Titan has interviewed 1600 coaches and accepts fewer than 3%. These are the two criteria every coach must meet and the process we use to vet them.
Most coaching platforms optimize for volume. The more coaches in the network, the more clients you can serve. We took the opposite approach. We started with a simple question: what separates the coaches who actually move the needle for founders from those who don't? After 8 years spent interviewing over 1,600 coaches, we found the answer came down to two things.
Every Titan coach must meet at least 1 of these 2 criteria. Many meet both:
1) They have "Done it themselves"
Successfully built and scaled a VC-backed company to $100M+ ARR or a $300M+ exit as a founder or as one of the first few executives.
2) They have "Seen it done well"
Coached at least six founders from Series A to unicorn ($1B+ valuation). Not involved in one or two. At least six full journeys.
These aren't aspirational. They're the floor. A coach who can't clear one of these thresholds won't be interviewed by us in the first place.
Meeting 1 of our 2 quality bar gets a coach an interview. The interview is where we go deep. We structure it around three questions: what, how, and who.
We ask coaches to articulate the specific problems they have helped founders with, and how they define success for each of those problems. Vague answers about "unlocking potential" don't pass. We're looking for specificity: the exact challenges they've helped founders navigate, and what a resolution has looked like.
We ask about their coaching frameworks, source material, core beliefs, and any formal training they've done. We don't subscribe to certain schools of thought (we're process agnostic and outcomes obsessed) - we're looking for a coach who can articulate why they coach the way they do, not just what they do.
We build a detailed picture of who they work with today. What percentage are founders? VC-backed or bootstrapped? Technical or non-technical background? First-time versus repeat founders? Series A, B, or C? We also have every coach create a "hell yes" client profile - an explicit and honest list of the types of founders and companies they do their best work with, and those they don't.
After the interview, we do our own diligence. For every company a coach has built or coached, we collect the before-and-after financials. We want to understand the actual impact of the coach'sinvolvement, not the version of it they remember.
The output is a dataset for each coach: a track record of operating success and coaching success, grounded in facts. When we make a match recommendation, we're drawing on that record - not a gut feeling or a compelling intake call.
The result of all this is a network of 48 coaches, each of whom has either built an extraordinary company or helped a half-dozen founders do the same - with track records backed by hard numbers.
