Independent, evidence-based executive assessment for private equity hires, de-risking the deal and accelerating time-to-performance against the investment thesis.
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Private equity firms do not need another executive recruiter. They need independent evaluation that holds up in an investment committee. Arcadia Group delivers board-ready candidate assessments for executive hires across your portfolio: pre-close diligence, post-close integration, and succession planning.
We do not source candidates. We evaluate them. Our assessment rigor and cross-engagement analysis compress weeks of manual synthesis into board-ready deliverables in hours.
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Our methodology combines Hogan personality profiles, cognitive ability testing, structured behavioral interviews, and cross-engagement pattern analysis to produce a complete picture of a candidate's leadership capability, operational fit, and risk factors.
For every PE firm we serve, we deliver standardized, comparable profiles that investment committees and operating partners can act on with confidence. Same framework, same rigor, every candidate.
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Before a portfolio company hires its next CEO, CFO, or COO, Arcadia Group's Diligence Hiring Assessment delivers an independent evaluation that validates the candidate's track record, stress-tests fit against the investment thesis, and surfaces risks that reference checks miss.
Delivered in under two weeks. Board-ready. Cross-engagement synthesis focuses expert time where it matters most: judgment calls on cultural fit, leadership capacity, and strategic alignment.
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For portfolio roles that carry outsized risk (founder transitions, new CEO placements, first-time operating partners), our Comprehensive Hiring Assessment goes deeper.
Multi-source behavioral interviews, 360-degree reference architecture, and cognitive testing mapped to the specific demands of the role. The output is a single, actionable document your investment committee can rely on.
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Executive assessment is a horizontal capability. Arcadia Group delivers the same methodology to Fortune 500 succession planning, federal agency leadership selection, and family-office portfolio governance.
The framework is constant; the context shapes the execution. If the stakes of the hire demand independent evaluation, we can help you make the decision with confidence.
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