Our investment approach

Match exceptional management talent with each opportunity

Our vast, comprehensive network of top female executives allows us to best match the experience of management talent to a given target company

 

Create operational value over the long-term

The value of our executive network is borne out in deep industry knowledge and understanding of key drivers providing a basis for value creation over the long-term

Demonstrate capital discipline

We perform rigorous due diligence to understand and quantify the opportunities and risks inherent in an investment in order to achieve the best possible returns

Align management incentives

Our goal is to properly incentivize management through significant ownership and remuneration for achieving outstanding results

 

Maintain flexibility
We strive to maintain flexibility in structuring transactions in order to facilitate closing.

Superior talent

We believe in talent and performance.  We know that in order to become a high level executive of a Fortune 1000 company, talent, drive and stellar performance records are a must.  If you are a woman, the bar is just that much higher.  Our chosen talent pool are proven performers.
 

Hypatia Capital believes there should be more women at the helm of America’s largest corporations. 3% is not enough. We strive to make this a reality by finding and partnering with the top female executives to acquire businesses which they will lead to great success. We will carefully acquire businesses one by one, but we will not be satisfied until women are as well represented in the CEO suite as they are in the workforce overall. 

Superior results

Research tells us that in 2009, Fortune 500 companies led by women outperformed the S&P 500 index by 100%.  Yet, women account for only 3% of Fortune 500 CEOs. 1

Research tells us that companies with more women Board Directors outperform those that don't by over 40% on ROE, ROI and ROS. 2

Research tells us that "star" women performers outperform their male counterparts when switching jobs, due to superior external networks and greater scrutiny of non-compensatory fit with new opportunities. 3











 
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1 Jones, Del.   "Stock soars: 2009 was a great year for female CEO's companies," USA Today, December 30, 2010.
2 Joy, Lois, Carter, Nancy, Wagner, Harvey, Narayanan, Sriram. The Bottom Line: Corporate Performance and Women's Representations on Boards, Catalyst, 2007.
3 Groysberg, Boris. "How Star Women Build Portable Skills," Harvard Business Review, February 2008, pg. 1.