Private Equity in the Spotlight: Interview with Michael Klingler, Head of Private Equity at SpenglerFox
Michael, before we start, please introduce yourself briefly and set the stage.
I’ve spent over 20 years advising private equity and venture capital investors across Europe and the Americas. At SpenglerFox, I lead our Private Equity Practice, combining board-level relationships and deep sector expertise, within all relevant industry areas.
In the context of the private equity sector, if there is one thing that stands out for you in your experience, what would that be?
One thing I’ve learned: Value creation through transformational leadership.
Let’s dig into the details.
Strategic Value & Differentiation
Q: What unique advantages does SpenglerFox offer to PE investors looking for top leadership talent?
A: In private equity, besides speed and precision, the ability to act as a strategic partner in value creation by finding, evaluating and placing leaders who drive transformation is crucial. You can only do that successfully when you have a deep knowledge and understanding of this industry and their specific needs. As a firm, with offices and partners in 46 countries, we deliver top talent quickly, combining global scale with strong local knowledge. But we don’t just search, we act as partners. Every mandate is tailored to your investment thesis and value creation strategy.
Q: How is SpenglerFox’ approach to Board and CEO search different from others working with private equity?
A: We go beyond the CV. We look for leaders who match the pace, pressure, and culture of private equity. That means assessing their ability to execute fast, lead change, and align with investor goals. Our focus is always on long-term impact, not short-term fixes.
Q: Many private equity firms struggle with leadership misalignment post-acquisition. How do you help mitigate this risk?
A: We engage early. Our assessments go deeper than skills – they examine leadership style, adaptability, and mindset. And we don’t stop at placement. We support integration to make sure the team is aligned and ready to deliver from day one.
Pre-Deal Advisory & Talent Intelligence
Q: How do you help PE investors assess leadership capabilities before they acquire a company?
A: Our Pre-Deal Advisory makes a real difference. We bring in experienced operators to support due diligence and provide objective leadership assessments. This gives our clients a clear picture of potential risks and hidden value before they invest. To add value in this important phase of a process, you need to know the relevant market and have an extensive network that you can reach out to and rely on. In addition to a deep understanding of each project yourself.
Q: How do you use talent intelligence to give our clients a competitive edge?
A: We build talent pipelines before the deal closes. Our talent mapping identifies top leaders across industries and regions. That way, clients can move fast post-acquisition and keep momentum high.
Q: What leadership trends should investors watch pre- and post-deal?
A: Three things stand out: digital know-how, resilience, and diversity. Investors want leaders who can scale digital models, thrive under pressure, and bring new perspectives. We encourage clients to look beyond the usual profiles.
Leadership & Value Creation in Portfolio Companies
Q: What defines a great private equity CEO?
A: For me an ideal CEO for a PE-backed business is a transformational operator with a strong commercial mindset, who can scale or reposition a company quickly while aligning with investor expectations. Typically, this calibre of CEO combines strategic agility and operational excellence, thrives under pressure, and delivers measurable value creation within a defined investment horizon. They’re hands-on, focused, and action oriented. Unlike public company CEOs, they need to operate in uncertain conditions, work with lean teams, and improve EBITDA quickly. But just as important; they must be humble enough to listen and strong enough to lead.
Q: How do you make sure the leaders you place align with the PE firm’s strategy?
A: We start with the value creation plan. It is essential to understand the VCP of the business and align with it. Every candidate is evaluated not just for their skills, but for how they think, what drives them, and how they’ll support your goals.
Q: What do you look for in turnaround leaders?
A: More than just credentials. We look for battle-tested experience. We assess how candidates handle pressure, manage stakeholders, and energize teams. Our tools help uncover grit, empathy, and discipline – the traits needed to lead through change.
Building Strong Boards & C-Suite Teams
Q: How do you help PE firms build impactful Boards?
A: We don’t just fill seats. We identify advisors and non-executive directors who bring operating know-how and strategic vision. Whether it’s digital transformation or international expansion, we build Boards that contribute, not just supervise.
Q: Beyond CEOs and CFOs, what C-suite roles are becoming more important in PE?
A: Demand is growing for roles like Chief Product Officer, Chief Growth Officer, Chief Transformation Officer and Chief Commercial Officer – leaders who can drive revenue and customer experience. We help clients rethink what their ideal C-suite should look like.
Q: How do you support PE firms in integrating DEI without compromising performance?
A: Diversity and performance go hand in hand. We build inclusive candidate pipelines and use structured, objective assessments. Our clients trust us to bring in top talent who also broaden the leadership perspective.
Looking Ahead: The Future of Private Equity Leadership
Q: How are leadership needs changing, and how are we responding?
A: Adaptability is key. Leaders today need to pivot quickly, manage remote teams, and work across borders. We continuously evolve our assessments to help clients find leaders who can handle this complexity.
Q: How do you assess candidates for digital transformation in PE-backed companies?
A: We test for real digital experience, not just buzzwords. Whether it’s scaling SaaS or leading ERP rollouts, we dig into real cases during interviews and reference checks. We also use our network to verify credibility.
Q: What’s next for SpenglerFox’ private equity offering?
A: We’re investing in innovation. From AI-powered talent analytics to our People & Culture Toolkit, we’re building tools that help clients stay ahead. The goal: to future-proof your leadership strategy.
End of interview.
For more information about our Private Equity Solutions, please visit our website, or contact Michael Klingler via email.
📧 Michael Klingler | Head of Private Equity | SpenglerFox
📞 mklingler@spenglerfox.com