Brydon Group
At a Glance
The employed lane's scale option: if you would search on salary, the cohort with 46 closed deals is the bench strength to compare everyone else against.
- Pricing
- Custom Pricing, Employment economics, not fees: salary during the search plus equity in the acquired platform; specific splits are not published.
- Best For
- Experienced operators and executives who want the employed path with cohort structure, committed capital, and bigger-than-usual platform ambitions
- Roadmap Stages
- 2. Choose Your Path3. Set Up & Fund the Search
Pros and Cons
Pros
- A salary during the search removes the personal burn that ends many searches early
- 46 acquisitions across five cohorts is a real, recent track record for a young program
- $30M-plus of committed equity per platform aims higher than most first acquisitions
Cons
- Equity splits and salary figures are not published, so the trade against a traditional search is hard to price from outside
- An annual application window (decisions by late March) sets the calendar for you
- The thesis is shaped with the firm, so you trade some of the searcher's autonomy
What Searchers Say
A frequently named program in the employed-searcher lane; the cohort model and veteran/underrepresented recruiting emphasis are its recurring differentiators.
Put It to Work
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