Operator Match vs. Hiring: Why Most “Great Resumes” Still Fail in SMB and PE-Backed Companies
The real reason operator hires fail isn’t skill—it’s execution mismatch. Learn how Search CEOs and founders avoid costly mis-hires.
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The real reason operator hires fail isn’t skill—it’s execution mismatch. Learn how Search CEOs and founders avoid costly mis-hires.
Learn how Search and ETA CEOs can turn investor relationships into value-creation partnerships. Discover best practices for communication, trust-building, and post-acquisition alignment that drive stronger board dynamics and faster growth.
The CEOs who thrive post-acquisition are those who quickly understand that leadership, not ownership, is the new job.
When you acquire a business, you’re not just buying financials, contracts, or customers — you’re inheriting a culture. And whether you recognize it on day one or not, that culture will determine how fast (or how painfully) your value creation plan takes hold.
When a new CEO steps into a company after acquisition, they inherit more than financial statements and customer contracts — they inherit a culture they didn’t create. And in the ETA world, where leadership transitions are often abrupt, how you handle those first 90 days determines whether people lean in… or pull back.
Building a thriving culture after a CEO acquisition requires a thoughtful, inclusive, and sustained effort.