Central Talent teams play a critical role in helping you as investors build stronger portfolio businesses. They understand the investment strategy, know the leadership teams and can connect hiring decisions directly to the value creation plan.

But demand rarely arrives evenly. A new investment, several growth hires, an acquisition or an unexpected leadership change can create competing priorities across the portfolio. Even highly capable teams can find themselves stretched when multiple senior appointments need attention at the same time.

Marble Hill Partners provides flexible research and search capacity to help Talent teams respond – while retaining their portfolio relationships and control of the hiring process.

The strength of specialist search and established research

As part of Henley Insights Group, Marble Hill Partners combines specialist knowledge of PE-backed businesses with Henley Research’s established research methods. Together, we bring more than 31 years of experience partnering with Talent teams, with over 6,750 projects completed across more than 750 companies.

We understand both the commercial importance of senior appointments and the detailed work required to find suitable people. Our role is to support the internal team with the capacity, market insight and candidate engagement needed to move priority assignments forward.

How the partnership works

1. Agree the brief and the support required

We work with the Talent team to understand the business, the role and the outcomes the appointment needs to deliver. Together, we agree the candidate criteria, target markets, responsibilities and approach. A clear statement of work sets out deliverables, timings, fees and reporting expectations, giving the team a defined piece of work they can manage and measure.

2. Map the relevant talent market

We identify businesses and individuals whose experience fits the brief, looking beyond readily available applicants and existing networks. This provides a clearer view of the talent pool, helps test assumptions about availability and gives the Talent team evidence to inform discussions with portfolio leaders.

3. Engage candidates discreetly

Where outreach is required, we approach candidates with an agreed message, explore their interest and assess their suitability against the brief. We handle the research, follow-up and initial screening, giving the internal team more time for portfolio advice, candidate assessment and other priorities.

4. Bring qualified candidates into the team’s process

We introduce interested candidates with clear evidence of their relevant experience, motivation and practical considerations. The Talent team leads the portfolio relationship and subsequent hiring process. Regular updates and feedback keep our work aligned as the search develops.

Protecting relationships and reputation

Senior search is also a relationship-building exercise. Every approach to an executive, Chair or NED can influence how they view the investor, its portfolio and its Talent team. We place care, discretion and credible communication at the centre of candidate engagement. That includes individuals who are unavailable or unsuitable for the immediate role: they may become valuable appointments, advisers or introductions in the future. Our support helps Talent teams maintain that quality of experience, even when hiring demand is high.

Capacity that fits the assignment

Support can be commissioned by stage, including:

• Talent mapping: identifying the relevant market and priority individuals.
• Candidate outreach: discreetly exploring interest and availability.
• Initial assessment: screening candidates against agreed criteria.
• Combined support: taking an assignment from market mapping through to qualified candidate introductions.

This gives Talent teams a practical way to increase capacity without adding permanent headcount or committing every requirement to a full executive search.

Supporting portfolio value creation

The value comes from applying additional capacity where it has the greatest impact:

• Progressing critical appointments: reducing delays caused by limited research and outreach capacity.
• Broadening candidate choice: reaching relevant people beyond applicants and existing contacts.
• Freeing internal time: allowing Talent professionals to focus on advisory work and meaningful candidate conversations.
• Keeping spend proportionate: matching external support to the work required.
• Strengthening future networks: giving influential candidates a professional experience that supports lasting relationships.

Your Talent team leads. We provide the specialist capacity to help it deliver. Talk to Marble Hill Partners about flexible support for your portfolio hiring needs.