Section 01
Exceptional 100 / 2026
Introduction
Section 01
Introduction
Welcome to the third edition of the Exceptional 100.
Three years in, the Exceptional 100 is no longer just a list. It's a community of 300 engineers, researchers, and product builders doing exceptional work across the ecosystem.
When we started, our thesis was simple: the best way to find tomorrow's great leaders is to know today's exceptional builders, wherever they are in their careers. Rather than focusing on titles or hierarchies, we study the people architecting high-impact infrastructure and solving the hardest problems inside the fastest-growing companies.
A few years in, we have proof of concept. We have invested in three founders from prior cohorts, people we first recognized as exceptional builders long before they started their companies. Each new list adds to a network that compounds in value: alumni introduce peers, and earlier cohorts become founders, operators, and advisors.
This report is both a celebration of the 2026 list and a look at how the community has evolved. For the first time, we can compare a new cohort against the 2024 + 2025 lists, examining career movement and more. To everyone who has made it to the Exceptional 100, past and present: we want to be in your corner at every stage of your career. If you are deep in a technical role, weighing your next move, or ready to build something of your own - reach out. Our mission is to support the ambitions of exceptional people by providing capital, confidence, and credibility for the journey. Whether as a conduit, champion, or first institutional check, we are here for you.
This year, we are unveiling an Exceptional 100 World map, providing current detail on all Exceptional 100 cohort members. Our full analysis on 2026 findings and comparatives across all cohorts follows the map.
Three years in, the Exceptional 100 is no longer just a list. It’s a community of 300 engineers, researchers, and product builders doing exceptional work across the ecosystem.
When we started, our thesis was simple: the best way to find tomorrow’s great leaders is to know today’s exceptional builders, wherever they are in their careers. Rather than focusing on titles or hierarchies, we study the people architecting high-impact infrastructure and solving the hardest problems inside the fastest-growing companies.
Section 02
Exceptional 100 / 2026
Findings
Section 02
Findings
The following analyses are intended to examine commonalities, patterns, outliers, and observations drawn from the 2026 Exceptional 100 and in some cases, where indicated, compared to our findings from prior cohorts.
The following analyses are intended to examine commonalities, patterns, outliers, and observations drawn from the 2026 Exceptional 100 and in some cases, where indicated, compared to our findings from prior cohorts.
Geographic Scope
Regarding geographic location, our assumption carried over from prior years that the highest concentration would be present in the Bay Area, which was validated. In 2025 we had 15 cohort members who were located internationally, this year the number fell to 6.
Regarding geographic location, our assumption carried over from prior years that the highest concentration would be present in the Bay Area, which was validated. In 2025 we had 15 cohort members who were located internationally, this year the number fell to 6.
Educational Institutions
Stanford remains the most prevalent school on the list. 24 members of the 2026 cohort studied there, its highest count yet (up from 21 in 2024 and 20 in 2025). The University of Waterloo is the notable newcomer, tying MIT and Harvard with 7 people and appearing among the top schools for the first time.
Stanford’s dominance continues. 24 members of the 2026 list studied there, up from 21 in 2024, more than the next three schools combined. The notable riser is the University of Waterloo, which ties MIT with 7 people and enters the top five for the first time.
Programming Languages
Python has become the defining language of the Exceptional 100, pulling well ahead of Java, which was level with it just two years ago. Meanwhile, the fastest-growing languages are Go and C++, the building blocks of cloud infrastructure and high-performance systems, a sign that this list is increasingly made up of the people building the foundational elements of AI.
Python has become the defining language of the Exceptional 100, pulling well ahead of Java, which was level with it just two years ago. Meanwhile, the fastest-growing languages are Go and C++, the building blocks of cloud infrastructure and high-performance systems, a sign that this list is increasingly made up of the people building the foundational elements of AI.
Career Data + Characteristics
Roles + Titles
The largest representation is still software engineers consistent with prior years. The number of research stayed consistent with last year at 14. In our first two editions, Member of Technical Staff was not a common title, this has now shifted to become highly normative alongside SWE and ML Engineer. Product titles have decreased in this cohort and no specific design titles; Member of Technical Staff may be inclusive of roles that were previously product specific.
