A Proven CEO to Drive Skilled Staffing Integration
A national skilled staffing provider partnered with our firm and their Private Equity sponsor to identify a new Chief Executive Officer. Operating across 48 states with over 25 branches, the company had grown through nine acquisitions and was generating over $200M in revenue heading into its next phase of growth. With an exit targeted for 2025–2026, the business required a leader capable of unifying fragmented operations, instilling discipline, and unlocking enterprise value.
The Challenge
The company’s COO had been managing day-to-day operations in the absence of strategic leadership, while key business units operated in silos with uneven management depth. This misalignment was hindering integration efforts and clouding exit readiness. The board sought a seasoned operator who could realign the team, reinforce accountability, and deliver sustained performance improvements in a private equity context.
Key criteria included:
Proven P&L ownership in a $100M+ revenue business
Deep expertise in skilled trades or industrial staffing
Track record of unifying distributed operations and teams
Strong operational leadership and integration skills
Executive presence fit for board, customer, and field engagement
Our Approach
We collaborated with the private equity sponsor to create a targeted leadership scorecard emphasizing operational rigor, cultural cohesion, and proven execution. Our search focused on sitting or former CEOs with experience in skilled staffing, field-heavy operating models, and national scale. We prioritized leaders who had navigated fragmented organizations and brought a hands-on approach to transformation.
The Candidate
The ideal candidate emerged early in the process. A seasoned staffing executive with over 25 years of experience, he had previously built one of the country’s largest construction staffing firms, scaling it to nearly $1 billion in revenue. Known for driving operational discipline and building high-performance teams, he brought the credibility, vision, and grit needed to lead in a skilled trades environment. His people-first leadership style and ability to execute across complex markets made him the clear choice to unify the organization and guide it into its next chapter.
The Outcome
The candidate began onboarding in April 2025. His appointment was met with strong internal alignment and renewed confidence across the board and executive team. His leadership marks a critical inflection point for the firm—positioning it to consolidate gains, elevate performance, and realize the full potential of their sponsor’s investment thesis.
