Becker Business Podcast

Founder of the Month: Ahmad Popalyar of Succession Executive Search

Date: November 4, 2025
Host: Scott Becker
Guest: Ahmad Popalyar, Founder & CEO, Succession Executive Search

Episode Overview

In this special "Founder of the Month" episode, Scott Becker sits down with Ahmad Popalyar, founder of Succession Executive Search—a market-centric executive search firm renowned for its media-driven, performance-focused approach. Together, they delve into the evolving landscape of executive recruitment, the art of making great hires, private market hiring trends, and what distinguishes the top 1% of leadership candidates. Ahmad also shares actionable advice for founders and CEOs, his unique philosophy on talent identification, and his perspective on the future of executive search in the era of AI and data-driven decisions.

Key Discussion Points & Insights

1. Succession Executive Search: Market-Centric Approach (00:31)

• Ahmad’s firm deviates from traditional search processes by focusing on opportunistic, market-driven placements rather than waiting for a vacancy.
• Media-Driven Model: The company leverages their large LinkedIn following (~27,000) and topical content to unearth high-impact candidates not tied to active job listings.
• They target founder-backed businesses ($50-$400M enterprise value), often in need of first-time CFOs/COOs and hands-on support through recruitment.

Quote:
"We're opportunistically developing bespoke opportunities for our clients to either generate alpha or to raise capital… We make our candidates and clients a little more opportunistic in the market where we're giving you an opportunity to add 100 million in Alpha in your business whether you have an opening or not." — Ahmad (01:05)

2. The Art of Differentiating Good vs. Great Hires (03:21)

• Ahmad values impact over pedigree: Great hires are those who can directly add or save $100 million+ for an organization, over simply "looking great on paper."
• He likens his approach more to operational private equity investing than traditional recruiting.
• Focus is on performance and tangible value creation, not elite academic backgrounds.

Quote:
"If that person can't add $100 million or save you $100 million, it's probably not our candidate." — Ahmad (05:08)

Memorable Moment:
A recent placement at a $700M company led to a hire generating $350M in new value—a testament to prioritizing outsized impact.

3. Market Trends in Hiring: PE, Private Credit & AI (05:42)

• Baby Boomer Dynamics: Many seasoned board members are postponing retirement, creating challenges in succession planning for private equity funds.
• Holding Periods & Valuation Challenges: Exit timelines have lengthened, often diminishing returns ("the longer you stay… the closer you come back to the par number").
• AI Talent Gap: Top AI firms have very young, innovative leaders (average age 27) but lack operational expertise; Succession places "adults in the room" (senior advisors) to guide them.
• Capital Market Realities: Expensive credit has sharply reduced executive search activity (from 47 CFO searches in 2023 to only 4 in 2024).

Quote:
"My average age for an AI executive across private equity is 27 years old… They don’t have a COO, they don’t have a CFO, they don’t know how to commercially go after enterprise." — Ahmad (07:03)

4. Advice to Founders & CEOs: Strategic Hiring & Revenue Planning (09:09)

• Ahmad urges founders to plan both revenue and hires 16–24 months in advance, not just react to crises.
• Hiring is reframed as a margin-expanding, redundancy-reducing investment, not merely a cost.
• Succession often schedules hires to maximize EBITDA and potential multiples upon exit.

Quote:
"Don’t just hire when you know there’s a fire. Hire when you can build out a garden." — Ahmad (10:10)

5. Core Qualities of Top Executives: The Analytical Cheerleader (12:05)

• Ahmad looks for leaders who blend analytics with clear communication ("analytical cheerleader")—the ability to explain complex scenarios to teams under pressure.
• "Battle-tested" experience preferred over elite credentials—especially in special situations and restructurings.

