The stakes in C-suite hiring are existential. After all, talent risk is value-creation risk. Nowhere is this truer than in the middle market, where leadership’s impact is most directly felt and executives are unlikely to be supported by layers of management and squads of subject-matter experts. But when leadership changes are necessary—because of retirement, change of control, or performance issues—middle-market companies and investors find themselves at a serious disadvantage. They often lack the internal capabilities and outside support that will help them find and assess the best candidates.
