OllaSuper
Home / Experts / M&A Agent
Personal · Expert

M&A Agent

Target screening, valuation comps, CIMs, DD memos, market mapping — deal-stage research that closes rounds.

Starter prompts

4 ways to start with M&A.

Click any → opens in app with prompt pre-loaded
Target screen
→
Acquirer-side, 15 candidates
▸ Preview prompt
We're a $200M ARR vertical SaaS. Strategic acquirers: HR-tech consolidators. Screen 15 strategic + 5 financial acquirers, by: fit thesis, recent M&A activity, cash position, cultural compatibility, likely transaction size. Output as a tiered shortlist with first-touch contact name.
Valuation comps
→
EV/Revenue precedents
▸ Preview prompt
Build a comparable-transaction comp set for a vertical SaaS in HR-tech, $50M ARR, 80% gross margin, 40% YoY growth, public + private targets last 36 months. Output: target, acquirer, EV, EV/Revenue, EV/Forward-Revenue, growth at deal, deal type (control / minority / asset). Mean + median table.
CIM exec summary
→
Sell-side, 1 page that hooks
▸ Preview prompt
Draft the executive summary page for a CIM. Company: $50M ARR vertical SaaS, 40% YoY growth, 110% NDR, 80% gross margin, 65 customers including 8 Fortune 500. Highlight thesis, market, financial summary, growth vectors, and the 'why now' for a strategic acquirer.
DD memo
→
Acquirer's tech / IP risks
▸ Preview prompt
Write a 600-word technical due-diligence memo for an acquirer. Target: AI SaaS, 30-person eng team, GPT-4 dependent, no clear moat in the model layer. Cover: tech debt, key-person risk, AI vendor concentration, data rights, IP cleanup needed pre-close, integration complexity.
What it does

Tasks M&A ships every week.

Pipeline
  • Target screening (acquirer-side)
  • Strategic-buyer mapping (seller-side)
  • Initial outreach drafts
  • Teaser docs (1-pager)
Diligence
  • CIM drafts
  • Market sizing memos
  • Customer concentration analysis
  • Competitive teardowns
  • Technology due diligence summaries
Negotiation
  • Valuation comps (EV/Revenue, EV/EBITDA)
  • Term-sheet redlines
  • Synergy modeling narrative
  • Earnout structures explainer
Worked sample

A real M&A chat.

No edits · no cherry-picks
You
We're a $50M ARR HR-tech SaaS, want to be acquired. Top 10 strategic acquirers + first-touch logic for each.
M&

Top 10 strategic acquirers for $50M ARR HR-tech vertical SaaS

Tier 1 — Highest fit, recent M&A activity in HR-tech:

  1. Workday — buyer of choice for HR-tech post-Series-B. Recent acquisitions: Peakon ($700M), Adaptive Insights ($1.7B). Cash position: $7B+. Strategic fit: 9/10. First touch: Pete Schlampp (CTO) via your shared investor at Insight Partners; angle: Workday's M&A pipeline is publicly active and they look at $50-200M ARR companies for product extension.

  2. SAP SuccessFactors — incumbent, large M&A budget. Recent: Qualtrics (now spun out), but still acquisitive in HR-tech. First touch: Jill Popelka (President, SAP SuccessFactors) — your VC partners likely have shared boards. Angle: international expansion + AI capability gap.

  3. Oracle Fusion HCM — quiet but heavy acquirer; willing to pay above-market for fits. First touch: Oracle's strategic M&A team (publicly listed); cold-warm intro via Larry Ellison's network is unlikely; better path is via your investment bank.

Tier 2 — Adjacent strategics looking to expand into HR:

  1. ServiceNow — building out their employee experience platform. ServiceNow Workflow has HR-adjacent gaps. First touch: Bill McDermott's office (he came from SAP, knows HR-tech market cold).

  2. Microsoft (Viva) — Viva is acquisitive. Recent: LinkedIn Glint. First touch: Microsoft Corporate Development (Chris Young's team). Angle: Viva + LinkedIn Talent stack would benefit from your category.

  3. Salesforce (Slack + Work.com) — slowed M&A post-Slack, but still buying in adjacent categories. First touch: Salesforce Ventures (your investors likely overlap).

  4. HubSpot — moving into HR/operations from CRM. Recent: smaller bolt-ons. First touch: Yamini Rangan's office; angle: SMB segment fit if your customer base skews 100-500 employees.

Tier 3 — Smaller strategics that pay for product, not synergy:

  1. 15Five — well-funded, looking for AI-native acquisitions. First touch: David Hassell (CEO). Direct outreach OK.

  2. Lattice — recent funding, looking to expand category. First touch: Jack Altman; founders know each other in HR-tech circles.

  3. Culture Amp — Sequoia-backed, growth-stage, acquisitive in their category. First touch: Didier Elzinga (CEO).

Financial acquirers (separate tier): Vista Equity Partners and Thoma Bravo both have active HR-tech portfolios (Khoros, Marketo precedents). For a $50M ARR fast-grower, expect 8-12x EV/Revenue if growth is durable, 6-9x if slowing.

What to do first: decide whether you're running a process or doing 1-2 bilateral conversations. Process gets you the best price but takes 6-9 months; bilateral is 90 days but you lose negotiating leverage. Want me to draft the teaser doc or the bilateral first-touch email to Workday?

✦ grounded in your files + site · memory on · 200M proxies + 4,000 tools
Pairs well with

M&A works best alongside these 3.

Founder / CEO Expert Investor updates, board narratives, all-hands scripts, vision posts — leadership voice on tap. Investor Relations Agent Monthly investor updates, board narratives, cap-table commentary, IR site drafts — the founder's voice to the cap table. Finance Expert Invoices, payment reminders, vendor onboarding, GST notices, budget asks — politely firm.
Put M&A on your team.
Plus 18 other experts. One subscription. No setup.
Start free →