The largest representation is still software engineers consistent with prior years. The number of research stayed consistent with last year at 14. In our first two editions, Member of Technical Staff was not a common title, this has now shifted to become highly normative alongside SWE and ML Engineer. Product titles have decreased in this cohort and no specific design titles; Member of Technical Staff may be inclusive of roles that were previously product specific.
Gender
0
0
0
0
0
0
Women
0
0
0
0
0
0
Men
made the 2026 Exceptional 100 List
made the 2026 Exceptional 100 List
The gender gap is generally reflective of industry standard. While this is not ideal in terms of equality in representation, we hope that by continuing to surface great talent from beyond the management level, we can do our part to provide greater visibility to future diverse leadership within tech.
The gender gap is generally reflective of industry standard. While this is not ideal in terms of equality in representation, we hope that by continuing to surface great talent from beyond the management level, we can do our part to provide greater visibility to future diverse leadership within tech.
The gender gap is generally reflective of industry standard. While this is not ideal in terms of equality in representation, we hope that by continuing to surface great talent from beyond the management level, we can do our part to provide greater visibility to future diverse leadership within tech.
Career DNA Analysis
Career DNA Analysis
Each line traces one member of the 2026 cohort from their first role to the time of publication in 2026. Colors denote types of roles.
Each line traces one member of the 2026 cohort from their first role to the time of publication in 2026. Colors denote types of roles.
Each line traces one member of the 2026 cohort from their first role to the time of publication in 2026. Colors denote types of roles.
Collegiate Level
Collegiate Level
*To note: this reflects % of highest attained level of education within the cohort. 51% of the 2024 list and 62% of the 2025 list held graduate degrees.
*To note: this reflects % of highest attained level of education within the cohort. 51% of the 2024 list and 62% of the 2025 list held graduate degrees.
Interests + Experience
Interests + Experience
0
0
0
0
were involved in collegiate or competitive athletics
were involved in collegiate or competitive athletics
0
0
0
0
are active contributors or maintainers of prominent open-source projects + communities
are active contributors or maintainers of prominent open-source projects + communities
0
0
0
0
had roles as TA’s or performed research specific roles while in school (both grad + undergrad)
had roles as TA’s or performed research specific roles while in school (both grad + undergrad)
0
0
0
0
are published authors, writers, or have published extensive academic research
are published authors, writers, or have published extensive academic research
0
0
0
0
were previously founders or founding team members at some point before their current role
were previously founders or founding team members at some point before their current role
0
0
0
0
consistently maintain personal blogs or websites
consistently maintain personal blogs or websites
0
0
0
0
have art backgrounds and/or a history of artistic practice
have art backgrounds and/or a history of artistic practice
0
0
0
0
are or were musicians or vocalists, independently or as part of a group
are or were musicians or vocalists, independently or as part of a group
0
0
0
0
have a history of direct involvement with competitive gaming, gaming communities or game development
have a history of direct involvement with competitive gaming, gaming communities or game development
0
0
0
0
people have a history of participating in math clubs and competitions domestic + globally
people have a history of participating in math clubs and competitions domestic + globally
0
0
0
0
people have a history of participating in debate, Model UN or other similar clubs
people have a history of participating in debate, Model UN or other similar clubs
Career Movements Across Funding Stages + Sectors
Each ribbon is a career move between companies, grouped by funding stage or sector. Select a category to see where people went next and where they came from. The strongest current: talent flowing out of public companies and into late-stage startups.
Each ribbon is a career move between companies, grouped by funding stage or sector. Select a category to see where people went next and where they came from. The strongest current: talent flowing out of public companies and into late-stage startups.
Venture Ecosystem
Venture Ecosystem
0
0
0
0
people have been associated with VC firms, programs, or accelerators
people have been associated with VC firms, programs, or accelerators
Talent Concentration
We analyzed the frequency of current employers across the 2026 Exceptional 100 list, as depicted below in the bubble chart. As with prior years, the visual shows a trending combination of company age and funding, highlighting the relevancy and frequency of each with regard to this year's list.
The center of gravity has moved younger again. Companies founded in 2010 or later employ 87% of the list, 68% work at a company founded in 2020 or later, and nearly half (47%) at one founded in 2023 or later. Every Series A through Series C company on the list was founded in 2020 or later, and the early- and growth-stage cluster is almost entirely AI-native. Public companies account for fewer than one in ten members of the list, and four trading firms (Citadel Securities, Jane Street, Hudson River Trading, and Jump Trading) sit in the unfunded row.
