Company: Confidential (Australian Family Office, Home Services Platform)
Location: Sydney, Australia (regional travel across Australia)
Reports to: COO / CEO (Platform)
Compensation: US$250K–$350K base + performance bonus + equity
Search partner: Sitreps
Our client is the private investment arm of an established Australian family with a multi-billion-dollar balance sheet across real estate, public and private equities, and direct operating investments. The home services platform is a direct investment, owned and capitalized entirely by the family, with no external LPs and no forced exit timeline. Capital deployment is paced to opportunity, not to a fund clock.
The family name is shared with qualified candidates under NDA.
An Australian family office is building a PE-style home services roll-up in Australia. The market is roughly the size of California, dominated by legacy single-shop owners, with limited PE-backed competition in country. ServiceTitan and Nexstar only entered the market 1–2 years ago. Fewer than 10% of Australian home services businesses run modern field service software, and almost none operate fixed-pricing sales cultures.
If you've spent the last several years as a GM or operating leader inside a Wrench / Turnpoint / Service Experts type platform watching the playbook compound, this is the seat where you go run it yourself, in a market that hasn't been touched yet, with capital behind you.
Our client has an active deal pipeline with multiple acquisitions moving toward diligence in the near term. The platform plan models $300–450M AUD in revenue and $60–70M EBITDA over 5 years. We expect to hire multiple Market Area Presidents over the life of the build; this is the first.
A multi-brand regional P&L. Each acquired business arrives with a founder-GM, a local brand, and a book of customers. You sit one level above them, with full P&L ownership across the brands in your region.
Same-branch growth. Organic uplift is where the math works. Owning the levers — pricing, sales conversion, dispatch density, marketing spend efficiency, technician productivity, membership growth — sits with you.
Integration on the ground. ServiceTitan implementation, financial reporting standardization, sales-culture training, comp plan rollout. You will be the senior operator each acquired GM works with day to day.
GM development. Acquired-company GMs will typically hold equity in their own business and continue to run it post-close. Your job is to make them better operators, not to replace them. You set targets, run business reviews, and help them grow.
Recruiting your bench. As acquisitions stack up, you'll help hire and develop the next generation of GMs underneath you.
3+ years in home services inside a PE-backed roll-up, with direct GM / branch leader / market manager experience owning a P&L of $25M+
Track record of organic same-branch growth at meaningful rates (15%+ YoY is the bar PE-backed home services operators are familiar with)
Hands-on ServiceTitan, fixed pricing, dispatch, and technician comp design experience
Comfort with the integration end of M&A: arriving at a newly closed business, meeting a founder who's now your colleague, and getting the operating system installed without breaking the culture or the customer base
Multi-trade exposure (HVAC + plumbing especially; our client is leading with these two)
Multi-brand or multi-market scope at some point in your background
Experience operating inside a "build the playbook" environment, not just running a mature one. Our client is at the operating maturity equivalent of a major US consolidator at year 2–3
Base: US$250,000 – $350,000, paid in AUD or USD at offer
Bonus: Performance-based annual bonus tied to regional KPIs (organic same-branch growth, integration milestones, EBITDA, technician productivity). Final structure set at offer
Equity: Meaningful management equity in the platform. Vesting and standard PE-style terms (good-leaver / bad-leaver definitions, accelerated liquidity at change of control). For context: our client is targeting wealth-creation outcomes for early MAPs that meaningfully exceed what's available in US-side comparable seats today
Relocation: Visa sponsorship (Subclass 482 / Global Talent pathway as appropriate), tax equalization to US rates, housing support, schools support for relocating families, annual home-leave flights for the family. Spouse landing support included
Sydney-based at the start, with travel across acquired sites in Australia (think LA-to-Charlotte cadence, but on shorter flight times and quieter airports per the locals). Family relocation is supported.
