CFO THOUGHT LEADER

Last October, when it was announced that Bobby Leibrock would become the next CFO of IBM subsidiary Red Hat, finance team members no doubt understood that the open-source developer was coronating not just any IBM veteran but a strategic finance executive who for years had been entrenched along the front lines of IBM’s software acquisition activities.Leibrock’s M&A resume began around 2006, when IBM acquired content management software developer FileNet for $1.6 billion.   “They asked me to be what was known as a ‘product pricer,’ a role that involved figuring out how to merge FileNet’s portfolio into ours from a pricing standpoint,” explains Leibrock, who notes that along the way he would frequently find himself seated across the table from the acquired company’s management while he stared down at a list of pricing-related questions.Fast-forward to IBM’s acquisition of security intelligence software developer Q1 Labs in 2011 and Leibrock’s appointment as CFO of the new security software unit that IBM established to house its newly acquired security offerings.“IBM would buy some 12 to 15 software companies a year, and while the security software sector wasn’t the biggest involved, it was strategic in that it connected IBM’s identity security with its data security portfolio,” recalls Leibrock, who adds that his 19 years at IBM remained largely inside the software lane and seldom if ever crossed over into the tech company’s hardware or professional services businesses.  Thus Leibrock’s call to leadership wasn’t immediate, and his career appetite seems to have been driven perhaps not so much by titles as by challenges. Still, as he advanced upward within IBM, the CFO path began to come more into focus.Reports Leibrock: “I wasn’t always planning to be a CFO, but from having had the opportunity to sit across from CFOs, I sort of learned what I wanted to be as a leader through observing both the good and the bad.”  –Jack Sweeney

Back in 2010, when the flow of hiring by investment banks had been reduced to a meager trickle of new faces in the wake of the economic downturn, Aneal Vallurupalli walked through the doors of San Francisco’s Union Square Advisors.    For Vallurupalli—a recent graduate of a Bay Area college not necessarily known as a feeder school for investment banks—the job offer from Union Square seemed to validate the notion that banking was meant to be his career lane.Still, Vallurupalli tells us that from his early banking days forward, he always viewed investment banking as a place to learn but not necessarily his ultimate career destination: “Investment banking, to me, was kind of like a physician’s residency—it put the foundation in place.”  At the same time, the firm’s unmitigated drive to serve its clients provided him with many “learning moments,” including one client assignment that remains particularly salient.According to Vallurupalli, a private equity client with an appetite for leveraged buyouts asked Union Square to provide a rundown on 30 different companies and brief its investment committee on the results when it met 4 days later.     “Over those 4 days, we literally did not go home—I slept under my desk for a total of 2 hours and worked straight through in order to try to meet this deadline,” recalls Vallurupalli, who after 2-1/2 years with Union Square joined Guidewire Software to start up the developer’s post-IPO corporate development team. Along the way, Vallurupalli became increasingly interested in the day-to-day operations of the company and began to seek out opportunities beyond corporate development in order to ease his growing operations itch.Says Vallurupalli: “I’ve never thought about titles, to be honest. I always asked myself: ‘Where could I go next? What would be interesting? How do I take my prior experience to the next opportunity and allow it to be leveraged?'” –Jack Sweeney

Back in 2006, when Paul Sheriff had only recently been named group financial director for a midsize banking business based in the United Kingdom, his team noticed that the profit margins of a certain banking product were experiencing a steady decline.What’s more, the customers being drawn to the product were deemed to be at “higher risk” than the bank’s other customers.  While Sheriff tells us that he helped to put an end to the product’s life, he also wants us to know that the numbers behind the problematic product appeared to be hidden in the bank’s overall financial statements.“The numbers from the backward-looking book of customers were dwarfing those of new customers such that everything looked okay,” explains Sheriff, who notes that an effort to study the bank’s new customer data separately was what suddenly flagged the troubling trend.Sheriff relates that once the numbers made clear that the product was not sustainable for the business in the long run, canceling the product ultimately prevented the bank from suffering significant losses when the financial crisis arrived 18 months later.“The real takeaway for me was to always delve into the details behind the data,” he observes. “The overall position may look good, but there will likely be nuggets that look not so good and signal something else.”When asked about how he was able to put the brakes on the product line, Sheriff emphasizes the importance of taking people on the journey and building consensus. He advises not to make snap decisions and to allow time for reflection and consensus-building.Sheriff first began acquiring consensus-building skills early in his career when he managed different teams. He tarted with a small team of three people and then gradually progressed to managing a team of 300. He emphasizes that the tools and techniques that he developed while managing bigger teams have helped him in his current role as CFO of NewDay. –Jack Sweeney 

