Situation:
A family-owned and run industrial business was sold to a small PE firm. Simultaneously, they attempted to expand the product line, double sales, and hire their first professional leader to run the business. 

Outcome:
Paul Herrerias worked with the multi-generational family members, built rapport and trust, and completed the search for the President. He guided all family members to agree on a vision and assess/hire a great succession candidate. The PE firm sold the business three years later, hitting all performance targets

General Manager/President, Family-owned Winery, Sonoma County, CA

Situation: 
A successful businessman sold his business to a strategic buyer for $100+mm and invested in a vineyard and winery. He needed a new leader to run the wine business. 

Outcome:
Paul Herrerias met with the new owner, toured the facilities, met the current team, studied the business, performed SWOT analysis and competitive analysis, and studied projections. He created an ideal candidate profile, recruited a slate, and guided the owner through interviews, including BIRKMAN Executive Assessment and Biz Plans mockups on the top three candidates. 

The CEO was hired with confidence, and the GM made significant impacts on the business over many years

State Society of CPAs

Situation:
CalCPAs CEO of many years, a much-loved leader, announced retirement. The State Board started the CEO replacement process and soon realized they needed help from a professional search consultant. Membership was over 30,000.

Outcome:
The CEO referred the Board to Paul Herrerias, who started advising the Search Committee. When they saw his work, they lobbied the Board for the budget to fully engage Paul. He recruited a renowned CEO candidate who was unanimously approved by the Committee and the Board.

CEO – Executive Assessment, $30mm, PE-owned, Industrial, Midwest

Situation:
A PE firm hired Paul Herrerias to do multiple searches for portfolio companies and then hired him to meet and assess the CEO of another Portco. 

Outcome:
Paul led a Strategic Planning Review process for the Leadership Team as a way to see the CEO interact with the leadership team and study her strengths and style. He presented a full report to the Board, who later replaced the CEO. Paul was then hired to recruit a CFO for the new CEO.

CEO, Private Captive Insurance, East Bay, CA

Situation: The CEO was retiring after 15+ years at the helm of this captive insurance company. The much-revered CEO had his desired successor, yet the Board wanted to study their CEO options in the market. The leadership team was split. 

Outcome:
Paul met with the Board to study their needs and wants before starting candidate recruitment. The Board was new and undecided, so Paul led them through a three-week Strategic Planning process that yielded a strong vision for the CEO role and qualifications. Armed with this, a candidate search was conducted, and Paul helped both the Board and the leadership team understand why the incumbent was the best option. He is doing a great job today.

CEO, Privately-Held Office Interior Services company, Silicon Valley, CA

Situation:
Two partners built this firm over 25 years and were now selling to a boutique PE firm. The PE firm needed a CEO to guide the firm to double EBITDA over the next four years while gaining the trust of all existing employees who were loyal to the founders and key to success. 

Outcome:
Paul met with the founding partners, studied the business, and worked with the PE firm partners and team to gain clarity on the strategy, challenges, and opportunities within this business. He researched 200 similar businesses on the West Coast, recruited a dozen candidates, and expertly recruited a talented #2 from a much larger firm, who gave up $$ to join this firm and its strong vision for growth.