We recruit hybrid investors for growth equity funds — professionals who can model a deal, sit on a board, and roll their sleeves up when a portfolio company needs help on GTM. Ex-banking, ex-consulting, ex-operator. The rare profiles that don't fit a single mold.
Growth seats sit between buyout and VC — you'll model a deal in the morning and sit in on a GTM review in the afternoon. We work with growth funds across NL, BE, DACH and the Nordics that hire investors who can do both halves: ex-banking, ex-consulting, ex-operator. One owner from intro to offer, and an honest read on which funds will actually back your profile.
The hardest part of growth equity recruiting is finding people who can do both the financial modelling and the operating conversations. Most candidates can fake one. Very few can actually do both.
Growth mandates are the hardest to fill because the bar is "do both halves well." We spend extra time on operator-side sourcing — talking to senior people at portfolio companies, growth-stage operators, and the consulting/banking pipeline in parallel. Every candidate is screened against both the modelling bar and the boardroom bar.
Typical timeline: 8–12 weeks from intake to signed offer. Hybrid profiles take longer to surface and longer to close — but they stick.
Send a one-line brief. We'll come back within 24 hours with three questions — and within two weeks with a longlist.
Most growth funds want both halves — modelling and operator instincts. We'll tell you honestly which half is your strong one and how to close the gap.
A dedicated owner runs your search from first call to landed offer. No handoffs, no junior screens.
Some funds say they want hybrids and then pass on every operator. We know which ones really mean it.
You'll know exactly where you stand after every round. No silence, no chasing.
30 minutes. You walk us through the seat, the team, the comp band, and what "good" looks like. We push back on anything that doesn't add up.
We hit the phones. No CV blasting. No LinkedIn InMail spam. We talk to passive candidates we already know and qualify them against your bar.
4–6 names. Each with a written rationale, comp expectations, and notice period. You decide who to meet.
We run the debrief, the comp negotiation, the notice conversation. We don't disappear after the offer is signed.