The private equity landscape is undergoing a significant transformation—whether it’s a temporary or enduring one is yet to be seen. As the industry continues to grapple with a slowdown in M&A activity, firms are adapting their strategies to remain competitive. There’s a great deal of discussion about how the traditional approach of relying on financial engineering and cost-cutting to generate returns is no longer sufficient. Instead, private equity firms are shifting their focus to value creation within their portfolio companies. However, as Dan Ellis, CPA discusses in this article, creating value is no easy feat, particularly in the face of a growing talent shortage. With nearly half of fund managers and operating partners reporting understaffing in critical roles, the competition for top talent is fiercer than ever. To succeed in this challenging environment, firms must develop effective strategies for recruiting and retaining the skilled professionals—in the C-suite and beyond—needed to drive growth and profitability.
Townsend Search Group
Staffing and Recruiting
Birmingham, Michigan 6,959 followers
We place leaders who affect change.
About us
Since 2004, Townsend Search Group has partnered with organizations to identify, attract and place change-making C-suite executives and senior management across industries and business disciplines. From our offices in Birmingham and Traverse City, Michigan, we work closely with clients across the country to provide a superior search experience—acting as authentic ambassadors of your business to build transformative leadership teams that last. Our proven, personalized approach allows us to move efficiently, meet unique challenges and magnetize top talent. Combined with genuine passion for the clients we serve, Townsend gives candid, accurate appraisals of the differentiators, challenges and opportunities that draw in the strongest possible business leaders.
- Website
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http://www.townsendsearch.com/
External link for Townsend Search Group
- Industry
- Staffing and Recruiting
- Company size
- 2-10 employees
- Headquarters
- Birmingham, Michigan
- Type
- Privately Held
- Founded
- 2004
- Specialties
- Project Management & Consulting, Staff Augmentation, Corporate Finance, Accounting, Investment Banking, Private Equity, Corporate Development, executive searc, executive recruiting, chief financial officer, and chief executive officer
Locations
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Primary
999 Haynes St
Suite 205
Birmingham, Michigan 48009, US
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216 E Front St
Suite 201
Traverse City, MI 49684, US
Employees at Townsend Search Group
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S. Dianne Freeman, CPA
Senior Managing Director at Townsend Search Group-Interim Solutions
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Dan Ellis, CPA
Managing Director at Townsend Search Group. Executive Recruiter. We Place Leaders Who Affect Change.
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Paulette Brinker
Senior Consultant at Townsend Search Group
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Bo Pennell
Managing Director at Townsend Search Group
Updates
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Tom Chinonis, in a new article on the Townsend Search Group website, discusses some of the challenges private equity firms face in generating investor returns in today's environment, and avenues for navigating the landscape, including the importance of finding and retaining the right talent for portfolio companies.
Regulatory scrutiny. High interest rates. A prolonged period of slow dealmaking. A number of factors are posing obstacles to private equity’s playbook for generating returns for investors— especially roll-up strategies. In a recent article, I discuss why these types of transactions are becoming more challenging to execute, and touch on a few approaches that may be required to generate returns for many of our clients. https://lnkd.in/gbW7fcnM
Has Private Equity Roll-Up Strategy Run its Course? - Townsend Search Group
https://townsendsearch.com
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Dan Ellis, CPA recently shared his expertise on how family businesses can effectively recruit and retain talented CFOs in an article published by Family Business Magazine.
Managing Director at Townsend Search Group. Executive Recruiter. We Place Leaders Who Affect Change.
Family businesses are the backbone of the American economy. But as they grow, unique challenges arise. I’ve worked with many family-owned businesses to recruit new C-suite leaders as they ponder how to take things to the next level, particularly when the business requires greater financial acumen. Common questions emerge: What happens when a family business outgrows its financial leadership? How can a company navigate the delicate balance between preserving family values and legacy while bringing in the external expertise needed to drive growth and success? I address these and other issues in an article published this week by Family Business Magazine . If your family business is approaching a generational transfer of leadership, or grappling with growing pains, I’d be happy to discuss options and opportunities for finding the right outside talent to address these challenges. https://lnkd.in/gFAAWEDF
How to effectively bring an outside CFO into a family business
https://familybusinessmagazine.com
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Virtually every business in the country, large and small, is impacted by the FTC's non-compete ban. Townsend Search Group Managing Director Tom Chinonis addresses "What now?" and "What's next?" for employers in a recent post.