Quote:
"We call it the analytical cheerleader. Can this person communicate in person tough times... and knows how to grab a hose and fight the fire?" — Ahmad (12:16)
"I’d rather have someone that’s been battle tested with no pedigree, because I know I’m going to get performance." — Ahmad (14:51)

6. The Underrated Power of Communication Skills (15:33)

• Ahmad shares a coaching story about helping a top student at Notre Dame build confidence and communication skills, illustrating that posture and articulation can trump academic pedigree.
• He argues that the ability to write and present is a greater differentiator than a degree from a top-tier university.

Quote:
"Most times in America, a lot of times in the U.S., folks spend a lot of time on pedigree and smarts, but not enough on communication, hustle, thoughtfulness, even posture." — Ahmad (16:28)
"I’d rather have the more polished, thoughtful guy that went to a Big Ten school than pedigree." — Ahmad (17:16)

7. Evolution of Executive Search: Tech, AI, and Compensation Data (18:27)

• Ahmad’s firm built an AI tool to aggregate global compensation data, enabling precise offers for alpha-generating candidates in real time.
• AI and technology now level the playing field, allowing boutique firms access to insights only available to large firms before.
• Fast, data-driven recruitment processes (48-96 hours) are now the norm for critical hires—no more "six-month dog and pony show."
• The next frontier: using data and incentives to both attract and retain "Michael Jordan"-level talent.

Quote:
"Human capital compensation is going to be the next frontier. How do I pay this person? And then the biggest thing is how do I retain this person?" — Ahmad (20:53)

8. Succession Executive Search: A Media-First Firm (21:47)

• Ahmad positions Succession as a "media company that does executive search," emphasizing the network effect of 50M+ LinkedIn views and their content-driven approach.
• They focus exclusively on the global top 1% of candidates, leveraging online influence to stay ahead.

Quote:
"We call ourselves a media company that does executive search. We’re not really an executive search firm that’s traditional because 99% of our intel comes from… media." — Ahmad (22:07)

Notable Quotes & Memorable Moments

• On market-centric hiring:
  “We’re giving you an opportunity to add 100 million in Alpha in your business whether you have an opening or not.” (01:17)

• Performance over pedigree:
  “You might have all the Harvard, Wharton resumes that you want… if that person can’t add $100 million or save you $100 million, it’s probably not our candidate.” (05:00)

• AI & the youth gap:
  “My average age for an AI executive across private equity is 27 years old… but they don’t have a COO, they don’t have a CFO.” (07:04)

• Advice to CEOs:
  “Don’t just hire when you know there’s a fire. Hire when you can build out a garden.” (10:10)

• Finding battle-tested talent:
  “I’d rather have someone that’s been battle tested with no pedigree, because I know I’m going to get performance… I always called up my battle buddy if him and I are going to war.” (14:51)

• Winning with communication:
  “If you went to Harvard Business School, you’re slouching and you can’t communicate, someone from a Big Ten school is going to beat you.” (16:49)

• Executive search of the future:
  “Human capital compensation is going to be the next frontier… Not only is it important to secure them, but now we have to retain them because everybody is looking for that type of high caliber candidate.” (20:53)

Timestamps for Important Segments

• Introduction and Ahmad’s Firm Overview — 00:31
• Good vs. Great Hires & Value Creation — 03:21
• Trends in PE/Private Credit Hiring — 05:42
• Advice for Founders/CEOs on Building Leadership Teams — 09:09
• Intangibles & Signals of Leadership Success — 12:05
• Importance of Communication and Confidence — 15:33
• The Future of Executive Search: Tech & Retention — 18:27
• Succession’s Media-Driven Model & Closing — 21:47

Final Thoughts

Ahmad Popalyar presents a bold, modern view of executive search—where data, media, and a relentless focus on value and communication skills define success. Succession Executive Search’s approach moves beyond resumes and pedigrees to prioritize immediate, measurable impact. Whether you’re a founder, CEO, or aspiring leader, this episode offers practical insights into what truly sets a great hire apart in today’s ultra-competitive market.

Find more from Ahmad on LinkedIn or at SuccessionExecutiveSearch.com.