Case study · Operating partners
The most talent-centric fund, hiring 50 executives a year, encoded its method into Team Theory.
- AUM
- $19B
- portfolio companies
- 56
- person talent team
- 13
The context
A $19B West-coast PE firm with 56 portfolio companies and one of the most advanced talent programs in the country: a 13-person talent team backed by a large value-creation group.
The pain
A $15K deep-dive assessment done by hand: a question bank emailed out, a Word note-doc, a memo assembled manually.
A firm-wide hiring rubric that lived in people’s heads.
The outcome
A team that could have built this itself chose to build on ours. The junior-most person on the talent team now leads usage: “it has taken on a life of its own.”
What changed
Encoded the firm’s rubric into six firm-wide custom workflows, authored by an admin for colleagues rather than for themselves.
Generated 232 documents from 274 uploaded, across 13 portfolio companies, 79 executives and 69 roles.
Used Team Theory to underwrite its own new talent-team hire.
How they use it.
Scorecard and rubric creation
The firm’s competency rubric, calibrated 0–3, plus a scorecard per role.
Underwriting memos
Four firm-wide templates.
Interview plans and guides
The full playbook, super-day and deep-dive guides.
Candidate background research
Public-record briefings ahead of first conversations.
Interview prep reports
A one-page briefing so any interviewer arrives current.
Compensation benchmarking
VP, CTO and GM benchmarks by market and role.
“The best compensation tool I’ve used. It’s hands down better than anything else out there, and it picks up on the nuances of PE so well.”
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