Case study · Talent partners
Team Theory’s custom workflows standardized the interview structure across a fund’s hiring process.
- AUM
- $17B
- portfolio companies
- 28
- talent partners
- 2
The context
A $17B New York PE firm with 28 portfolio companies. Two partners on the talent team cover fifteen to twenty executive searches at any one time.
The pain
Fifteen to twenty executive searches running at any moment.
Interview panels with no shared structure, with each interviewer covering the same ground.
The outcome
The clearest example of a single use case run at production depth.
What changed
Generated 42 documents against 19 uploaded. The product produces more here than it takes in.
Forty of those are interview plans: multi-guide sequences split by competency and interviewer.
Six of the built-in workflows in regular use; a bespoke post-interview screening debrief workflow built live on a call.
How they use it.
Interview plans at volume
Guides split by competency and interviewer.
Divide-and-conquer interviews
The load split so no two interviewers repeat ground.
Scorecards from prior targets
Past job targets go in, a working scorecard comes out.
Role profiles and job descriptions
CFO, VP Transformation, division president.
Candidate evaluations
Structured evaluation written against the role profile.
Post-interview debriefs
A bespoke workflow built live for their screening debrief.
“We wouldn’t try to replicate the intelligence piece your team has spent a long time perfecting. We’d use vendors like you for the very specific things where you’re very good.”
Get your next decision right.
Book a walkthrough with our team. In most cases we can begin the same day.