We analyzed the frequency of current employers across the 2026 Exceptional 100 list, as depicted below in the bubble chart. As with prior years, the visual shows a trending combination of company age and funding, highlighting the relevancy and frequency of each with regard to this year's list.
Read More
Read More
2026 Cohort
2024–2026 Overlay
2026 Cohort
2024–2026 Overlay
Talent Trajectories
We use trajectory as referential to the directionality of work history, and in three years there have interesting patterns in our cohort data samples. Continuing to track and understand career paths has proven a valuable data point in developing hypotheses around future talent concentrations and a deeper comprehension of community expiration theory.
We use trajectory as referential to the directionality of work history, and in three years there have interesting patterns in our cohort data samples. Continuing to track and understand career paths has proven a valuable data point in developing hypotheses around future talent concentrations and a deeper comprehension of community expiration theory.
Read More
Read More
2026 Cohort
2024 + 2025 Cohorts
2026 Cohort
2024 + 2025 Cohorts
Across the 2026 data set, the big 5 in terms of dominance in career histories and experience are Meta (incl. Facebook), Google (incl. Waymo), Stripe, Ramp, and Google DeepMind.
Across the 2026 data set, the big 5 in terms of dominance in career histories and experience are Meta (incl. Facebook), Google (incl. Waymo), Stripe, Ramp, and Google DeepMind.
0
0
0
0
0
0
individuals have held at least one position within at least one of these 5 companies
individuals have held at least one position within at least one of these 5 companies
0
0
0
0
0
0
individuals have held more than one position within at least one or more of these 5 companies
individuals have held more than one position within at least one or more of these 5 companies
Tenure
The pattern of 2026 cohort moving faster continues. Counting all roles at the same company as one stint, the median 2026 member stays about 18 months before changing companies, versus 30 months for the 2024 and 2025 lists. The gap is widest at late-stage companies (about 21 vs. 43 months at Series E+), where earlier lists tended to grow through promotions instead of leaving for a new company.
The pattern of 2026 cohort moving faster continues. Counting all roles at the same company as one stint, the median 2026 member stays about 18 months before changing companies, versus 30 months for the 2024 and 2025 lists. The gap is widest at late-stage companies (about 21 vs. 43 months at Series E+), where earlier lists tended to grow through promotions instead of leaving for a new company.
Section 03
Exceptional 100 / 2026
Trends
Section 03
Trends
Cycle Compression
Cycle Compression
Big Tech Training Ground
Big Tech Training Ground
Lab Gravity + Boomerangs
Lab Gravity + Boomerangs
Internship Launchpad
Internship Launchpad
Quant Crossover
Quant Crossover
Investors in the Arena
Investors in the Arena
The 10x Gap
The 10x Gap
Research Breakaways
Research Breakaways
Founders in Motion
Founders in Motion
Talent Density Norms
Talent Density Norms
Section 04
Exceptional 100 / 2026
Talent Migration
Section 04
Talent Migration
Exceptional 100 Talent Migration
From the 2024 and 2025 cohorts, there have been the following changes since each list was published:
10 have started founder journeys, raising ~$2B combined
35 moved to another company
We expect to be able to enhance our analysis on the talent vibration and migration year over year. For this year we can give visual insights and observations from prior years, to present (October 2026).
From the 2024 and 2025 cohorts, there have been the following changes since each list was published:
10 have started founder journeys, raising ~$2B combined
35 moved to another company
We expect to be able to enhance our analysis on the talent vibration and migration year over year. For this year we can give visual insights and observations from prior years, to present (October 2026).
Read More
Read More
Section 05
Exceptional 100 / 2026
E100 Funding
Section 05
E100 Funding
Add funding analysis here.
Section 06
Exceptional 100 / 2026
The 100
Section 06
The 100
Meet the 2026 Exceptional 100
Section 07
Exceptional 100 / 2026
Methodology
Section 07
Methodology
To originate early-stage deals and improve our lens on talent, we perform necessary diligence and work to begin conversations with highly talented individuals at the earliest stages. In this annual exercise of the Exceptional 100, we are providing visibility into the initial phases of our process, by showcasing 100 current standout builders and high-impact contributors within hyper-growth enterprise companies.
