How to Scale Your Corporate Development Function
Speakers
About
“Hire enough people so that they're pushed, not bored. But make sure they're not pushed so hard that they are burned out." - Saurabh Tejwani
The objective of the corporate development function evolves, and there will come a time when the skills of the people hired are no longer applicable. Be willing to retrain people to keep up with the function.
In this webinar, Saurabh Tejwani, Vice President, Corporate Development and Business Operations at GoPuff, shares how to scale a corporate development function and hunt deals.
Key points
Hiring your Team
Intellectual strength is the most important thing and M&A can be taught. Train people by showing them the processes and slowly giving them minor roles until they become familiar and are ready to take on more significant responsibilities.
Screening Candidates
Multiple interviews with a diverse panel will help assess if the candidate is a good fit for the company and their ability to work well with others.
Hiring for Integration
A dedicated integration person is not necessary for everyone, especially a dedicated function. However, If you manage multiple transactions in a year, you may need a dedicated person for a specific function, like HR, but not every function.
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