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THE GAP · A Cost-Base Problem, Not a People Problem
The companies that struggle post-acquisition rarely lack strategy. They lack affordable execution capacity. A VP of Finance earning $150K is doing work that doesn't require a $150K skill set to run. It requires reliable, full-time ownership of a function, at a cost structure that matches where the company actually is today.
That's the exact gap Oceans Talent closes. We place full-time, dedicated AI-Fluent Executive Operators, trained to run entire functions end-to-end. For roughly $38,400 a year against a $140K domestic equivalent. Same caliber of U.S. output. Roughly a third of the cost. The savings land directly in EBITDA, without thinning the capability the deal depends on.
Start With the Company That Needs It Most
Every Operating Partner has a company where this is the most obvious call. That's where the model gets proven. Not as an experiment, but as a real fix for a real cost-base problem, with a number attached before the next portfolio review.
One PortCo backfilling three functions this way saves roughly $300K a year against domestic cost, without adding a single new line item.
The reason the capability holds up to board and lender scrutiny is structural: these aren't fractional contractors stitched across a few clients. They're dedicated, full-time operators embedded in one company, running one function, accountable the same way a domestic hire would be, but priced for the stage the company is actually in.
What the Cost Comparison Actually Looks Like
PER-FUNCTION ECONOMICS
Run that math across three functions in one PortCo, and it's a $300K annual swing. Run it across every company in the book where the headcount line is heavier than it needs to be, and it stops being a single win. It becomes a repeatable value-creation lever, the kind that shows up with a number attached at the next portfolio review.
Where This Applies Across the Book
- A PortCo carrying domestic salaries for roles built to execute, not to strategize
- Functions where output needs to scale faster than the current team can absorb
- A value-creation plan with margin targets and a clock already running
- Leadership time going to functional execution instead of the decisions that move valuation
- Any company where a hire is needed, but a $140K+ domestic salary doesn't pencil against the current plan
Not Cheaper Labor: the Same Caliber, Repriced
The operators come from the same caliber of institutions your portfolio companies already recruit from, Ogilvy, KPMG, EY, Sony, built to either run an existing function or build one from scratch. Every placement carries an 86% first-match success rate, and if a match isn't right, it's replaced at no charge. The downside is capped; the upside compounds across every company it's applied to.
