Case study
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Introduction
We were approached by an enduring client and Deep Tech investor with whom we had worked on multiple healthcare investments. This time, though, the assignment was in a completely new space: Defense Tech. And while the subject matter was different, the evolutionary stage was the same: early. In fact, 1AU had no product, very little money, access to unique IP, and just a few employees. But it did have a big idea whose time had come: leverage advances in laser technology to create a radical product capable of shooting down hypersonic missiles. Our challenge was to recruit a CEO who could turn this vision into a reality.
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The Challenge
Recruiting a CEO into a defense tech company as early and as ambitious as 1AU presented myriad challenges. We needed someone who was technically adroit, managerially competent, an artful spokesman, and a fundraiser.
The Solution
In Andrew Puryear, we captured a first-time CEO with content knowledge, familiarity with the government procurement system, and an elegant narrative gift. Andrew had rapidly ascended the ranks in various government defense contractors, culminating in his role as CTO of L3Harris. So while relatively young, Andrew had developed a career with impressive velocity and arc. And perhaps equally important, he knew the space, came with a keen eye for product development, and brought the intensity and courage required to build something without precedent. But to improve Andrew’s chances of succeeding against the odds, we needed to surround him with the best.
Thus, once we secured Andrew as CEO of 1AU, we assembled around him a complementary constellation of executives: Frank Ravizza, a high-energy laser expert from Livermore, as Chief Operating Officer, and Gary Henry, a government procurement expert from SpaceX, as Chief Strategy Officer. Together, this formidable trio launched 1AU.
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Frequently Asked Questions
What was the greatest challenge in recruiting the CEO for a defense tech company as early and ambitious as 1AU?
The main challenge was finding a single candidate who possessed the rare combination of qualities: technical proficiency, managerial experience, fundraising prowess, government procurement familiarity, and an elegant narrative gift. After engaging with our network and thinking creatively, we succeeded by identifying a candidate with a high-velocity career who saw the opportunity as a unique professional arc.
How did you ensure the new defense tech CEO would succeed against the odds?
Our work didn't stop at the CEO placement. We advised on and executed the strategy to surround him with a complementary constellation of executives. This included securing a high-energy laser expert as COO and a government procurement expert as CSO to ensure all critical early-stage needs were covered.
What is the significance of talent transferability between sectors like Defense Tech and Life Sciences?
As a firm with experience in both, we understand that executives who thrive in one often succeed in the other. Both sectors demand leaders comfortable with complex R&D, long development cycles, and navigating highly regulated governmental bodies (DOD vs. FDA). We are uniquely positioned to spot this cross-sector leadership potential.
What is the typical timeline for assembling a founding C-suite like the one for 1AU?
While timelines are always variable, we work with a disciplined process to ensure rapid, high-quality results. Our approach centers on quickly securing the CEO, then assembling the complementary C-suite. This strategic efficiency allows the founding team to be in place and operational in 90 days, significantly accelerating the journey from defense tech IP to market engagement.