Utilizing our iterative framework to discern which career characteristics determine strong product and technical talent, our internal tooling and systems enabled us to run further queries and prompts to select these individuals.
In addition to our framework, search criteria and parameters included, but were not limited to:
To originate early-stage deals and improve our lens on talent, we perform necessary diligence and work to begin conversations with highly talented individuals at the earliest stages. In this annual exercise of the Exceptional 100, we are providing visibility into the initial phases of our process, by showcasing 100 current standout builders and high-impact contributors within hyper-growth enterprise companies.
Utilizing our iterative framework to discern which career characteristics determine strong product and technical talent, our internal tooling and systems enabled us to run further queries and prompts to select these individuals.
In addition to our framework, search criteria and parameters included, but were not limited to:
Focus on engineering and product roles
Experience and career trajectory
Emerging technologies and internal high-impact infrastructure
Excluded current Pre-Seed and Seed
No educational institution-based prioritization within queries
Excluded extended durations at managerial layer*
Examination of specific tenure at companies, based in part upon funding round/stage of growth
*While some of these exceptional individuals manage teams within their organizations, we want to reinforce that this exercise is intended to examine emerging talent and we sought not to be reliant on the basis of traditional, hierarchical titles within organizations.
In future years, as we expand our knowledge of global talent pools and markets, we hope to lend greater scope to our reports. We did not name any individuals at our existing portfolio companies as this exercise is intended to be an external study and observation. In leveraging public datasets, we acknowledge the risk that certain data which we evaluated and published may be outdated or inaccurate. For current employer/role we optimized for reporting within 60-90 day threshold. All data provided is as of September 15, 2026, at a 95% confidence level and with a margin of error of ±3% with regard to current day accuracy of the data set sampled.
Extra special thanks and gratitude to our summer 2026 interns: Victoria Mori, Grace Dean Benson , Alaap Nair, Ollie Boesch, Shai Lipton-Ferguson, and Michael Botti for all their work in making this publication possible!
In future years, as we expand our knowledge of global talent pools and markets, we hope to lend greater scope to our reports. We did not name any individuals at our existing portfolio companies as this exercise is intended to be an external study and observation. In leveraging public datasets, we acknowledge the risk that certain data which we evaluated and published may be outdated or inaccurate. For current employer/role we optimized for reporting within 60-90 day threshold. All data provided is as of August 25, 2025, at a 95% confidence level and with a margin of error of ±3% with regard to current day accuracy of the data set sampled.
We would love to know your thoughts and what you’ve found most insightful.
Extra special thanks and gratitude to Sophia Hu, Vincent Huang, and Jack Griffin for all their work in making this publication possible!
About Exceptional
Exceptional Capital invests in the next generation of foundational Enterprise Software in the US and globally at Pre-Seed and Seed. Our thematic and collaborative strategy takes advantage of a deep network across several diverse communities. We partner with the most ambitious entrepreneurs and aim to provide founders with confidence, capital, and credibility to realize their vision and build exceptional companies.
Exceptional Capital invests in the next generation of foundational Enterprise Software in the US and globally at Pre-Seed and Seed. Our thematic and collaborative strategy takes advantage of a deep network across several diverse communities. We partner with the most ambitious entrepreneurs and aim to provide founders with confidence, capital, and credibility to realize their vision and build exceptional companies.
where we are
San Francisco
Miami
Exceptional Capital © 2026 Exceptional Capital and the Exceptional Capital logo are trademarks of Exceptional Capital. All Rights Reserved.
The information on this website is not a solicitation of an offer to sell or purchase an interest in any investment fund or vehicle, nor of any provision of investment management or advisory services.
where we are
San Francisco
Miami
Exceptional Capital © 2026 Exceptional Capital and the Exceptional Capital logo are trademarks of Exceptional Capital. All Rights Reserved.
The information on this website is not a solicitation of an offer to sell or purchase an interest in any investment fund or vehicle, nor of any provision of investment management or advisory services.
where we are
San Francisco
Miami
Exceptional Capital © 2026 Exceptional Capital and the Exceptional Capital logo are trademarks of Exceptional Capital. All Rights Reserved.
The information on this website is not a solicitation of an offer to sell or purchase an interest in any investment fund or vehicle, nor of any provision of investment management or advisory services.