By the time the general manager of Intel’s data center chipset business parted ways with the company, Julie Swinney had already advanced into one of their coveted business unit CFO positions.To Swinney—who had already served in a series of senior finance roles—the GM’s departure seemed to leave a startling void in a business that served as a key enabler for Intel’s server business at large.The unexpected opening prompted Swinney to raise her hand and issue what perhaps was a bold proposal to be coming from an executive who had thus far resided within Intel’s career ropes—the functional restraints that gingerly guide the chip maker’s finance career builders.  To jump beyond finance, Swinney tells us, with little hesitation she put forth her solution to the challenge at hand: “We absolutely need a GM. We don’t have one, and I want to step in and run this business.” It perhaps goes without saying that Intel management accepted Swinney’s bid, allowing her to establish a career point for comparison with the finance roles that she had previously played.“You don’t always appreciate the gravity of responsibility that a GM experiences when their territory spans from sales and supply chain management to people and culture,” remarks Swinney, who in turn promoted one of her finance team members into the business unit CFO role that she had been required to vacate.For Swinney, the GM position became just the latest twist in a career that had not always featured traditional moves. In the past, for example, while many of her finance peers had set their sights on Intel’s larger business units, Swinney had opted for a CFO role in Intel’s Software-as-a-Service start-up group.“I was told by several of my peers that it was not the obvious choice for me,” she recalls, “but that experience turned out to be foundational to building my Software-as-a-Service knowledge.”Similarly, Swinney tells us that her career chapter as a GM added an indelible lesson to her CFO leadership skillset that she regularly seeks to teach to her finance team members and reports:“Ultimately, what that experience cemented for me was the enterprise mind-set: Firm over function. It was important that I step into a different role because that is what the company needed of me at that point in time.” –Jack Sweeney

Among the keepsakes that Craig Conti collected during the more than two decades of his finance career, the item to which he refers simply as “the list” remains one of his most prized career souvenirs.Having graduated from General Electric’s Financial Management program in 2001, the 20-something Conti had only recently been assigned to GE’s corporate audit staff when he was dispatched overseas for a 5-year tour of duty.It was during the first 12 months of Conti’s years abroad that he received a job review from a manager who asked him to create a list of the skills and experiences that he expected to accrue during his years abroad.Recalls Conti: “The manager was literally my own age, but he was very forward-looking.”For the next 5 years, Conti’s geography was in regular rotation from Brazil to Mexico to Eastern Europe, and, as his location changed, he would add to his list of experiences.“All of the skills that I had originally put down were definitely realized, but the experience was a lot richer than that and the list was whole lot longer when I came back,” continues Conti, who notes that over time the list of items evolved from being mainly one of hard skills to becoming a chronicle of business insights that would ultimately reshape his view of business.  “I learned how to operate and think globally, and I discovered there were other ways to solve problems,” remarks Conti, who tells us that he once augmented his problem-solving acumen by observing how a broken blade was replaced on a factory floor near Florence, Italy.“The fact is that you don’t have a prayer of understanding the complex level of accounting behind something like that without going out and physically seeing what’s taking place,” Conti comments.Still, it was perhaps the developing world that left the most lasting impression on Conti, who believes that American employers who have yet to move overseas should not underestimate the quality of job candidates currently available in the developing world.Says Conti: “If you’re going international, remember that talent resides in the places that you’re going to—and what matters most may not necessarily be the talent back home.” –Jack Sweeney

