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Overview

People data is critical for evaluating teams. You need information about founders (background, previous experience, education), executives (who’s leading the company), and employees (team size, hiring patterns, talent quality).

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What You’re Looking For

Founder and executive profiles:
  • Work history and previous companies
  • Education and credentials
  • Previous exits and successes
  • Board positions and advisors
Team composition:
  • Employee count over time
  • Department breakdown (engineering, sales, etc.)
  • Leadership team changes
  • Key hires and departures
Talent signals:
  • Where people are moving from/to
  • Hiring from strong companies
  • Founder quality indicators

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Providers

Coverage across these providers is relatively similar: not as large a gap as with company data providers. Choose based on which data points matter to you, how timely updates are, and quality of support.

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Considerations

Data privacy: People data has privacy implications. Understand what data you’re getting and how it was collected. Some regions and websites have strict rules about processing personal data. Accuracy varies: Professional profiles may be outdated. Current employer might be stale. Test data quality by comparing with your portfolio or verifying manually. Enrichment use cases: People data is often used to enrich signal data (add founder backgrounds to company records, building a holistic view of a company’s leadership team, etc.) rather than as a primary source. See Considerations for cost and vendor relationship guidance.