Dina DeMarco

And in their SIM under investment highlights, they had five bullet points. And one of those bullet points was best-in-class centralized recruitment. And at Human, we did that for them. We partnered with this portfolio company early in their hold period to de-risk their recruitment.

And we leaned into what we call our outsource to insource model, where essentially we took over recruitment for them for 24 months. And during that time, we built them a best-in-class recruitment function. So we streamlined processes. We implemented technology. We did a full employer brand revamp. And then we transitioned it back to their team. where we hired them recruiters.

And we leaned into what we call our outsource to insource model, where essentially we took over recruitment for them for 24 months. And during that time, we built them a best-in-class recruitment function. So we streamlined processes. We implemented technology. We did a full employer brand revamp. And then we transitioned it back to their team. where we hired them recruiters.

And we leaned into what we call our outsource to insource model, where essentially we took over recruitment for them for 24 months. And during that time, we built them a best-in-class recruitment function. So we streamlined processes. We implemented technology. We did a full employer brand revamp. And then we transitioned it back to their team. where we hired them recruiters.

We hired their recruitment leader. And so by the time they were ready to go to exit, they had this thorough, high-functioning, high-performing recruitment function. So I was super, super proud to see that. And then the other thing I love is that we've been included in several of our PE partners' annual investor presentations.

We hired their recruitment leader. And so by the time they were ready to go to exit, they had this thorough, high-functioning, high-performing recruitment function. So I was super, super proud to see that. And then the other thing I love is that we've been included in several of our PE partners' annual investor presentations.

We hired their recruitment leader. And so by the time they were ready to go to exit, they had this thorough, high-functioning, high-performing recruitment function. So I was super, super proud to see that. And then the other thing I love is that we've been included in several of our PE partners' annual investor presentations.

And specifically, they talk about the partnership that they have with Human. And they reference the enterprise value that we've helped to generate through either cost savings or accelerated hiring. So those are two things that I like to brag on.

And specifically, they talk about the partnership that they have with Human. And they reference the enterprise value that we've helped to generate through either cost savings or accelerated hiring. So those are two things that I like to brag on.

And specifically, they talk about the partnership that they have with Human. And they reference the enterprise value that we've helped to generate through either cost savings or accelerated hiring. So those are two things that I like to brag on.

Yeah. So we know that private equity firms are very good at most things that they do. But what we're seeing is that there is this gap around understanding talent acquisition as a lever. So what I want to do is I really want to push forth this idea of having a talent acquisition playbook.

Yeah. So we know that private equity firms are very good at most things that they do. But what we're seeing is that there is this gap around understanding talent acquisition as a lever. So what I want to do is I really want to push forth this idea of having a talent acquisition playbook.

Yeah. So we know that private equity firms are very good at most things that they do. But what we're seeing is that there is this gap around understanding talent acquisition as a lever. So what I want to do is I really want to push forth this idea of having a talent acquisition playbook.

And so we know there are playbooks for operations, accounting and finance, almost every other facet of the business. But what we don't see is this concept of a talent acquisition playbook. And really, that's what we are in Human PE Talent Solutions. We are your TA playbook. And so I'm focused on really bringing that to our partners and figuring out how we can further develop this concept.

And so we know there are playbooks for operations, accounting and finance, almost every other facet of the business. But what we don't see is this concept of a talent acquisition playbook. And really, that's what we are in Human PE Talent Solutions. We are your TA playbook. And so I'm focused on really bringing that to our partners and figuring out how we can further develop this concept.

And so we know there are playbooks for operations, accounting and finance, almost every other facet of the business. But what we don't see is this concept of a talent acquisition playbook. And really, that's what we are in Human PE Talent Solutions. We are your TA playbook. And so I'm focused on really bringing that to our partners and figuring out how we can further develop this concept.

It's something that we're doing organically, but to really have it crystallized is something that I'm really excited about.

It's something that we're doing organically, but to really have it crystallized is something that I'm really excited about.

It's something that we're doing organically, but to really have it crystallized is something that I'm really excited about.

Yeah. So let's see. So first – Don't overlook the middle. And when I say that, I think you can talk to nearly any PE firm and they're going to know really great partners for their C-suite hiring. But when it comes to hiring that financial controller, they're not going to have a go-to resource. They don't know what to do. They don't want to pay corn fairy 33%.