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Amsterdam, Netherlands Venture Capital
Analyst
2 years experience
  • Performance Improvement
  • Financial Modeling
  • Corporate Finance
  • Valuation
  • +1
Hire harry
Paris, France M&A, Venture Capital
Associate
8 years experience
  • Performance Improvement
  • Financial Modeling
  • Business Strategy
  • Financial Analysis
  • +3
Hire Mathieu
Madrid, Spain M&A
Manager
3 years experience
  • Performance Improvement
  • M&A
  • Financial Analysis
  • Due Diligence
  • +1
Hire Blas
New York, NY, USA Strategy, M&A
Manager
4 years experience
  • Performance Improvement
  • Financial Modeling
  • Business Strategy
  • M&A
  • +12
Hire Tze Hin
Strategy, M&A
Senior
20 years experience
  • Performance Improvement
  • Financial Modeling
  • Business Strategy
  • M&A
  • +8
Hire Nicholas
Austria Strategy, FinTech
Associate
5 years experience
  • Performance Improvement
  • Financial Modeling
  • Business Strategy
  • Business Development
  • +4
Hire Dilyan
Brussels, Belgium Strategy, Investment Management
Senior
13 years experience
  • Performance Improvement
  • Financial Modeling
  • Business Strategy
  • Corporate Finance
  • +11
Hire Jochen
Abu Dhabi - United Arab Emirates M&A, Private Equity
Analyst
5 years experience
  • Performance Improvement
  • Financial Modeling
  • Corporate Finance
  • Financial Analysis
  • +3
Hire Venita Sonya
Our performance improvement consultants carry out reviews of clients business and suggest ways its operations can be optimized. Our consultants will help you drive continuous improvement across your business' operations.

Fintalent is the fastest way to get hyper-specialized M&A talent

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Frequently asked questions

What clients usually engage your Performance Improvement Consultants?

We work with clients from all over the world. Our clients range from enterprise and corporate clients to companies that are backed by Private Equity or Venture Capital funds. Furthermore, we work directly with Family Offices, Private Equity firms, and Asset Managers. Most of our enterprise clients have dedicated Corporate Development, M&A, and Strategy divisions which are utilizing our pool of Performance Improvement talent to add on-demand and flexible resources, expertise, or staff to their in-house team.

How is Fintalent different?

Fintalent is not a staffing agency. We are a community of best-in-class Performance Improvement professionals, highly specialized within their domains. We have streamlined the process of engaging the best Performance Improvement talent and are able to provide clients with Performance Improvement professionals within 48 hours of first engaging them. We believe that our platform provides more value for Corporates, Ventures, Private Equity and Venture Capital firms, and Family Offices.

Our Hiring Process – What do ‘Community-Approach’ and ‘Invite-to-Apply’ mean?

‘Invite-to-Apply’ is the process by which we shortlist candidates for the majority of projects on our platform. Often, due to the confidential nature of our clients’ projects, we do not release projects to our whole platform but using the matching technology and expertise of our internal team we select candidates who are the best fit for our clients’ needs. This approach also ensures engagement with our community of professionals on the Fintalent platform, and is a benefit both to our clients and independent professionals, as our freelancers have direct access to the roles best suited to their skills and are more likely to take an interest in a project if they have been sought out directly. In addition, if a member of our community is unavailable for a project but knows someone whose skill set perfectly fits the brief, they are able to invite them to apply for the role, utilizing the personal networks of each talent on our platform.

Which skills and expertise do your Fintalents have?

The Fintalents are hand-picked and vetted Performance Improvement professionals, speak over 55 languages, and have professional experience in all geographical markets. Our Performance Improvement consultants’ experience ranges from 3+ years as analysts at top investment banks and Strategy consultancies, to later career C-level executives. The average working experience is 6.9 years and 80% of all Fintalents range from 3-12 years into their careers.

Our Performance Improvement consultants have experience in leading firms as well as interfacing with clients and wider corporate structures and management. What makes our Performance Improvement talent pool stand out is the fact that they have technical backgrounds in over 2,900 industries.

How does the screening and onboarding of your Performance Improvement talent work?

Fintalent.io is an invite-only platform and we believe in the power of referrals and a closed-loop community. Members of our community are able to invite a small number of professionals onto the platform. In addition, our team actively scouts for the best talent who have experience in investment banking or have worked at a global top management consultancy. All of our community-referred talent and scouted talent are subject to a rigorous screening process. As such, over the last 18 months totaling more than 750 hours of onboarding calls, of which only 40% have received an invite-link after the call.

What happens if I am not satisfied with my Performance Improvement consultant’s work?

During your initial engagement with a member of our Fintalent talent pool with no risk. If you are not satisfied with the quality of your hire for any reason then we are able to find a replacement at short notice. There is no minimum commitment per project, but generally projects last at least 5 days and can last 12+ months.

We are a community-based M&A staffing platform.

