Managed OutboundFor · HR tech
Outbound that respects HR's saturation problem.
HR buyers see more pitches than almost any function. The teams that get meetings use real org-change signals and a different sequence per buyer role.
What you're up against
Outbound pains specific to hr tech.
- CHROs and Heads of People delete most cold outreach.
- Market is saturated with HR tech pitches.
- Buying cycles are long; procurement is conservative.
- Title sprawl: People Ops, HR Ops, Total Rewards, L&D, all different buyers.
The motion
How we run outbound for hr tech.
Role-segmented sequences
CHRO, Head of Talent, Head of L&D, and Head of Total Rewards get distinct sequences with role-relevant value props.
Org-change triggers
New CHRO, layoffs, M&A, headcount spikes - each fires a different play with different language.
HRIS technographic targeting
Workday, ADP, Rippling, BambooHR installs predict fit and switching cost. We pull installs from G2 and HG Insights.
Compliance angle for regulated industries
Healthcare, financial services, and government HR have compliance triggers that materially lift reply rates.
Signals that convert
The signals that work in HR tech
- New CHRO, VP People, or Head of Talent in last 90 days
- Layoffs (Layoffs.fyi) or hiring freezes
- M&A activity creating people-systems integration triggers
- HRIS installs and removals (Workday, ADP, Rippling)
- Compliance-driven hiring (SOC 2, ISO 27001, HIPAA workforce)
- Public mentions of culture, retention, or engagement initiatives
FAQ
Frequently asked questions
Next step
Run outbound built for hr tech.
90-day pilot, month-to-month after. No long contracts.