HR tech founders build tools that solve real people problems, but the market’s crowded with platforms claiming to be the answer. We help you stand out with a story that ties your innovation to the outcomes talent leaders actually care about.
Traditional agencies describe you as another HR software vendor. They talk about workflow automation and efficiency gains without showing the deeper story. Reporters want to understand how your platform changes behavior, supports overworked teams, and solves the pain points talent leaders face every day. Without that translation, you get lumped in with tools that are nothing like yours.
Coverage that influences HR buyers requires a mix of industry trades and broader business press. Most agencies try for one or the other because positioning you for both is too much of a lift. They oversimplify the product for business outlets and get too technical for HR media, losing your narrative in both instances. The result is coverage that fails to build trust with the decision-makers who control budgets.
Every company in the space claims to improve hiring, retention, or employee experience. Reporters are flooded with the same language and the same promises. If your story sounds like everyone else you get ignored. You need angles that show a unique insight into the labor market and explain why your team understands the real problems talent leaders are trying to solve.
High-growth HR tech companies often lack the customer logos or scale metrics reporters demand. Traditional agencies treat that as a dead end. The truth is, you can still earn meaningful coverage when you can articulate a clear point of view on the market, the workforce, and the problem you are solving. You need a partner who knows how to build a narrative when the numbers are still in progress.
Most agencies lead with features and miss what talent leaders actually wrestle with. We turn your platform into stories tied to hiring pain, retention pressure, and people ops realities—so HR trades and business outlets both pay attention.
Traditional agencies reuse one pitch everywhere. We build one narrative, then tailor it by outlet: HR trades get nuance and proof; business reporters get impact, budget stakes, and risk. You get coverage that earns insiders’ trust and executive attention.
HR reporters are flooded with lookalike tools and copy‑paste claims about efficiency. We find angles rooted in labor trends, frontline stories, and sharp market insight—so you show up as a leader with a POV worth quoting.
HR tech buying involves finance, people ops, and the business. We craft stories that speak to each stakeholder and reinforce value through evaluation. You get coverage that supports awareness, validation, and adoption, without changing the facts.
We place clients in publications that reach the audiences that matter for your business. Each placement is targeted, earned through journalist relationships, and aligned with outlets your investors and customers actually read.
We build narratives rooted in real-world labor trends, frontline challenges and the specific pain your product solves. Reporters want context and insight, not generic claims. When your story stands on substance, you rise above the noise.
Absolutely. In fact, some of the strongest HR coverage is driven by a discerning and contrarian point of view. If your team can speak meaningfully about hiring, retention, pay transparency or people operations, you can earn consistent opportunities without waiting for the next release.
HR tech buying cycles are thoughtful and relationship-driven. Coverage works when it builds trust over time. Our goal is to ensure every story strengthens your reputation with the people who evaluate tools and manage budgets.
Yes. We craft messaging that speaks directly to HR while tweaking ti to align with broader business outcomes like productivity, employee experience, and operational clarity. The right story performs across audiences because it is grounded in real impact.
Yes. HR reporters care deeply about the problem you are solving, the people it affects, and the insight your team brings to the talent market. Strong storytelling, sharp analysis, and clear positioning can move you forward even before you have enterprise adoption.
