Treat hiring as a compounding flywheel. A new employee should not only be a great contributor but also make the company more attractive to future A-players, whether through their network, reputation, or interview presence. This focus on recruiting potential ensures talent density increases over time.

Contrary to common buy-side tactics, Booz Allen advises unrepresented founders to hire investment bankers, even in proprietary processes. They find that bankers professionalize diligence, manage seller emotions, and accelerate the timeline, making the deal smoother for both sides.

Successful large-scale acquirers remain nimble, flexing their own processes to suit the acquired company rather than force-fitting it into a rigid corporate structure. This preserves the culture and talent that made the company valuable, preventing value destruction and keeping the new team engaged.

When you're a new leader or a small company, A-players vet the entire executive team, not just you. Make recruiting a team sport by including the CEO and CFO. This demonstrates the company's collective strength and convinces candidates to join the mission, not just the manager.

Instead of waiting for companies to hire a banker, Zayo's strategy was to build a brand as the preferred buyer in their space. By developing relationships years before a potential sale, they ensured that when companies were ready to sell, Zayo was the first call. This allowed them to get in front of formal auction processes and create proprietary deal flow.

Rather than just submitting a bid, smart buyers proactively call the investment banker beforehand to frame their offer. This "working the refs" strategy helps manage the banker's expectations, gather intelligence, and avoid being dismissed, even if the initial bid is not the highest.

Contrary to the common buyer preference for proprietary deals, CPC views investment bankers as a healthy part of the M&A process. They believe an banker-led process helps sellers mentally and emotionally prepare for the significant decision of selling their business, ultimately leading to a smoother, more successful transaction.

When pursuing an acqui-hire, frame the conversation around the strength of the team. Selling technology invites the question, "If it's so good, why aren't people buying it?" Selling a top-tier team that will get hired anyway is a position of strength.

Instead of only the buyer investigating the target, successful M&A involves "reverse due diligence," where the target is educated about the buyer's company. This transparency helps the target team understand how they will fit, fostering excitement and alignment for the post-close journey.