with it, and create billions in value💰 Take Larry Fink, for example, he started with Schwarzman and founded BlackRock. That's the power of a 10🏢 Don't settle for less – go for the 9's and 10's 🔝🔥 #motivationalvideos #success #business #personaldevelopment #inspirationalvideos #hiring #employees

If you were entertaining a new opportunity with a PE backed company, how likely would you be to "trade" a portion of guaranteed annual cash compensation for equity? What factors would influence this decision? As recruiters, the Purple Squirrel Advisors team is often in the position of guiding candidates through negotiations, determining how their needs and interests match with the company’s. This decision isn’t just about the numbers, it’s about aligning incentives and beliefs. A few factors that might influence this decision include: 1️⃣ Long-Term Vision – Are you drawn to the potential for exponential growth and value creation over time, or do you prioritize immediate financial security? 2️⃣ Risk Appetite: How comfortable are you with the potential risks associated with equity? Does the PE firm’s track record and growth strategy mitigate or amplify the risk? 3️⃣ Alignment of Interests: Do you believe in the company’s mission and vision? Are you confident in the leadership team and their ability to execute strategic plans? 4️⃣ Market Conditions: What’s the broader economic landscape? How might the industry trends and market volatility impact the potential value of equity? 5️⃣ Personal Financial Situation: How does this decision fit into your overall financial strategy? Are you willing to diversify your portfolio with an equity stake? What factors do you consider when contemplating a new opportunity? How do you manage the balance between guaranteed compensation and equity ownership? Please share your thoughts, and questions!

Ageism is a pervasive problem in many industries, and it's disheartening to see that 85% of people who responded to a recent poll agreed that ageism is still a problem in corporate America. However, there is a silver lining. After reviewing some discussion boards, it's clear that some companies recognize the value of hiring experienced professionals in their late 40s and beyond. And the results speak for themselves - these hires have been nothing short of amazing. Experience is an invaluable asset, especially when it comes to leading and closing deals of all sizes. Hiring managers and recruiters should take note: there is a wealth of talented professionals out there who can help your company succeed. These individuals possess valuable skills such as time management, the ability to deal with adversity in a positive way, and the capability to build lasting business relationships. The best part? You can hire these amazing people at a below-market value price. Experience can't be bought or taught, and these individuals are winners who will lead by example for the younger generation. Don't miss out on the opportunity to work with these amazing professionals before your competition does. It's time to recognize the value of experience and the contributions that seasoned professionals can make to your company. And for those looking for a new AE or CSM role, I am one of those experienced professionals who is ready to bring added value and close deals. Let's work together to achieve success!

OPPORTUNITIES - VALUE CREATION🚀 The value creation department focusses on hiring talent for growing/expanding businesses. This essential for PE & VC-backed assets because it not only serves the financial interests of investors but also contributes to building robust, competitive, and sustainable businesses. My department helps investors who are looking to grow both organically and in-organically. We focus on placing the professionals responsible for these activities, as well as the support team around them. As you may have seen, we are currently recruiting a number of positions and would love to connect with talent open to exploring new opportunities. - Investment / M&A Director - Germany - Head of M&A - Germany - M&A Manager - Germany - M&A Director - Europe - Head of Business Development (sales experience is a plus) - Germany - Chief of Staff - Germany - Head of Strategy / Project Management Office (PMO) - Germany #privateequity #venturecapital #valuecreation

A CRO does more than you might think. They innovative teams, monitor the market, analyze opportunities, and connect with key players in adjusting your company's revenue streams. Culver Careers is here to help you find the ideal chief revenue officer who can take your business to the next level.

If a company won’t hire because you don’t have the experience, how can you get the experience if you can’t get a job in the first place? Create a faux company. No, it’s not what you think. Don’t file fraudulent paperwork and open fake bank accounts. Make up fake data. Imagine you’re running a startup. Consider what you’d do if you a contestant on Shark Tank. This is the advice I gave to a MBA graduate who wasn’t getting favorable results from her interviews. She had to think about what the future of the future business looks like, coming up with assumptions about: Sales Products Customers Margins Hiring And more. Experiences and critical thinking can grow through our own imaginations. This young woman did and then landed into a long-term rotation at a Fortune 500 financial leadership development program. She still works for the company many years later. —————————— The appropriate interview question isn’t: “how did you solve this problem you faced in your past?” The question should be: “how would you solve this problem if it arose in the future?” We mustn’t hire finance people solely based upon track records. And while past performance can be an indication of future behavior, we can’t solve future problems with the same level of awareness that created them. We hire people based upon their critical thinking, reasoning skills and ability to meet the challenges where they are. Create case studies of our own can fill a void when experience doesn’t come through other means.