You Diligenced the Financials. Nobody Asked the Employees.
The fix list in your hands before the value creation plan ships: what is actually broken at the company you just bought, what to do about each item, in what order, owned by whom. Built from confidential interviews employees can trust, with initial reports within 24 hours of the final interview.
Minute interviews
typical, per employee
Hours to initial reports
24
from the final interview
Hours to scoped solutions
after the reports
The blind spot that survives diligence.
Diligence covers the financials, the legal exposure, the customers, and the market. It does not cover the people who actually run the company. More on what due diligence misses.
Information asymmetry peaks at close.
The day a deal closes is the day you know least. Management has spent months presenting the company at its best. Every input you hold has passed through that filter, and the people who know where the real friction sits have every reason to stay quiet.
A plan built on filtered information fails slowly.
A value creation plan aimed at the problems management described, real but incomplete, does not fail loudly. Initiatives stall for reasons nobody can name. By the time the real picture emerges, the quarters are spent and the correction happens under pressure.
The first 100 days set adoption or resistance.
The plan is carried out by the same people it never consulted. Whether they adopt it or resist it is decided early, by whether the new owner’s first move feels like listening or inspection.
Still in diligence? Pre-close discovery for active deals.
Ground truth before the plan ships, not after it stalls.
The same clock in every engagement. Interview scheduling belongs to the company; the turnaround that follows is fixed.
Interviews scheduled
Confidential interviews are booked on the company’s calendar. Allow up to five working days to get employees on the books. The scheduling window belongs to the company.
Conducted under absolute anonymity
Employees speak to a confidential third party. Nothing said is attributable, no recording reaches the employer, and participation is voluntary. That is why the answers are candid.
Initial reports within 24 hours of the final interview
Once interviews wrap, the first reports arrive within 24 hours: the anonymized patterns across the organization, the friction the data room could not show.
Scoped solutions within 72 hours
Within 72 hours after that, the findings become a scoped plan: what to do about each item, in what order, owned by whom.
Six documents that make the plan target the right problems.
Every engagement delivers the same six-document package, synthesized from confidential interviews across the organization.
Executive Summary
The top organizational issues ranked by frequency across every department, so the plan targets what is actually broken instead of what was reported.
Change Readiness Assessment
How much change the company can absorb before the plan ships, how fast, and where the fault lines are, so you do not launch initiatives the organization cannot carry.
AI & Automation Readiness Report
Where automation pays now, so the first wins land early, and where it is premature, so money is not burned proving it.
Consolidated Action Plan
The fix list. Phased priorities with owners, dependencies, and success metrics. Not a findings deck; the work plan.
Leadership Follow-Up Agenda
The working session that turns findings into assignments before momentum cools: the deal team and portfolio company leadership in one room.
Employee Feedback Summary
Every participant hears what was heard and what is being done, within 30 days. The new owner’s first visible move is a listening move, which is the difference between a workforce that executes the plan and one that resists it.
The diagnosis is the front door, not the product.
The discovery surfaces where burden can be removed. The development pipeline removes it. For a hold period, every hour of burden removed is EBITDA at exit.
SOP capture
The processes that live in one person’s head become documented, owned, and transferable. Key-person dependency drops and the knowledge survives a departure. The employee who built it is credited as the expert.
Shadow-system migration
The spreadsheets and workarounds quietly running the business move onto official platforms that work as well as the personal tools did. Each one was a smart adaptation to a gap; migrating it closes the gap.
Operational agents
Assistants that handle the routine, repetitive work so the team can focus on judgment. Employees keep override authority at all times. The agent works for them, not on them.
Next-deal repeatability
Discovery becomes a standard step in the post-close playbook, run the same way on every platform deal. Every hour of burden removed compounds as EBITDA at exit.
Built for trust. That is why employees talk.
The signal is only as good as the candor behind it. Everything here is designed to earn that candor.
No surveillance, ever.
Privagent never produces individual performance data. No rankings, no assessments, no record of who said what. Findings are anonymized patterns, and the constraint is permanent: it holds even if you ask.
The same clock in every engagement.
Initial reports within 24 hours of the final interview, scoped solutions within 72. Traditional consulting discovery runs in weeks, bills accordingly, and still leans on management as the primary source.
The signal no diligence process uses.
The people below the management layer hold the most accurate picture of how the company runs, and no standard diligence workstream asks them. They are the experts on their own work and the most underused source of diligence signal.
AI-powered analysis, human-grade judgment.
AI-powered analysis synthesizes patterns across every conversation, so a hundred-day question set compresses into days without losing the nuance. It surfaces the signal; the recommendations are built on it.
The confidentiality employees can verify.
Employees speak candidly because the confidentiality cannot be bent. The commitment is absolute, and it survives any request to the contrary, including from the firm paying for the engagement.
Absolute anonymity
Nothing any employee says is attributable to them. Findings are reported only as patterns across the organization, never as individual statements.
No transcripts shared
No recording reaches the employer. No transcript is shared with anyone in the company. Anonymization happens before anything is reported.
Voluntary participation
Participation is voluntary, and employees are told everything before any interview. Declining has no consequences, and no one is told who did or did not take part.
A feedback summary, within 30 days
Every participant receives a summary of what was heard and what is being done about it, within 30 days. Their input produces visible action.
What the data room didn’t tell you.
The First 100 Days is a briefing for deal teams: why post-close discovery is private equity’s most under-invested workstream, and the question set to run in weeks one through four, before the value creation plan ships.
The brief arrives here shortly.
The First 100 Days: What the Data Room Didn’t Tell You is a briefing for deal teams on what standard diligence structurally cannot see. Delivery from this page opens shortly. If you have closed a deal in the last twelve months, or are about to, you do not need to wait for it. A 30-minute consultation is scoped to the company in front of you: the fastest way to see whether this fits.
Schedule a ConsultationNo cost. No commitment. Individual responses are never shared.