MiddleGround Capital, which closed its debut fund late last summer above it hard cap, plans to launch a search for a junior-to-mid-level professional to work on deal origination and investor relations.
The ideal candidate would have three to eight years of professional experience and a background in a related field such as investment banking, private equity or management consulting. Christen Paras, head of business development and investor relations, said that the search “will be getting kicked off pretty soon.” The new hire will report to Paras (pictured).
MiddleGround Capital has been on a deal-making, fund-raising and hiring tear since its founding in March 2018 by Partner and CCO Scot Duncan, Partner Lauren Mulholland and Partner John Stewart.
Ever wonder why so many private equity firms strive to raise ever larger funds? Simple. Larger funds generate more income–more management fees for certain, and more carried interest so long as their deals turn out to be sufficiently profitable.
More management fees translate into higher individual pay, since firms don’t hire at the same pace that they expand their assets under management. And that has led to some remarkable differences in pay for folks doing similar work at large and small shops. More evidence for these disparities comes from the 2019 employment report released by Columbia Business School this fall.
Private equity firms, scrapping for every possible advantage to meet stratospheric investor expectations, continue to binge on the hiring of operating professionals.
In a recent survey-based report, executive recruitment firm Heidrick & Struggles found that as investment professionals spend more time looking for deals, and less time tending to portfolios, “PE firms are adding generalists, industry specialists, and functional specialists from the middle level through the most senior ranks.” Two of the most popular hires? Head of talent and CFO of portfolio operations.
Turning Rock Partners, a New York City-based shop that closed its debut fund earlier this year at more than $400 million, plans to expand its nine-person payroll over the next 24 months by adding up to two investment professionals and a client services professional.
Managing Partner Maggie Arvedlund (pictured, second from right) said that the investment hire or hires would likely be at the junior or mid-level, although the firm is flexible. “We like to meet exceptional talent, and we can often flex up or down for the right individual,” Arvedlund said. The firm is committed to building a team with varied backgrounds. “We are a woman-owned business, and we take [diversity] seriously,” she said.
A large and growing number of private-equity firms have at least one full-time deal originator on staff. But it can still take the skills of a consummate originator to break into the field at the junior level.
All told, 59 percent of the 144 private-equity firms that participated in this year’s Deal Origination Benchmark Report have at least one business development professional, or originator, whose full-time job is relationship-building with deal intermediaries or business owners. That’s up from 47 percent in the 2017 edition.
The report is produced every year by deal-sourcing platform provider Sutton Place Strategies. All the participants are clients of Sutton Place Strategies, so the sample may not be representative of the broader industry. (Sutton Place Strategies is a consulting client of mine.)
An annual one-day summit for women in finance looking to learn leadership skills and advance more quickly in their careers is itself getting a big promotion.
With the introduction of Groundbreakers | RISE, the Toigo Foundation is giving women on both the GP and LP side of the industry the opportunity to participate in a year-long training and mentorship program.
The program is open to “rising women leaders” with seven to 10 years of experience in finance, and participants get nominated by their firms to join. Individual private-equity firms or teams within global shops can nominate up to two women for each class of students. Among the main components of the program:
* A three-day conference devoted to leadership assessments and goal-setting this December in Austin, Texas;
* Quarterly regional sessions;
* Webinars for building on quantitative skills;
* Coaching by members of the Private Equity Women Investor Network, an association of experienced, successful women in private equity that is one of three “launch partners” of the RISE program.
Tuition is $7,500, and students or their firm must pay for travel and lodging. Along with PEWIN, the two other launch partners are Clearlake Capital Group and the Kwanza Jones & José E. Feliciano SUPERCHARGED Initiative.
Reach the Toigo Foundation to learn more at 510-763-5771.
Hiring, promotions and fundraising often go hand in hand in hand in private equity. Such is the case with Palo Alto, California-based HGGC.
Yesterday the prolific deal-maker–over the last two and a half years the firm has acquired 10 platform companies and more than 50 add-ons–said it had hired 12 new professionals across both operations and investing. That brings its headcount to close to 70. It also promoted four.
The build-up comes as HGGC gears up to raise a fourth fund likely to eclipse $2 billion in size–a healthy notch up from the $1.84 billion the firm speedily raised just under three years ago. Earlier this year, following an investment by Dyal Capital Partners, the firm announced five new hires and 10 promotions.
Avante Capital, a Los Angeles-based provider of uni-tranche debt, subordinated debt and minority equity investments, has set its sights on launching its third fund over the next six-plus months sporting a target in the neighborhood of $300 million including leverage.
Like its predecessors, the pool would be structured as a small business investment company, or SBIC. The Small Business Administration-managed SBIC program provides fund-level leverage up to $175 million per fund. The firm may also raise a sidecar, which could take the form of either a co-investment fund, or a non-levered, non-SBIC pool designed to appeal to investors with a distaste for fund-level leverage.
Fresh on the heels of closing a $1.56 billion fund, New York City-based Palladium Equity Partners is “opportunistically” looking to hire a mid-level professional–a senior associate, vice president or principal, according to Dale Pescatore, vice president.
Candidates with expertise in health care, services or industrials–three of Palladium Equity’s target industries–would be particularly desirable. The 22-year-old firm, which acquires family-run, mid-sized businesses, many of them serving the Hispanic population, also values employees with a variety of backgrounds.