In the world of private equity, executing a strategy across multiple portfolio companies means talent is one of the most important leverage points. Yet many firms find themselves hampered by unfilled roles, slower ramp-ups, and under-resourced functions. According to a survey reported by Fortune, nearly 74% of employers say they are struggling to find the skilled talent they need. (fortune.com) There’s no doubt about it, staffing for private equity portfolio companies can be challenging.
For a private equity firm juggling a portfolio of companies – each in different verticals and at different stages of growth, the stakes are higher: a delay in staffing one key role across a platform company can ripple through integration, transformation, growth planning, and value realization.
In this post, we’ll take a look at the 5 areas that consistently vex portfolio companies and share some actionable tactics Sherpa uses to help fill them with speed and precision.
Finance/Accounting – Staff Accountants, Senior Accountants, Controllers
The challenge:
A shrinking talent pipeline in Accounting is putting pressure on companies. According to CPA Journal, over 82% of hiring managers for accounting and financial roles report difficulty in attracting and retaining qualified candidates. (cpajournal.com) This isn’t just a volume problem: delayed accounting staffing can increase risk in internal controls and slow financial reporting, which is critical for PE portfolios.
Why this matters for PE portfolios:
- Platform companies need timely, accurate financial reporting for acquisition modeling or exit preparation.
- Vacancies in accounting or finance leadership slow downstream processes (FP&A, audit readiness, cost controls).
- Post-acquisition transitions magnify risks: new business units adopting standards while under-staffed can stall integration.
How to solve it quickly:
- Use a staffing partner (like Sherpa) with a network of mid-level finance/accounting professionals experienced in PE environments.
- Consider contract or contract-to-hire placements to fill gaps quickly, converting to full-time if needed.
- Prioritize demonstrated experience or culture fit over strict credential requirements to reduce time-to-fill.
- Build a ready slate of candidates aligned to the portfolio’s verticals (manufacturing, healthcare, services, etc.).
Human Resources & Talent/People Ops
The challenge:
According to Gartner, 41% of HR leaders feel their workforce lacks required skills, and 62% say uncertainty about future skills poses a significant risk. (gartner.com) Professionals with experience in high-growth or PE environments are scarce.
Why this matters for PE portfolios:
- After acquisitions, HR functions need to scale, integrate teams, align cultures, and drive retention – all critical to protecting value.
- Weak HR support slows onboarding, change management, and staffing initiatives.
- Agile HR resources are often needed for short-term integration projects.
How to solve it quickly:
- Partner with recruiters who understand HR in PE portfolio companies.
- Consider HR business partners or People Ops professionals with project or consulting experience.
- Use interim placements for urgent phases while permanent leadership is sourced.
- Implement a playbook for HR integration across portfolio companies to reduce ramp-up time.
Marketing & Growth (Digital Marketing, Demand Generation, Marketing Ops)
The challenge:
Marketing talent with both tactical execution and strategic growth expertise is scarce. Recent analyses highlight that digital, growth, and marketing operations roles are increasingly hard to fill. (explore.hireez.com)
Why this matters for PE portfolios:
- Portcos often need to scale marketing quickly for market expansion and revenue growth.
- Vacancies in marketing leadership stall growth momentum and delay value realization.
- Marketing talent must be nimble and results-oriented in PE environments.
How to solve it quickly:
- Partner with recruiters who understand PE dynamics.
- Prioritize candidates with proven results in high-growth or portfolio-company contexts.
- Use hybrid staffing: fractional senior leadership plus full-time execution roles.
- Maintain a pre-built candidate slate for fast deployment.
Business Transformation / Change Management / Integration Leads
The challenge:
McKinsey research shows 90% of organizations anticipate significant skills gaps in transformation roles, which require expertise, agility, and experience. (deloitte.com)
Why this matters for PE portfolios:
- Value creation often relies on transformation: cost optimization, operational improvement, or bolt-on integrations.
- These roles must hit the ground running and link initiatives to measurable financial outcomes.
- Many positions are short-term or project-based, requiring candidates are open to 12–18 month assignments.
How to solve it quickly:
- Maintain a roster of transformation professionals familiar with high-velocity and PE-owned environments.
- Use contract/project staffing for rapid deployment.
- Define mandates clearly to attract candidates motivated by measurable impact.
Corporate Support / Operational Leadership (VP HR, Director FP&A, Head of Marketing)
The challenge:
SHRM’s 2025 report notes that 75% of organizations struggle to fill full-time support roles, particularly for senior positions due to skill gaps and high expectations. (shrm.org)
Why this matters for PE portfolios:
- Portfolio companies need seasoned operational leaders to accelerate growth.
- Executive support roles connect investment team expectations with execution.
- Vacancies at this level directly delay value creation and strategic initiatives.
How to solve it quickly:
- Use executive search capabilities to access passive candidates.
- Shortlist pre-vetted candidates familiar with PE environments.
- Consider interim executives while permanent searches run in parallel.
- Clearly articulate PE context, growth mandates, and expected impact.
Key Takeaways
- Talent is a value-creation lever — delays or mis-hires are costly.
- Cross-portfolio consistency matters: a single trusted staffing partner creates efficiency and shared learning.
- Speed is critical: each week a role is vacant extends the value-creation timeline.
- Flexibility is key: contract, contract-to-hire, and interim placements unlock speed and reduce risk.
- Build pipelines ahead of need to avoid reactive recruitment.
Why Sherpa?
Sherpa supports staffing for private equity portfolio companies across Accounting & Finance, HR, Marketing, Business Transformation, and Corporate Support. From platform acquisition to growth and exit, Sherpa delivers the right talent fast – across multiple verticals and portfolio companies. In private equity, the difference between a good investment and a great one often comes down to who’s in the seat — and how fast they join and begin making a positive impact.
Every week a key role is vacant delays value creation.
Sherpa helps PE firms fill critical roles with precision, speed, and PE-ready talent.
👉 Request a portfolio-wide hiring assessment.
