HR Tech Advisory from someone who's been your buyer
A lot of HR tech gets built by people who've never had to defend it in a budget meeting or get a team of tired recruiters to actually use it. I've done both.
If you're building for talent teams, I'll tell you what your buyer sees, and I won't soften it.
The path your product travels inside a TA team
Where I help
What a buyer actually sees
Your demo, your site and your pitch, read the way a head of TA reads them, with the objections they won't say out loud.
Positioning for TA buyers
Which problem you solve in the words talent leaders use, and which of their budget lines you're really competing for.
Pricing and packaging
How your model lands with buyers who have to get it past finance and procurement.
Go-to-market through community
How to show up in practitioner communities in a way that earns trust instead of spending it.
Product feedback from the field
What I see breaking inside recruiting teams in my audit work, anonymized, and what it means for your roadmap.
How advisory works
Advisory is shaped around where you are, from a single working session before a launch to a standing seat with your product or GTM team. We agree on the terms on the first call.
Two rules keep it honest
No pitching in the community
My Talent Alliance Communities have a no-pitch rule, and advisory clients don't get an exception.
Full disclosure to audit clients
If I advise your company, I'll tell any audit client who's weighing your product.
Start with a conversation
Thirty minutes on what you're building and who you're building it for.