Build Your Team With Precision
When you're launching a fund, entering a new market, or scaling a platform, individual searches won't cut it. Team Builds coordinate multiple hires in parallel - mapped, screened, and onboarded as a cohort so your team is cohesive from day one.
Four Situations Where Team Builds Outperform Single Searches
Compensation Benchmarking
You're seeding a new fund, strategy sleeve, or sub-strategy. Investment leadership, analysts, and support functions all need to be in place by a specific close date - and they need to work well together from the first deal.
Entering the US Market
A detailed written brief covering role requirements, technical competencies, cultural criteria, compensation parameters, and success metrics. Reviewed and approved by you before outreach begins.
Scaling an Existing Platform
Your AUM has grown past what your current team can support. Adding one senior hire isn't enough - you need structured capacity across multiple roles without disrupting the deals already in flight.
Succession Planning
The next layer of leadership needs to be built deliberately, identifying internal successors, supplementing with external hires, and aligning incentives well before the transition begins.
Why a Coordinated Engagement Works Differently
A Team Build isn't five separate searches running in parallel. It's one engagement with one team, coordinated deliverables, and a shared view of culture, compensation, and fit across the cohort.
Scope
Single Retained Search
Multiple coordinated hires executed in parallel
Team Build
One defined role, one hire
Briefing
Single Retained Search
Unified team-level strategy plus role-specific specifications
Team Build
Role specification per search
Culture Assessment
Single Retained Search
Fit to each other - interview overlap between candidates
Team Build
Fit to existing team
Timeline
Single Retained Search
12–20 weeks to full cohort seated (staggered start dates)
Team Build
8–12 weeks to accepted offer
Market intelligence
Single Retained Search
Integrated landscape covering every role in the build
Team Build
Role-specific comp and talent data
Compensation Strategy
Single Retained Search
Aligned comp architecture across the cohort
Team Build
Individual offer structuring
Onboarding Support
Single Retained Search
Sequenced onboarding with handoffs between hires
Team Build
Close support through start date
Six Stages from Strategy to Seated Team
Scoping & Team Strategy
We start with the full picture: why you're building, what the team needs to do in year one, and how the roles interact. This defines the sequencing and the architecture of the search.
Role Prioritization
Not every role is urgent. We work with you to decide which seats need to be filled first (often the investment lead and the anchor operator), which can be sequenced, and which may be sourced internally.
Parallel Market Mapping
We map the talent universe for each role simultaneously - looking for candidates whose profiles align with both the role and the broader team context. This often surfaces candidates who weren't on a single-search map.
Coordinated Shortlists
Shortlists are delivered with an eye on the cohort. We present candidates whose strengths complement each other - not a set of parallel finalists who would never work well together.
Staggered Hiring
Offers are made in the order that supports the build. Typically the investment lead or senior operator is closed first; subsequent hires are recruited with that closed leader involved in the process.
Onboarding Support
We stay engaged through every start date, coordinating introductions, surfacing early friction, and ensuring the cohort lands as a team - not as a sequence of individual new hires.
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Explore a Team Build Engagement
Team Builds aren't right for every hiring need - but when they're right, they dramatically change outcomes. If you're launching a fund, opening a US presence, or scaling a platform, we're happy to have a preliminary conversation and show you what the cohort could look like.