Managing Partner & President, Private Equity Growth & Strategy

Urrly is building the talent infrastructure lower-middle-market private equity firms need when leadership, execution, and value creation depend on getting the right person in the seat quickly. This is a company-building ownership role for someone who can win trusted PE relationships, convert them into revenue, learn the search workflow hands-on, and help turn Urrly into the modern hiring platform sponsors and portfolio companies use for critical hires.

This is not a conventional executive search partner role, a narrow business development seat, or a polished president role inside a mature company. You will help build the machine while carrying real commercial and delivery responsibility — with the mandate, title, equity, and upside that come with building something from the ground up.

The Opportunity

Urrly is rebuilding how high-stakes hiring works for PE-backed companies. Traditional search is often too slow, too manual, too dependent on pedigree signals, and too expensive for the way companies need to build now. Sponsors and portfolio companies need better role definition, sharper scorecards, stronger candidate signal, faster execution, and more human judgment where judgment actually matters.

Private equity is the right first market because the pain is acute. More value has to be created inside the business through better leadership, better systems, faster execution, stronger functional discipline, and smarter use of AI and automation. That creates a talent problem — and a platform opportunity.

As Managing Partner & President, Private Equity Growth & Strategy, you will help Urrly own that category.

You will define the private equity growth strategy, build trusted sponsor and portfolio-company relationships, establish commercial terms, run searches directly, and work with the executive team to create the leverage required to scale beyond founder-led execution.

What You Will Own

Build the Private Equity Growth Engine

You will develop and deepen relationships across the lower-middle-market private equity ecosystem, including:

• GPs and deal team members
• Operating partners and value-creation leaders
• Portfolio operations and talent leaders
• PE-backed CEOs, CFOs, COOs, CROs, and functional executives
• Human capital and portfolio-company decision makers

You will turn trust into signed searches, repeat clients, better commercial terms, and a sharper PE-specific category narrative. Success means building durable sponsor relationships and helping Urrly become the talent infrastructure lower-middle-market PE firms use for critical hires.

Run Searches Hands-On Before Scaling the Model

In the first phase, you will run and improve searches directly. That includes:

• Intake and role definition
• Search strategy and market mapping
• Candidate identification and assessment
• Client calibration and communication
• Candidate presentation and process management
• Closing candidates and learning where the model can improve

You should be comfortable moving between strategic conversations with sponsors and PortCo executives and hands-on candidate conversations across the talent stack, from SDR-level roles through executive hires.

This hands-on work is not busywork. It is how you learn what to scale. Over time, the role should shift more toward strategy, core PE relationship ownership, executive-level searches, hiring and developing people into the system, and building a more repeatable delivery engine.

Define Value-Creation Search as a Category

Urrly is not trying to be a slightly faster traditional search firm. We are building around value creation: the roles where one exceptional leader can materially change growth, margin, execution, or enterprise value.

That may include CFOs who improve reporting speed and cash visibility, CROs who professionalize GTM execution, COOs who rebuild operational workflows, healthcare operators who reduce staffing friction and margin pressure, or AI-fluent functional leaders who can redesign how departments operate.

Your job is to help define, package, sell, and deliver this category with enough specificity that sophisticated PE buyers immediately understand why Urrly is different.

Improve the Operating Model

You will help make Urrly faster, sharper, and more scalable by improving areas such as:

• Intake and search strategy
• Candidate evaluation and scorecards
• Client calibration and reporting
• Pricing, packaging, and commercial terms
• Account strategy and sponsor relationship management
• Internal operating rhythms and team standards
• AI-enabled search infrastructure and workflow design

The best version of this role is not just producing revenue. It is creating leverage: better process, better judgment systems, better client experience, better margins, and better repeatability.

Help Shape the Future Platform

Urrly’s long-term ambition is bigger than executive search. We are building toward a hiring platform that combines high-trust human judgment with AI-enabled speed, structure, and signal.

You will help connect today’s services business to tomorrow’s platform by identifying where workflow should be automated, where human judgment matters most, where clients need better signal, and where candidates need a better experience.

What Success Looks Like

First 90 Days

• Learn Urrly’s delivery model from the inside
• Co-lead active searches and interview candidates across levels
• Start managing existing private equity relationships
• Build a working map of the PE sponsor universe Urrly should prioritize
• Start meaningful conversations with high-potential accounts
• Identify the first operating improvements that make search faster, sharper, or more repeatable

First 6 Months

• Directly lead, co-lead, or materially contribute to roughly 25 executive searches
• Generate new PE sponsor and portfolio-company conversations
• Create multiple referral-driven or event-driven client opportunities
• Improve Urrly’s PE value-creation narrative
• Contribute meaningfully to revenue, margin, and delivery quality

First 12 Months

• Produce or materially influence $1M in revenue
• Help create at least three repeat PE firm clients
• Improve Urrly’s search delivery model and operating leverage
• Help develop delivery or business development talent
• Play a material role in establishing Urrly’s credibility in the lower-middle-market PE ecosystem

What Makes You a Strong Fit

You may be a strong fit if you bring a combination of PE credibility, commercial ownership, operating judgment, and builder energy.

