Connect the hire to the value-creation plan.
Define the result this person must own, then focus attention on the roles with the greatest impact on growth, margin, integration, or exit readiness.
Private equity & portfolio companiesSee qualified candidatesPE
ONE VIEW ACROSS THE PORTFOLIO
Talent intelligence that compounds
Create a portfolio-wide talent advantage.
See the leadership needs that matter most, find the strongest candidates faster, and keep the market intelligence from every search. Each portfolio company gets the level of recruiting support it needs without paying for more process than it uses.
Start with one critical hire →THE PORTFOLIO TALENT SYSTEM
Better information for every hiring decision.
Start with a single mandate. Keep the knowledge. Use it again across companies, functions, and investment cycles.
Know who is qualified before buying the search.
Review the relevant companies, ranked candidates, compensation reality, and evidence behind each fit before deciding how much execution support you need.
Match the recruiting model to each company.
Choose talent intelligence, automated sourcing with recruiter calibration, or a full retained search priced below the traditional market model.
THE AI-ENABLED STEP-UP LEADER
Hire the operator who is ready for a bigger mandate.
The best next leader may be the number two who helped create the result, knows the work, and is ready to own more. Urrly finds people with evidence they can deliver the next milestone and the AI fluency to build what comes after it.
01 Helped create the growth02 Ready for larger scope03 AI-native operating fluency04 Evidence, not pedigree
WHERE URRLY FITS
One talent partner for the moments that change the investment.
New acquisition
Find the leaders who can build the next operating chapter.
Leadership upgrade
See proven role peers and high-upside step-up leaders side by side.
Integration
Hire operators who have combined teams, systems, and workflows before.
Functional buildout
Create finance, go-to-market, technology, and operations capability.
Growth acceleration
Find people who helped a comparable company reach the next milestone.
Exit readiness
Add the leadership and reporting discipline the next owner will expect.
CROSS-PORTFOLIO HIRING CAPABILITY
Use the same talent system across every critical function.
START WITH THE ROLE THAT MATTERS NOW