Talent Tech Advisors is a dedicated M&A advisory firm for Talent Tech founders between $5M and $50M. We know the buyers — and they know us. That's the difference between a competitive process and a cold list.
A $20M deal requires almost as much work as a $200M deal at a fraction of the fee. The economics don't work for them — so they ignore this market entirely.
They'll build a buyer list from a database, not relationships. Cold outreach instead of warm introductions means less competition and lower valuations.
A Talent Tech platform with recurring revenue and embedded customers deserves a process built for the category — not a Main Street broker.
How we find the right buyers, make the introductions that get meetings, and run a process that creates real competition.
Every partner we bring in has operated in Talent Tech. The relationships come from being in this space.
An honest conversation about what the market would pay and who would pay the most for it.
Most M&A processes fail for the same three reasons — wrong buyers, introductions that don't happen, and no one who stays focused on your outcome from start to finish. We're built around fixing all three.
Before we approach a single buyer, we understand your company deeply — customers, retention, competitive position. That's what goes in front of buyers.
A targeted, prioritized set of buyers who are actively acquiring in your space right now — with rationale for each one.
Warm introductions, coordinated presentations, multiple parties moving simultaneously. You have options at every decision point.
Your CP manages diligence, pushes back on requests that don't serve your interests, and keeps the transaction from unraveling in the final stretch.
Edge tracks acquisition behavior across the Talent Tech market and maps your company against likely strategic buyers. Share a few details and get an instant preview of who may be active in your category.
Keep this light — market intelligence, not a form.
A fast preview based on your segment, scale, and buyer behavior.
Keep tracking buyer activity in your category. When intent deepens, a Managing Partner will reach out.
Track your best-fit strategic buyers and monitor which segments are heating up.
Corp dev hiring, category roll-ups, and adjacent platform moves.
Narratives that make your company more legible to likely acquirers.
When interest is real, connect with a TTA Managing Partner who knows your category.
We didn't add Talent Tech to a list of sectors we cover. Our founding partners built and sold companies in this space. The buyer relationships, the valuation data, the diligence knowledge — it comes from being in this space, not studying it.
Founded Talent Tech Labs and sold it to Allegis Global Solutions. Licensed attorney, YPO member. Has been on both sides of M&A transactions in this space and knows what founders need from an advisor because he's needed it himself.
Founded RiseSmart (sold to Randstad, $100M) and SucceedSmart. Wharton MBA. Deep Talent Tech, HR, and PE relationships built across decades of operating in this space — knows the buyers from the inside, not from a database.
20+ years at CareerBuilder, Indeed (top 5 sales globally, $1.4B exit), and Recruitics ($3M→$40M). The buyer and founder relationships that come from two decades of operating at the center of this space.
Talent acquisition · HR platforms · Workforce management · L&D software · HCM · Staffing tech · Recruiting intelligence
Strategics actively building, PE platforms with open Talent Tech mandates, family offices who have already made acquisitions in this space. We know who is buying right now.
What comparable companies have sold for, what buyers are paying today, what moves multiples in this category. Not generic software data — Talent Tech-specific.
Product stickiness, retention cohorts, integration complexity, customer concentration — we help you get ahead of it rather than react to it mid-process.
The first conversation is with a Managing Partner who knows Talent Tech — not a business development person running a qualification script. We'll tell you honestly whether this is the right moment, whether your company is positioned well, and whether we're the right fit.