02 · Section 02 · Audience
Three ICPs. Four jobs.
Decision-makers across consultancy firms, in-house talent teams, and founder-led hiring. Three lenses, one outcome: hire the way the company needs.
Ideal customer profiles
Consultancy firms
50 to 5,000+ employees. Continuous hiring across tech, engineering, data, finance.
50–5k+
Employees
4 roles
Per quarter
NL · EU
Geography
Pain
Hiring holds back growth. Internal recruiters overwhelmed. Agency invoices add up.
Buy on
Speed, quality of hires, independence from agencies.
Target prospects
In-house talent teams
50 to 500 employees, talent team of 2 to 10. Scale-ups and mid-market.
50–500
Employees
3–10
Roles / Quarter
NL · EU
Geography
Pain
Burning out on sourcing. Dependent on external recruiters. Head of Talent wants leverage.
Buy on
Team impact, integration, transparency.
Target prospects
Founder-led hiring
Early-stage founders hiring their first 10 to 50 people. No recruiter, no process.
10–50
First hires
1–4
Roles / Quarter
NL · EU
Geography
Pain
Hiring eats the agenda. LinkedIn outreach yields nothing. Every lost week is a missed milestone.
Buy on
Time saved, quality of every early hire.
Target prospects
Decision-makers
Three personas.
Each ICP has one buyer persona who signs the contract and one user persona who lives with the product. The persona below is the buyer.
Persona 01 · Primary
Consultancy Director
“We are growing faster than we can hire. Every month a role sits open costs us revenue.”
- Role
- Partner, MD, Head of People
- Buys on
- Speed, quality, independence
- Pain
- Hiring holds back growth, agency costs balloon
- Found at
- Capgemini, KPMG, RB2, Sogeti type firms
Persona 02 · Secondary
Head of Talent
“My team is burning out on sourcing. I need leverage, not another tool.”
- Role
- Head of Talent at scale-up
- Buys on
- Team impact, integration, transparency
- Pain
- Burnout on sourcing, no headcount budget
- Found at
- Mid-market companies, NL and EU
Persona 03 · Tertiary
The Founder
“I should be building the product, not chasing candidates.”
- Role
- Founder or CEO, owns hiring by default
- Buys on
- Time saved, quality of every hire
- Pain
- Hiring eats the agenda, LinkedIn yields nothing
- Found at
- Early-stage companies, first 10-50 hires
Active clients
17 paying customers. One connected system.
Live revenue across four customer types. Each pays monthly. Each tests the same proposition in a different surface area of the market.
7 clients
Consultancy & Professional Services
Continuous specialist hiring, internal teams overflowing
4 clients
Corporate · In-house
Sourcing capacity outpaced by demand quarter on quarter
2 clients
Staffing & Recruitment
Volume scale without burning out the placement team
4 clients
Founder · Small · Niche
First 10-50 hires with zero recruiter overhead
Target prospects · Same profile, not yet signed
The proposition has been tested against this set. Each is a named prospect, deal in active conversation.
Industries we serve
Ten industries. One proposition.
Sectors where the proposition has been tested. The system extends to any industry that hires continuously. One short description per sector, no client names.
Sector
IT Consultancy
Consultancy and professional services firms in NL and EU. Continuous specialist hiring.
Sector
Software & Scale-ups
Product companies scaling engineering, product, and go-to-market.
Sector
Data & Analytics
Teams hiring data engineers, analysts, and ML talent at pace.
Sector
FMCG & Food
Corporate brands hiring across commercial, supply chain, and technology.
Sector
Mobility & Leasing
Fleet, leasing, and mobility firms in the middle of digital transformation.
Sector
Real Estate
Property, development, and asset management hiring specialists.
Sector
Construction & Installation
Project-driven firms with structural hiring across operations and technology.
Sector
Staffing & Recruitment
Agencies and staffers running their own placement pipeline.
Sector
Marketing & Digital
Agencies and in-house marketing teams hiring creatives and strategists.
Sector
AI & Machine Learning
AI-native companies hiring scarce technical and research talent.
Jobs to be done
Four jobs. One system.
The four hires the personas are trying to make happen, regardless of company stage or size. Each job maps to a measurable outcome.
From vacancy to meeting
“Help me go from a vacancy to a prepared meeting without touching 10+ tools.”
The why
The hiring workflow today is fragmented: ATS for intake, LinkedIn Recruiter for sourcing, Lemlist for outreach, Calendly for scheduling, a spreadsheet for tracking, Slack for handover. Each tool has its own login, its own data shape, its own update cycle.
The outcome
One workflow that takes a hiring lead from briefing the role to a prepared candidate meeting, without ever leaving the platform.
Match company pace, not team pace
“Help me hire at the pace my company needs, not at the pace my team can handle manually.”
The why
Hiring demand grows with the company. Recruiter capacity is linear. The gap widens every quarter. Today you either burn out the team or pay agencies premiums to bridge the gap.
The outcome
Automated sourcing and outreach scale with company growth. Recruiters do the work only humans can do: judgment, conversation, persuasion.
Stop losing good candidates
“Help me stop losing good candidates because my outreach is too slow, generic, or inconsistent.”
The why
Top candidates move fast. A 48-hour delay in outreach often means they have already accepted elsewhere. Templated outreach gets ignored. Manual personalization does not scale.
The outcome
Multichannel outreach in the client's voice, sent within hours of identification, with response classification and follow-up sequences that adapt per channel.
Free hiring team for human work
“Help me free my hiring team for the work only humans can do.”
The why
Recruiters today spend 60-70% of their time on tasks that do not require human judgment: list building, mail merge, calendar tetris, status updates. The actual hiring conversation, assessing fit, selling the role, negotiating offer, gets the leftover hours.
The outcome
The system handles intake parsing, sourcing, outreach, scheduling, and handover. The recruiter handles the conversation. The hire happens faster, with less friction, and with the human in the loop where it counts.