“What now?” It’s a question on many of our clients' minds since the FTC finalized a rule to ban non-compete agreements between virtually all employers and all workers last week. So, what happened? The final FTC rule covers most employers, with some exceptions (such as certain non-profits and financial institutions). Some of the key elements of the rule include: - A ban on all new post-employment non-compete agreements across all worker types, including both senior executives and lower-level employees, starting 120 days after the rule is published in the Federal Register. It does not apply to agreements prohibiting an employee from competing against an employer while employed. - Existing non-compete agreements may continue to be enforced, but only for “senior executives”—generally an employee who holds a policy-making position and earns at least $151,164 annually. - Employers must notify employees that post-employment non-compete agreements are no longer enforceable. - The ban makes an exception for non-compete agreements related to the sale of a business, regardless of the ownership percentage involved in the transaction. What Now? Legal challenges, such as a lawsuit filed by the U.S. Chamber of Commerce, are already underway. While it's possible that a federal judge may temporarily halt the rule's enforcement or strike it down, businesses should prepare for the new landscape rather than rely on this uncertainty. For companies—including our clients—this is a good time to examine whether compensation and other financial incentives are optimized to recruit and retain talent for the long term. For example, retention bonuses can incentivize employees to remain within the company or a particular position. Performance bonuses tied to ambitious but attainable goals can reward workers who meet long-term targets. Equity incentives, such as restricted stock and cash deferred bonuses, give workers a tangible stake in a company's success. Expanding equity compensation beyond the C-suite to key personnel can further align employee interests with the company's long-term growth. In addition, creating a supportive environment and providing training, mentorship, and growth opportunities can definitely impact where people choose to work and how long they stay. Finally, utilizing non-disclosure, non-solicitation, confidentiality, and other forms of agreements may be an option—but they can’t merely be non-competes, as defined in the rule, by another name. We’re stepping onto a new playing field. A world with no non-competes poses unique challenges. But on the flip side of challenge is opportunity. With the right strategy, businesses can still attract and retain great talent while protecting their interests.
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Talent is crucial in the post-Great Recession era, with HR solutions at the top of M&A lists. This growing market is ripe for consolidation, as experts predict the HR staffing and search industry will reach a $1 trillion valuation by 2028. Read this article from Middle Market Growth Magazine to hear how HR attracts acquirers in a diverse market. #middlemarket #HRtrends #talentattraction
HR Entices Acquirers with Diverse, Fragmented Market | Middle Market Growth
https://middlemarketgrowth.org
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We set the gold standard for executive search with our highly personalized process that attracts premier talent. Take a look at a few of the active searches our team is looking to fill below. Contact us today to learn more about what the Townsend team can do for you. https://lnkd.in/gTigjUFD #executivesearch #talentacquisition #toptalent
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We help candidates find roles that match their career goals, whether it's at a fast-growing startup or a family-owned business. Our top priorities are honesty and trust in creating long-lasting relationships and exceptional job placements. Learn more from Managing Director Dan Ellis, CPA. https://lnkd.in/g8hfTXsk #transparency #executivesearch #candidateinsights
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We are excited to announce the successful placement of the Vice President of Sales & Marketing at an Ohio-based privately held industrial manufacturing group. Nice job to Peter Bridges, who oversaw this search! For more about what we do, visit https://lnkd.in/gwXa4qdG. #placement #manufacturing #executivesearch
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Technology budgets are growing in 2024, with 90% of CFOs planning to boost their spending. The demand for generative AI and cybersecurity tools is driving this investment, as CFOs look to automate tasks and mitigate risks. Check out this article from CFO Dive to understand how recent technology has influenced spending. #cfoinsights #cybersecurity #investmenttrends
AI dominates CFOs’ 2024 budget hike plans
cfodive.com