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A Pretty Resume Won’t Cut It: Using SMART Criteria to Showcase True Value Creation

by Chelsea Mansfield

June 4, 2025,,

In the fast-paced world of private equity, there's no luxury of time for beautifully crafted resumes that say little about actual performance. When you're evaluating executive candidates for portfolio companies, especially in the SaaS space, you need concrete evidence of impact, and you need it fast.

The challenge isn't finding candidates with impressive backgrounds; it's distinguishing between those who can drive real value creation and those who simply excel at presenting themselves well. After years of assessing executive talent in private equity-backed companies, I've found that candidates that apply the SMART framework to major achievements on their resume cut through the noise and reveal true performance potential.

The SMART Framework for Executive Assessment

1. Specific

What were they actually responsible for?

Vague claims about "leading initiatives" or "driving growth" tell us nothing. I need to understand their exact role, scope of responsibility, and what specific actions they took.

2. Measurable

Can they point to concrete metrics rather than just compelling stories?

Numbers don't lie, and in software and SaaS businesses, everything meaningful can and should be quantified.

3. Achievable

Was the reported success meaningful and grounded in reality?

Extraordinary claims require extraordinary evidence, and context matters enormously.

4. Relevant

Did their work actually move the needle on metrics that matter for value creation?

In SaaS, this typically means impact on churn, Annual Recurring Revenue (ARR), Net Revenue Retention (NRR), Customer Acquisition Cost (CAC), or other key performance indicators.

5. Time-bound

Was there urgency, pressure, or a defined execution window?

The best executives thrive under constraints and can deliver results within realistic timeframes.

Using this framework cuts through the noise and points out the true difference-makers and value creators.

The Difference Between Passengers and Builders

Consider these two ways an executive might describe the same experience:

The Passenger Version:

"I improved customer retention through enhanced onboarding processes."

The Builder Version:

"We reduced SMB churn by 6.8% over 5 months by launching a standardized onboarding playbook and automating early-stage customer success touchpoints—ultimately saving $4.2M in ARR."

In private equity-backed SaaS companies, every executive hire is fundamentally a bet on future cash flows and value creation.

You can't afford passengers—executives who look good on paper but lack concrete impact. Whether you're evaluating a C-suite Executive or Vice President, the SMART framework helps identify candidates who understand that the highest-returning companies are led by executives who can point to specific, measurable improvements in customer acquisition, retention, expansion, and operational efficiency.

The Bottom Line

Pedigree matters far less than performance in private equity.

The executive who increased enterprise NRR by 15% at a Series B startup is infinitely more valuable than someone with a perfect resume who can't articulate concrete achievements.

When evaluating candidates, listen for specificity, probe for metrics, and pay attention to how they describe personal versus team contributions. The executives who can seamlessly provide SMART examples think in terms of business impact rather than activity, and these are the leaders who will drive value creation in your portfolio companies.

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Authored by:

  • Director

    Chelsea Mansfield joined Bespoke Partners as a Principal in March 2021, based in the Austin office. Prior to joining Bespoke, Chelsea was a Senior Executive Recruiter in the Professional Services Firm & Private Equity segment at Gerson Lehrman Group (GLG). Chelsea is keen on being a strategic thought partner across clients and candidates alike, achieving high placement success rates through a data-driven approach. She is known for her effective communication, strong personal connections, and commitment to excellence.

    Outside of work, Chelsea is an active member in Austin’s fitness community and is dedicated to health and wellness. She is passionate about continuous personal improvement, which is demonstrated by her achievements in powerlifting where she most recently squatted 315lbs, benched 185lbs, and deadlifted 352lbs.

    Originally a Californian, Chelsea graduated from California Polytechnic State University in San Luis Obispo, CA in 2015, where she received a Bachelor’s of Business Administration concentrating on Marketing. She was an active member in both the business fraternity of Delta Sigma Pi, as well as, the American Marketing Association. Cal Poly’s motto is “learn by doing,” and Chelsea plans to carry that value throughout the rest of her career path. Her values of integrity, humility, and authenticity guide her professional and personal life.

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