The Right Hire is Critical to ROI

We are strategic talent advisors to Fortune 500 & Middle Market clients,
as well PE Firms & Family Offices across the globe.

For 35+ years, Ropella Group has been a global leader in PEOPLE Search. We now have 3 main PEOPLE search offerings:

  1. Our solved searches include A-player, Level 5 / Transformational leaders for Sr. Level Executive, C-suite & Board Seat opportunities for a very long list of Chemical, Consumer Products, and General Industrial companies.
  2. Over time, many of these leaders have gone on to become founders, partners, and operating advisors at highly respected private equity firms. Our PEOPLE Search service now also solves leadership and board search mandates within the PE firms & FOs we support.
  3. We are proud to be supporting the investors focused on the Chemical, Consumer Products, and General Industrial sectors with PEOPLE searches for River Guides, Due Diligence SMEs, Bus Dev Leaders, Active Chairmen, Operating Advisors, Fund Raisers, and key administrative support roles, etc.
    Ropella 360’s dedicated in-house business development team also conducts PEOPLE searches for Backable Executives, providing PE firms & FOs with an extensive network of industry-specific Acquisition Hunters. We then connect our world class Business Development team a supporting team, utilizing our proprietary Deal Flow Accelerators SM system, which proves extremely valuable to the Backable Executive & their PE / FO sponsor for finding a much larger number of high-quality, Proprietary Deal Flow opportunities much FASTER.

Every transformational leader knows the team with the best talent wins – and Ropella 360 helps you win more!”

Level 5 leaders (A-players & transformational leaders)

drive ROI and accomplish more!

As a baseline for comparison, calculate the impact:

Weigh a LEVEL 1 CEO generating $100 Million a year in Revenue, an EBITDA of 10% and with a valuation factor of 6X.

Company Value =
$60 Million

Versus a LEVEL 3 CEO generating $100 Million a year in Revenue and an EBITDA of 20% and with a valuation factor of 8X.

Company Value =
$160 Million

Versus a LEVEL 5 CEO generating $100 Million a year in Revenue and an EBITDA of 30% with a valuation factor of 10X.

Company Value =
$300 Million

Same sized company, but the company’s valuation is remarkably different! With this in mind, there should be no excuse why all leaders, board members, and PE investors don’t take very seriously the importance of sourcing, recruiting, interviewing & onboarding A-player, transformational leaders.

When you consider the cost of using a world-class talent management advisor – their fees aren’t a cost… they are an investment! Clearly, there is a correlation between the ROI of making the Right Hires, and applying the SMART Search SystemSM… in order to grow great companies.

White paper


ROI Calculators

Ropella’s SMART Search SystemSM can save and even make money — driving the overall ROI of your hiring. We’ve created some useful calculators to help our clients examine the detrimental effects of these costs and to showcase the ways in which Ropella’s services can save organizations time, money, and stress in the long run.

“I noticed that the dynamic range between what an average person could accomplish and what the best person could accomplish was 50 or
100 to 1. Given that, you’re well advised to go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.”

Steve Jobs

Three Primary Costs That Follow a Poor Hiring Process

The Cost of Vacant Positions

Some managers believe leaving a position open can save money by having fewer salaries to pay, while others believe if they lose a key employee they can always find another one. We’ve created valuable tools to help our clients calculate the real cost of vacant positions and see how they impact the health of their business.

The Cost of Rejected Offers

An offer rejection knocks your hiring process back to square one; it adds more stress to human resources, hiring managers, and the departments covering for job vacancies. We’ve created valuable tools to help our clients calculate the real cost of rejected offers and see how they impact the health of their business.

The Cost of Bad Hires

Some managers believe that if they lose a key employee, they can always find another one, but they aren’t always the ideal candidate. We’ve created valuable tools to help our clients calculate the real cost of bad hires and see how they impact the health of their business.