Offering
Competitive Talent Intelligence
Outside-in intelligence on your commercial leadership. Confidential conversations with the market show how it sees your leadership team, where your exposure sits, and what the evidence can and cannot support.
What it is.
Outside-in intelligence gathered by deliberately speaking with relevant market participants outside your organization, to understand how the market sees your company and its leadership, your competitive position, and your leadership exposure.
Who it's for.
Boards and CEOs. Also VC, growth equity, and PE investors, corporate development teams, and investment committees.
What it delivers.
A written assessment of market perception and leadership exposure, built on observed measures of reach, response, coverage, and receptivity, with the confidence and limits of every finding stated.
Overview
Internal data explains yesterday. External intelligence predicts tomorrow.
Your dashboards describe what already happened. The question you cannot answer from inside the building is what the market will do to your team next: who it can reach, how it sees your leaders, and how your company compares as a place to work for the people you need.
Competitive Talent Intelligence answers that from outside. TRG holds confidential conversations with relevant market participants and reports what the evidence supports, and where it stops.
It is not a recruitment engagement. Ordinary market mapping and candidate research are a different job. A Talent Map identifies the market. Competitive Talent Intelligence learns from it.
Who this is for
Boards and CEOs who need an independent view of how exposed their commercial leadership is before a decision that depends on it.
VC, growth equity, and PE investors, corporate development teams, and investment committees who want documented, outside-in evidence on a company's leadership and market position.
We work only in MarTech, eCommerce, Composable Commerce, Supply Chain SaaS, and Enterprise AI, and have for 30 years.
What’s involved
Effort to reach.
Attempts by channel to the first substantive response show what it actually took to make contact. Reachability alone never establishes that someone would leave.
Response and channel.
How quickly people responded, and which channel produced first contact.
Coverage and confidence.
How much of the relevant organization the research reached, which sets the confidence attached to the findings.
Observed receptivity.
Three direct questions, asked hypothetically: open to leaving, would join a named basket of companies that includes yours, would join a competitor. Receptivity is observed, never estimated, and nobody is scored on how likely they are to leave.
Confidential by design: Double blind.
TRG never discloses that it is working for a client and never names the client.
Market research, not recruiting.
Diligence conversations open as market research, with no opportunity offered or implied. Any real-opportunity approach is kept separate and its answers are never pooled with diligence responses.
Aggregates only.
Receptivity is reported in aggregate and by segment, with a minimum cell size of five, and never by name. The assessment does not produce a list of people predicted to leave.
A written research integrity protocol
governs every engagement.
Outcomes
170+
SaaS clients, placing GTM leadership since 2000
Every engagement is scoped to the decision it serves.
An evidence-based view of how the market sees your commercial leadership and your company.
A clear picture of leadership exposure: where your team is reachable and where it is not.
Findings that state their inputs, coverage, and limits, so you know how far to rely on each one.
A first measurement presented as exactly that, with no unsupported peer comparison.