When Jason Quinn landed in Europe back in 2008, he was the youngest of five American expats being deployed by digital disrupter SMB printer Vistaprint of Boston, Mass.For the next 5 years, Quinn would be involved in a string of business acquisitions that would grow the digital printer’s European revenues from nothing to more than $500 million annually.Based in Barcelona, Quinn spent roughly 3 weeks of every month traveling to other parts of Europe to evaluate the operations of different businesses as he and other executives sought to determine whether there was a solid business case for acquiring a company.“I had the luxury of seeing into firms at both the executive and middle management levels, so I was able to acquire an understanding of how the executive team was operating and how the decisions that they would make would trickle down within the operation,” explains Quinn, who adds that as deal activity grew, Vistaprint ended up deploying a corporate development team from Paris to complete some of the initial due diligence.  As the number of acquisition candidates grew, Quinn was tasked with taking a deeper dive into a target company’s operations, so he would often spend a number of days with company’s leadership team in order to better assess whether there could be a cultural fit.“’Can this be one plus one equals three?’ would usually be the question that you were trying to answer,” continues Quinn, who points out that the answer to this hypothetical query was also dependent on whether his team believed that the acquisition candidate would succeed post-merger under a flat management model.“We believed that flatter was better and that this was really an efficient way to grow,” comments Quinn, who notes that along the way he acquired a deeper understanding of manufacturing logistics as well as the pre- and post-sale dynamics of go-to-market strategies for both B2B and B2C companies.However, his central role would always center on supplying the answer to the question of whether there was a strong business case for advancing a potential deal.“When they brought something to the table through the pipeline, I would vet the business case first from our ability to execute it and then from a cultural perspective,” recalls Quinn, who stresses the significance of understanding and respecting cultural norms as well as local competitors.Says Quinn: “If you’re going to go international, you must go all in and be prepared to make the investments to win in local markets because you’ll be facing local competition within their own primary market.” –Jack Sweeney

Planning Aces Guest Host Brett Knowles, an expert in FP&A and planning realm, suggests that GPT can be used as an extra member at the planning table, providing a catalyst for exploring ideas and expanding horizons. By generating scenarios and validating strategies against them, planners can identify environmental and situational factors that need to be true for a strategy to work. But the true power of GPT lies in its ability to test a plan through the eyes of different stakeholders, such as investors, regulators, competitors, and employees, before presenting it to the executive committee. This allows planners to pretest their plan against a vast knowledge base, beyond the limited experience of the leadership team.

Back in 2008, when Jim Cox was controller for investment management software company Advent Software, he was invited by that firm's founder and CEO, Stephanie DiMarco, to accompany her to an investor meeting. “I just sat there smiling and hoped that nobody would ask me a question,” comments Cox, recalling one of a number of experiences that he credits with helping him to step beyond his accounting career roots. The meeting’s biggest take-away, Cox tells us, was about repetition. He explains: “Guess what? All 20 investors asked six of the same questions and two questions that were unique to them.” Looking back, Cox believes that DiMarco was providing him with an opportunity to not only develop a rapport with investors but also polish his communication skills. “When Stephanie brought me along, I think she was like, ‘Let’s try this out,'" continues Cox, who stepped into Advent’s CFO office in 2009, only 3 years after joining the company.    Cox had been recruited to Advent by a VP of finance who had formerly been a client of Cox’s when he was an accountant at Pricewaterhouse.    “Be good to your clients,” advises Cox, who credits yet another client executive with encouraging PwC to relocate him to New Zealand for a 2-year stint. Asked about his early career’s lengthy tenures at PwC (10 years) and Advent (9), Cox reports that he doesn’t think that he missed out by not changing jobs more frequently. “You can stay at the same company, but it’s about doing different things,” he comments. Today, having served in multiple CFO roles, Cox likes to measure his stint as Advent's CFO differently since its was publicly held: “I like to say that I was a public company CFO for 22 quarters—because when you’re a public CFO, you live one quarter at a time.” –Jack Sweeney

