For Investors
For Investors
Due diligence on people. An independent read on whether the leadership team can carry the thesis you underwrote, for PE, VC, and growth equity investors and the boards they sit on.
What it is. How TRG works with investors: Leadership Due Diligence, Competitive Talent Intelligence, and Retained Executive Search where you control the mandate.
Who it's for. PE, VC, and growth equity investors in MarTech and eCommerce portfolio companies, and the boards they sit on.
What it delivers. A documented, independent view of the leadership team behind your thesis, and the right leaders in the seats that decide it.
Overview
The thesis is sound. Is the team?
You already run diligence on financials, technology, market, and legal. Almost nobody runs it on the commercial team, and that team is the single largest determinant of whether the thesis executes. Capital, market, and product can all be right, and the deal still misses because the wrong person was running revenue.
Due diligence on people points at that gap in a process you already run and already trust.
And it is independent. Leadership Due Diligence is fee-separated from any search, so the recommendation is never a setup for a sale.
Who this is for
- PE, VC, and growth equity investors assessing the leadership of a MarTech or eCommerce portfolio company, whatever its size.
- Boards accountable for whether the leadership team can carry the plan.
- Corporate development teams and investment committees that need documented, outside-in evidence on a company's leadership and market position.
What's involved
- Leadership Due Diligence. An independent assessment of whether a management team can carry an investment thesis. We interview the management team itself and return a verdict on that team, pre-close, during the hold, or ahead of exit.
- Competitive Talent Intelligence. Outside-in intelligence on a company's commercial leadership: how the market sees the team, how exposed it is, and what the evidence can and cannot support. Double blind, reported in aggregate, never by name.
- Retained Executive Search. When you control the mandate, retained search for the key GTM positions that decide the plan. Built on a mandate, not a job description.
On a portfolio company's board? The board and CEO can also commission the GTM Leadership Readiness Assessment, which shows whether the leadership team has the functional coverage and alignment its go-to-market objectives require.
Outcomes
Two-year placement retention
28,000
Personal network across these markets, built over three decades
63 days
Average close for executive roles
16
Executive placements at Demandware — 27% of its market cap at acquisition
- A defensible view of the team before the money moves, and at every point in the hold where it matters.
- Domain depth, not a generalist brochure. We work only in MarTech, eCommerce, Composable Commerce, Supply Chain SaaS, and Enterprise AI, and have for 30 years. We are the only executive recruiter ever admitted to the MACH Alliance.
- Vendavo: 13 placements across sales, services, and product, completed in 60 days.
Clients include Demandware, Vendavo, SAP Hybris, Bloomreach, Elastic Path, and Narvar.
What happens next
When you book, we start with a short scoping call about the deal or the team. If it makes sense to go further, a proposal scoped to that engagement follows, with no search attached.
Our clients
