Most executive search firms describe themselves as different. Ours is different by design.
We combine that flexibility with a culture-first approach, identifying leaders who not only have the right experience, but who fit your organization and its future.
Large search firms often operate under recruiting restrictions and off-limits agreements that limit where they can source talent. We do not. That means access to a broader leadership pool and the ability to find the right candidate, not simply the available one.
Our partner-led model is lean, responsive, and efficient. Without layers of bureaucracy and overhead, we move faster, maintain direct communication, and often deliver searches at a lower cost than larger firms.
Broader reach. Faster execution. Better alignment. That's the Meridian Group Partners difference.
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Where MGP-Placed Leadership Goes to Work
Three practices, all focused on senior placements.
We work alongside leadership during the moments that define what comes next, when the right hire shapes the years that follow.
When operational change demands leadership that can stabilize and execute.
When ownership prepares for an exit and the next chapter needs leadership ready for it.
When private companies need leadership equipped to navigate scrutiny and growth.
When inflection points call for executives who can build the next chapter.
Thought leadership from The CFO Recruiter, MGP's content publication on private-equity finance leadership.
Most companies don't abandon fractional CFO arrangements because they fail. They leave because they've outgrown the model.
Most finance leaders exploring how to become a private equity CFO assume the path starts with getting noticed. It doesn't.
The initial 90 days following a CFO hire determine whether the placement will succeed, and this critical period is rarely decided by interview performance.
No hand-offs. Every engagement is led by a senior partner from kickoff through placement, ensuring accountability, consistency, and direct communication throughout the process.
Before we represent your organization, we take the time to understand it. Culture, leadership style, and team dynamics are best understood face-to-face, not through a conference call.
Unlike many large firms, we are not constrained by extensive off-limits agreements that limit candidate outreach. Our retained model provides access to a broader leadership network while maintaining complete alignment with our clients' interests.
Most of our engagements come from repeat clients and referrals. We measure success not by placements made, but by relationships that continue long after the search is complete.
Tell us about the leader you need to find. We will take it from there.
Contact UsMGP is a retained executive search firm focused on senior placements at the most consequential moments of company growth. We work across Finance & Accounting, Human Resources, Information Technology, and Real Estate, with a particular depth in companies backed by private equity.
Executive-level placements: CFO, CHRO, CIO, CTO, COO, VP-level finance and operations leaders, and senior real estate executives. CFO placements are our most active practice.
Two things. First, we are retained and selective: the founder personally leads every search rather than handing it to junior associates. Second, the largest firms in our industry operate under recruiting restrictions that limit where they can source talent. We do not carry those restrictions, which gives our clients access to a broader pool of qualified leadership.
MGP places leadership across the United States and Europe. Our practice spans saturated metros and regional markets alike, with particular strength in companies operating outside the largest urban centers.
Yes. Small-to-mid-cap private equity is a core specialty. We place CFOs and senior finance leadership during the moments portfolios most need them: post-acquisition stabilization, integration work, sale preparation, and the path to public markets.
Timelines vary by role complexity and market conditions. We prioritize the right cultural and strategic fit over speed. Most retained searches close within 90 to 120 days; complex CFO roles may take longer.