Carve-Out Director

The Hiring Challenge in Private Equity

A carve-out runs against a hard deadline set by the transition services agreement, and every function the seller previously provided needs a standalone alternative before that clock runs out. The Carve-Out Director needs to be productive immediately, with no runway for a conventional search and onboarding process.

The Permanent Hire Gap

A permanent search takes 8-12 weeks before a notice period even starts, and a TSA timeline rarely stretches that far. By the time a permanent hire is in seat, several of the highest-risk separation decisions, IT, finance systems, HR and payroll, have often already had to be made without dedicated leadership.

The Generalist Integration Gap

Many transformation and integration specialists are strong on combining businesses but have limited experience separating one, and carve-out work runs in the opposite direction: building standalone capability from scratch rather than merging existing capability together.

Why Deals Mis-Hire

Some firms ask an incoming management team to manage the carve-out alongside running the business day to day, and TSA exit milestones slip while operating performance also suffers. Others delay appointing a dedicated lead until separation problems are already visible, by which point the cheapest, lowest-risk options have already closed off.

The Movemeon Approach

Our network includes ex-consultants from McKinsey, Bain, BCG, and other top-tier firms who have led carve-out and separation workstreams on live deals before moving into interim and freelance Carve-Out Director roles themselves.

Consulting Background, Applied to Separation

These candidates have built TSA exit plans, designed standalone operating models, and sequenced separation workstreams for PE and corporate clients, then taken that methodology into interim operating roles: arriving with a structured separation playbook rather than building one against the TSA clock.

What Strong Candidates Solve For

• No dedicated owner for TSA exit: sequencing every workstream that needs standalone capability before transition services expire
• Critical systems and functions still dependent on the seller: building or sourcing standalone finance, IT, HR, and payroll capability against a fixed deadline
• Day-one operational risk at carve-out close: identifying and closing the gaps most likely to disrupt the business if separation isn't ready in time
• No clear view of true standalone cost base: rebuilding the cost structure now that shared services and seller overhead no longer apply
• Leadership bandwidth fully consumed by running the business: adding dedicated separation capacity without pulling operators off day-to-day delivery

Built for the Interim and On-Demand Mandate

Speed to Start

Interim Carve-Out Directors are sourced and placed in days, not the weeks a permanent search requires, because TSA deadlines are fixed and don't move for a hiring process.

Built for a Defined Window

Candidates are assessed on their ability to deliver standalone readiness against a fixed TSA timeline and hand off cleanly to the permanent leadership team once separation is complete, rather than embedding themselves indefinitely.

Why Private Equity Firms Choose Movemeon

Speed

A vetted network of 100,000+ ex-consultants and separation specialists delivers shortlists in days, against the 8-12 weeks typical of retained search; decisive when the TSA clock is already running.

Discretion

Carve-out mandates often require confidentiality before a deal is announced. Our process is built to operate within that constraint.

Start Your Search

Tell us about the TSA deadline, the standalone capability you're missing, or the separation workstream that needs an owner, and we'll put forward candidates who can start immediately.