Deal-sourcing signals
Find fast-growing companies early through hiring spikes, senior hires and new team formation.
Engineering headcount +40% in 90 daysSignal
VP Sales hired from a unicornSignal
New AI/ML team detectedSignal
For investors
Workforce due diligence before you sign the term sheet.
HR and human capital due diligence for private equity, venture capital and M&A teams investing in India. See what a pitch deck leaves out: leadership churn, headcount trajectory, attrition and team health, measured from outside the company.
Team health scorecard · sample target3 red flags
- VP Engineering left
- CTO exit detected
- Engineering headcount down 15%
Engineering headcount
32Leadership
45Retention
58Growth
71Culture
What is workforce due diligence?
Workforce (or human capital) due diligence assesses whether a target company has the leadership, people and employment practices to deliver its plan. It covers leadership stability, headcount trends, attrition, pay and equity, statutory compliance and employment contracts, and flags liabilities before the deal closes.
What you get
Three lenses on any company's workforce
Leadership stability
Track tenure and departures in the C-suite and VP layer, with alerts when stability drops.
CEO4.2 yrsStable
CTO0.3 yrsNew
VP Eng—Vacant
CFO2.8 yrsStable
Due diligence reports
An investor-ready PDF on any target's workforce, ready to share with your investment committee or co-investors.
Report sections
- Leadership stability
- Headcount trajectory by function
- Attrition vs sector peers
- Pay competitiveness
The report
What a workforce due diligence report covers
Built from public and aggregated labour-market data, so you can assess a company without asking it for HR records. For the full document review, use our HR due diligence checklist.
Request a sample report (opens in a new tab)Leadership
C-suite and VP tenure, recent departures, open senior roles and where leaders came from.
Headcount
Growth or contraction by function over 24 months, compared with funding milestones.
Attrition
Estimated attrition by function, benchmarked against companies at the same stage and sector.
Pay position
Whether the company pays above or below market, which affects both burn and retention.
How it works
From company name to IC-ready findings
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Step 1
Name the target
Share the company and the questions your investment committee will ask.
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Step 2
We assemble the signals
Leadership moves, hiring, attrition and pay, matched against sector peers.
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Step 3
Review the report
Red flags first, with the evidence behind each one.
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Step 4
Keep monitoring
Post-deal alerts on leadership changes and headcount across your portfolio.
Frequently asked questions
Do you need access to the target company's HR data?
No. Reports use public and aggregated labour-market data, so you can run them before the company opens a data room. If the company shares HR data later, we can add it.
Which companies can you cover?
Indian companies with enough public hiring activity to analyse. Book a call and we will confirm coverage for your target before you commit.
Can we keep tracking a company after the deal?
Yes. You can get alerts when leadership stability drops below a threshold you set.
How is personal data handled?
Reports describe roles and teams, not named employees. Personal data is anonymised before analysis, in line with the DPDP Act.
Design partner programme
Shape Kynoa with us
We're onboarding a small group of Indian enterprises as design partners. You get early access and direct input into the roadmap. We get feedback grounded in live investment decisions.
- Early access to new modules as they ship
- Regular working sessions with the product team
- A direct say in what we build next
Better due diligence starts with the team
See a sample workforce report on a company in your sector.