Private Equity Fluency

You have consistently interfaced with lower-middle-market PE GPs, operating partners, deal team members, portfolio operations leaders, talent leaders, portfolio-company executives, or similarly sophisticated business buyers.

You can speak fluently about the fund lifecycle, including sourcing, diligence, deal execution, ownership, value creation, portfolio operations, talent needs, exit preparation, and fund-level priorities.

Commercial Ownership

You have clear evidence that you can create opportunities, open relationships, expand accounts, convert trust into revenue, or carry meaningful commercial responsibility.

You know how to build account strategy, shape a commercial narrative, develop strategic relationships, and move from conversation to signed work.

Talent and Search Judgment

You do not need to have spent your whole career in executive search, but you need the judgment and willingness to learn the workflow deeply. You should be willing to run searches end to end early on and interview candidates across levels while the business requires it.

You understand that great hiring is not just matching resumes to job descriptions. It is defining the work, understanding what value creation actually requires, assessing signal, calibrating clients, and helping both sides move with confidence.

Value-Creation Orientation

You understand how leadership, systems, GTM, finance, operations, talent, AI, and execution affect enterprise value. You can talk to sponsors and portfolio executives in business-outcome language, not generic recruiting language.

Relevant backgrounds may include private equity-facing consulting, commercial diligence, GTM, operations improvement, transformation, investment banking, sponsor coverage, human capital, portfolio talent, retained search, talent advisory, or professional services growth.

Practical AI Fluency

You are AI-fluent in a practical way. You do not need to be an engineer, but you should be using tools like Claude Code, Cursor, Codex, or similar systems frequently enough that AI leverage is part of how you work, learn, research, synthesize, assess, and build.

You are curious enough that, even if AI was not part of your formal job, you found ways to use it because you could not help yourself.

Builder Mindset

You are energized by ambiguity, responsibility, pressure, and upside. You are willing to write outreach, review candidates, run calls, build pipeline, attend conferences, diagnose process problems, and do the unglamorous work required to build something excellent.

You communicate crisply, ask sharp questions, synthesize quickly, write clearly, and make sophisticated buyers feel understood.

This Role Is Probably Not for You If

• You want a mature platform, large support team, and fully defined playbook
• You want a pure VP Sales role without delivery accountability
• You want a pure recruiter role without broader commercial and company-building ownership
• You want to advise from above rather than build, sell, deliver, and own outcomes
• You are not interested in learning the search workflow hands-on
• You are only comfortable with traditional search economics and workflows
• You talk about AI conceptually but do not use it practically
• You are primarily optimizing for near-term cash compensation over equity, ownership, and long-term upside

Work Environment and Pace

This is a remote role in a high-intensity, early-stage company-building environment.

The right person has the horsepower, self-leadership, and genuine motivation to operate at a sustained high pace. This is not positioned as a grind for its own sake; it is the reality of building a category-defining company while selling, delivering, improving the model, and creating leverage at the same time.

You should choose this pace because the mission, ownership, and upside are aligned with how you naturally want to work.

Compensation and Ownership

This is a real ownership seat, not a conventional executive package.

• Base salary is expected to land in the $150,000–$200,000 range, with flexibility for an exceptional candidate
• The role includes a minimum 5% equity package, structured with standard vesting
• The package is designed to reflect the company-building nature of the seat

The cash compensation is intentionally different from a mature-company executive package because this is a president-level company-building role. The goal is to create a path where your compensation grows with the value you help create through revenue, margin, operating leverage, and company-building contribution.

For the right person, this role starts with a true Managing Partner & President mandate and can grow into broader company leadership over time based on demonstrated impact. Kyle remains Founder/CEO; this person will help run and scale the business in partnership with him.

Why This Bet Matters

If you want a safe executive role at a mature company, this is not it.

If you want a high-ownership seat helping build the talent platform lower-middle-market private equity needs for the next decade, this could be exactly the right kind of hard.

Urrly is looking for someone who can help win the lower-middle-market PE category first, then help build the platform that changes how companies hire altogether.

You should apply if you want to sell, operate, build, and own the outcome.

Apply now and get a response within 24 hours.