In 2011, after Chris Halpin had rejoined his colleagues back at Providence Equity Partners’ New York offices at the completion of a 3-year stint in Hong Kong, he found himself being confronted by something he had rarely experienced before: boredom.“I had this kind of existential angst—that I didn’t want to die and have my obituary say that I had worked 40 years at Providence Equity,” recalls Halpin, who notes that it was at this point that he began to think about different operating roles in business and the possibility of landing a CFO position.Still, Halpin tells us that he reviewed and pretty much rejected the different introductions and job opportunities that quickly surfaced: “I was like, ‘No, I really don’t want to do this’—and then I almost joined another private equity firm, but that would have been just changing politics for politics.”Then, October 2012, Halpin added to his calendar an entry that seemed to all but eclipse previous possibilities and instantly loomed large on his autumn agenda: “Coffee with Roger Goodell.”Goodell, the much-revered National Football League commissioner, no doubt usually prefers to honor the prescribed time limits of his appointments, but, as it turned out, his 30-minute coffee talk with Halpin ended up going on for more than hour before Goodell ended it with an offer to introduce Halpin to a number of his lead deputies.      “Roger makes no promises, that’s for sure,” remarks Halpin, who adds that prominent Providence alum and former Comcast CFO Michael Angelakis helped him snag the initial meeting with Goodell.In June 2013, Halpin accepted a position with the NFL that kicked off an 8-year career inside the league’s business operations. Along the way, he served in a succession of strategy-oriented roles before being named executive vice president and chief strategy and growth officer in 2018.Looking back, Halpin tells us that he originally pitched Goodell for a bigger initial role with the league.  “Roger told me, ‘No, that’s the wrong way to come into the NFL—I’ll bring you in and have you get grounding, and then we’ll move you around to give you different experiences,” reports Halpin, who points out that his decision at the time was not an easy one, in part due to his prospective NFL compensation being a drastic reduction from his Providence pay.“In April or May of 2013, I came to the conclusion that if I didn’t do this, I was going to regret it—so I decided to make the jump,” comments Halpin, whose 8-year tenure with the NFL ended in January 2022 when he was named CFO of IAC, the media holding company headed by media executive and dealmaker Barry Diller.Today, having landed in a more traditional finance leadership role, Halpin says that his years with the NFL will always likely trigger conversations that allow him to continue to reflect on past decisions. It seems that career decisions have seldom been easy for Halpin—even when they’ve involved the opening of a door at the NFL.   Says Halpin: “This was not some sort of courageous jump into the breach without any reservations.” –Jack Sweeney

When Ben Chrnelich tells us that the banking sector’s recent unrest is the third period of disruption that he’s “cycled through” during his finance career, we can’t help but wonder about the other two.Of course, they are hardly a secret. As did that of many of his CFO peers, Chrnelich’s early career appears to have weathered no shortage of economic hijinks, thanks to the dotcom bubble (2002) and Wall Street’s subprime mortgage crisis (2008).“The opportunity to be sort of at the epicenter of these events really allowed me to form my risk assessment as a CFO and be able to better assess where we are on any given business cycle,” comments Chrnelich, who was working for Lehman Brothers when the investment house collapsed in 2008.Unlike many of his Lehman colleagues, Chrnelich was able to find a silver lining in Wall Street’s economic turmoil—in his case, this took the form of employment as CFO of a technology business created by NYSE to serve Wall Street clients.Known as NYSE Technologies, the business was established to target revenue opportunities for a number of software technologies that NYSE had developed in-house, as well as a number that had been acquired by NYSE.“For me, it was an opportunity to transition into a CFO role with a company that had lots of capital already invested and the support of NYSE,” recalls Chrnelich, who served as CFO of the company for roughly 6 years.In February of 2020, Chrnelich was named CFO of Symphony, which offers secure messaging and other collaboration tools for bankers and those who work with them. Three years and a number of acquisitions later, Symphony has powered up its AI strategy as it pursues its goal of providing more actionable insights to portfolio managers.   Reports Chrnelich: “We know specifically what they need, and we’re getting more face time and consideration by buyers than ever before.” –Jack Sweeney