Announcement: DealPotential has closed a $1.1M seed bridge round at a $15M valuation!
Mira Tomic
When a private equity firm looks at a target company, the numbers tell only part of the story. Financials can be polished, management decks are always persuasive, and references often say the “right” things. But the real truth about a company’s culture, leadership, and execution often lives with people who are no longer there.
That’s where ex-employee data in DealPotential becomes a must-have.
When the firm opened DealPotential, they didn’t just see a list of current key employees. They also uncovered a full roster of ex-employees, each with a name, LinkedIn profile, their former role at the company, and where they work today.
That view instantly changed the dynamic of their diligence. It gave them the ability to:
Spot abnormal leadership turnover patterns
Reach out to ex-staff for candid insights
Track where top talent moved next
Test management’s story against career data
The firm was evaluating a mid-market B2B services company. On paper, everything looked solid: revenue up, marquee clients, confident management. But churn rates in certain departments raised quiet questions.
Instead of relying solely on management explanations, the team pulled up the ex-employee data in DealPotential and reached out to select former staff for unfiltered perspective.
Patterns emerged quickly:
Armed with this intelligence, the PE team:
Pressed management with pointed questions on leadership and strategy
Reframed their thesis to focus on governance fixes
Negotiated better terms with proof-backed leverage
Direct conversations with ex-employees added nuance and context, validating trends and surfacing issues that raw data couldn’t.
Ex-employee data doesn’t replace financial diligence; it deepens it. By surfacing lived experiences at scale and hearing directly from former employees, PE firms can uncover risks (and opportunities) that spreadsheets alone can’t show.
For this firm, the difference was weeks of analyst time saved, fewer blind spots, and a more confident deal execution.
Because in today’s market, conviction isn’t built on having more data; it’s built on having the right intelligence.
The real truth about a company often lives with people who are no longer there.
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