With our platform, you can fill full-time M&A roles, or staff your team with a Performance Improvement expert when you need an extra hand.

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Hire the best talent for your Corporate M&A team. Our platform approach gets you in front of the right candidates, incredibly fast.

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Everything you need to know about Performance Improvement

What is Performance Improvement?

Performance improvement is changing how something works – in this case, how well a performer does their job. It can involve different things: either improving the performance or reducing the need for it. Performance improvement is related to quality management, seeing as quality is often seen as a performance indicator. This, according to Fintalent’s performance improvement consultants can now be seen as a way of measuring and evaluating performances in an organisation rather than just being mentioned on process sheets.

In an organization that’s trying to find ways of squeezing out cost savings, performance improvement comes into play when it becomes necessary to reduce expenses such as time and materials without sacrificing quality or profitability. Performance improvement can also lead to cost reductions by cutting down on waste and increasing productivity (an example being elimination of excess inventory).

Performance improvement can take many guises and styles: it may be achieved with a reduction in cost, a change to a new process or procedure, or it may simply mean looking at how work is done and making changes to improve productivity.

Performance improvement is often linked to quality (see below). When one company tries improving performance, others in the same industry who are concerned about quality will react by trying to increase their own performances. The main challenge for performance improvement comes from an organisation’s lack of direction but once that’s overcome, performance improvement can reap financial benefits.

How performance improvement works

Performance improvement can be seen as a way of driving and influencing continuous improvement. One way is to create targets for a particular department, for example: reduce the number of defective items. This can be done by examining where the defects occur, identifying and fixing them, or prioritising them according to how serious they are. This will naturally build in processes that ensure these items are not produced or sold again and that there is a continual drive towards eliminating defects from the system altogether. These kinds of processes could include any process that involves product quality – testing, quality control checks and so on – or it might be combined with new techniques or methods such as lean production methods which would increase efficiency without compromising product quality.

Performance improvement aims to enhance business performance through a variety of means. Performance improvement enhances customers’ experience with an organisation, thereby converting potential clients into loyal ones. But, in order to achieve superior performance and competitive edge, it is necessary to first address some obvious problems in the performance of an organisation and create an indespensable position for itself.

Performance management is one step towards achieving such a high position. It is a process that involves forecasting critical information about past performance, current situation, future benefit or loss and organizational improvements all put together with the aim of improving overall organisational effectiveness as well as individual employee motivation and job satisfaction so that they can become more productive at work which eventually leads to increased revenue generation capacity for the company.

Performance improvement is a form of communication or interaction between the organisation and its stakeholders. In this sense, performance management is about communicating what the organisation does, how it does it and why it does it. It is about reasoning why the organisation performs as well as it does and what actions can be taken so that performance may be improved in future.

The purpose of performance management is to maintain discipline in the minds of employees at all levels. The information provided to them must not be misused by automatically expecting an individual will handle every situation with justifiable rationale. It must be given with a view that they are responsible to work better than their peers in running a business which will support their livelihoods and avail them of healthy and rewarding careers.

Performance improvement is a significant part of the performance management process. The performance management process includes not only the instruction of employees, but also involves establishing goals, policy statements and regulations concerning performance. In this sense, dealing with performance improvement is more than just handling critical information provided to all employees by their supervisors at work. It must be handled in such a way that it will eventually lead to the desired outcome, which could be increased revenue generation capacity and increased financial stability for an organisation.

An important factor in effective performance management is teamwork between supervisors and managers as well as between themselves. Successful and efficient working relationships amongst colleagues can help achieve desired results from employees within an organisation. Therefore, the supervisor is able to facilitate a positive climate and where employees can feel better about themselves and be more productive, not only in their day to day work but also when carrying out tasks for the organisation.

Performance management will also include work responsibilities that go beyond the company’s boundaries. The role of effective performance management includes dealing with regulations and tax related requirements for an organisation. Performance management is an ongoing process that is part of an organisation’s overall strategy. It helps make decisions about how to keep or improve an organisation’s performance by determining what it should do differently from competitors with regards to its strengths, weaknesses, culture and procedures.

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Case studies

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»I’ve experienced the struggle to staff talent with real industry expertise firsthand. Fintalent solves that gap with super fast staffing for M&A projects, and offers a sustainable project pipeline for professionals as well.«

valentin.5f5ca02a
Valentín Rivas Vera
Strategy Director at Lyntia​

As a founder CEO, I’ve been evaluating our exit readiness and other options. Fintalent.io provided me with an expert who helped me to understand the value of our business. He took a closer look at our internal KPI and structures, to make sure we’re set up in the most professional way possible.

Bernd Bube
Bernd Bube
Founder & CEO, Advendio

»Inorganic growth is a big part of our strategy. We were looking for a global partner to help us with our buy-side M&A projects, and found Fintalent. From first contact to project start took less than 2 weeks. The quality of talent is exceptional. Now, we’re already talking to potential targets.«

Bart van Acker
Bart van Acker
CEO, QbD Group