HR Directors get pitched by every onboarding vendor alive.
We reach them when their own hiring data proves they need you.
HR tech is crowded with well-funded incumbents, and HR Directors already get pitched by all of them every week. A generic better onboarding software email gets deleted on sight. We target companies whose own hiring data shows the pain, a surge in open roles signals an onboarding bottleneck before anyone says so, and write outreach that opens with their numbers, not our pitch. Search and AI answers stay covered so an HR Director who checks you out before replying finds the case study, not silence.
Proof in HRTech companies
64 meetings in 10 months with HR Directors at mid-market companies
HR Directors at mid-market companies get pitched by every onboarding and HR software vendor in a crowded market. Signal-based targeting on job-posting velocity, companies hiring fast enough to create an onboarding bottleneck, took Essium from 3 to 4 leads a month to 64 meetings and $580K in pipeline in 10 months at a 3.7% reply rate.
Read the Essium case study →Outbound for HRTech companies
Reach HR Directors before they go shopping
A generic better onboarding pitch reads like every other HR tech email. We target companies whose own hiring velocity signals the pain, then write copy that opens with their numbers, not our product.
- Signal-based targetingCompanies posting 5 or more open roles in 30 days, the signal that predicts an onboarding bottleneck, pulled from job boards and verified before a single send.
- Data-led copy, not a pitchThe first line references the company's own hiring data. The product is not mentioned until the second message.
- Title-specific sequencesSeparate sequences for HR Directors, VP People and Head of Talent, each written to that title's own objection.
- Reply handling and reportingReplies routed the same hour. Weekly: sends, replies, meetings, pipeline.
Result: qualified meetings with HR Directors, VP People and Head of Talent at mid-market companies on your calendar.
Inbound and AI search for HRTech companies
Be there when HR ops researches a new vendor
An HR Director vetting a new onboarding tool searches the category and checks who else runs it before taking a call. We build the technical floor and case studies that show up in both.
- Technical floorSchema, canonicals, structure, speed. What engines require before they cite an HR tech vendor.
- Category pages built for the buyer's questionOne page per use case, written to the question an HR Director actually searches, not the feature you want to sell.
- Case studies that get quotedNamed HRTech clients, real numbers, structured for AI answers.
- AI visibility measuredEvery two weeks we ask ChatGPT, Perplexity and Google who they name for your category.
Result: the buyer who gets your cold email searches your name and finds proof, not silence.
What we fix
Four hrtech problems. One system.
What HRTech founders tell us on the first call, and what we do about each.
BambooHR, Rippling, Gusto and dozens of smaller vendors email the same buyer every week with the same demo ask.
Signal-based targeting on hiring velocity, not a title alone.
Referrals and conference intros work, until the founder runs out of hours.
A weekly outbound engine that runs while the founder closes.
Guessing at company size wastes sends on companies with no onboarding bottleneck.
A verified list narrowed to job-posting velocity, rebuilt every cycle.
An HR Director who gets the cold email searches the company name before booking a call.
Case studies and technical content built for the research phase, not just the meeting.
Case studies
Results for HRTech companies
Named clients, real numbers. Every card links to its own case study.
What is lead generation for HRTech companies?
By Tanveer Sinngh, Founder at Montazzo · What we run it on
The stack, so you know what you are getting
Tool-agnostic, strategy first. We bring the infrastructure, the data and the sending platform. You own the domains and the lists.
Instantly
Clay
Apollo
ApifyAI Ark
HeyReach
LinkedIn Sales Navigator
Claude
Google Workspace
Search Console
Netlify
SupabasePlus the sourcing, scoring and reply-handling pipelines we built in-house, because the off-the-shelf ones were not good enough.
FAQ
Questions HRTech companies ask us
Yes, but generic pitches fail. HR Directors get pitched by every onboarding and HR software vendor, so it needs signal-based targeting on hiring velocity, not a title alone. Our Essium engagement ran at a 3.7% reply rate.
Job-posting velocity, companies posting 5 or more open roles in 30 days. Rapid hiring creates an onboarding bottleneck, which correlates with an open budget far better than company size alone.
Typically HR Directors, VP People and Head of Talent, most often at companies between 100 and 500 employees.
Our Essium engagement produced 64 meetings in 10 months, a little over 6 a month, up from 3 to 4 leads a month through their previous content marketing channel.
Yes, same system, US buyers, reporting in your timezone.
No. We build the outbound and inbound pipeline. Your product and its implementation stay with your team.
Let's build your HRTech pipeline.
A 30-minute call. We look at what you have, tell you what we would run for hrtech, and you decide.
Let's chat