A Signal-First Outbound playbook
built for HiBob.

Subject: First 90 days

You're in week {{week_in_role}}. The HRIS audit is on your 90-day plan.

Most first Heads of People at companies your size end up comparing the same three options: keep Gusto + bolt on Lattice/Carta/Greenhouse, move to Rippling, or move to Bob. Each has a clean answer when you weigh it against (a) your country footprint, (b) your headcount trajectory, and (c) what your CEO will actually use.

I did the comparison for {{company_name}} specifically — at {{employee_count}} employees across {{country_count}} countries — using public data. One page, no pitch.

Worth seeing?

{{sender_name}}

Subject: Workday at {{employee_count}}

Workday at {{employee_count}} employees: license per employee at the mid-market tier runs roughly $100–500 per employee per year (Outsail benchmark), and that's before the integration costs and the admin team you're already paying for.

I modeled the full all-in cost for {{company_name}} — license, integrations, admin FTEs — and compared it against what consolidating to Bob would look like. One PDF, sent to your CFO inbox.

Want me to send it?

{{sender_name}}

Subject: HRIS strain post-Series {{round_letter}}

{{first_name}} — {{company_name}} just closed {{round}}. The pattern across funded SaaS companies your size: headcount typically scales 2-3x in the first 12-18 months, and the Gusto + Lattice + Slack stack starts breaking around month 6.

I pulled together the HRIS comparison for a company on your trajectory — {{employee_count}} employees in {{country_count}} countries — using public data. Three options sized for your stage, what each costs at headcount 600, what breaks at 1,000.

Worth a look before you start the audit?

{{sender_name}}

Subject: 90-day SaaS audit at {{company_name}}

{{first_name}} — most new CFOs at PE-backed mid-market find three line items dominating the first 90-day SaaS audit: HRIS, FP&A, and a payroll provider that doesn't talk to either.

HiBob shipped Bob Finance in November 2025, putting HR + payroll + finance on one platform (HiBob, November 4, 2025 announcement). I pulled together a one-page consolidation map for {{company_name}} using public data: current likely stack, estimated all-in cost at {{employee_count}} employees, what consolidation looks like.

Want it sent to your inbox?

{{sender_name}}

Subject: {{country_count}} countries, {{provider_count}}+ providers

{{company_name}} is hiring in {{country_list}}. That's {{country_count}} separate payroll workflows, {{country_count}} separate leave policies, and a People Ops person who spends most of Monday in Slack reconciling what's actually true.

I mapped it for your team — current providers, where the gaps are, and what country #{{n_plus_1}} looks like in your current setup vs. consolidated.

Send it over?

{{sender_name}}

Subject: {{company_name}} + {{target_name}} HRIS consolidation

{{first_name}} — saw the {{target_name}} close in {{month}}. Across the 300+ public mid-market acquisitions YTD this year (SEC EDGAR), the integration question that lands first on CHRO desks is which HRIS survives.

Both companies likely run different systems — and the 6–12 month integration window forces a decision either way. I mapped the consolidation options for {{company_name}} specifically, including the cost-by-headcount comparison.

Worth a look before the integration committee meets?

{{sender_name}}

Subject: {{company_name}}'s {{country}} expansion — HRIS gap

{{first_name}}, {{company_name}} announced the {{country}} launch {{n_weeks}} weeks ago. The pattern across mid-market SaaS doing this: payroll, leave policy, and onboarding for the new country end up in three different tools by month 3, and the People Ops Manager spends most of their week reconciling.

HiBob was built for distributed teams from inception — Israeli founding, London/NYC/Lisbon footprint. I pulled together a one-page setup map for {{company_name}} in {{country}}: payroll routing, leave localization, what country #{{n_plus_1}} looks like.

Worth a look?

{{sender_name}}

Subject: SaaS rationalization at {{company_name}}

{{first_name}} — saw {{company_name}} in the recent Layoffs.fyi data. The post-layoff playbook in tech this quarter tends to hand CFOs a SaaS reduction target by day 60.

If Workday or Rippling sits in the top-10 line items, the math at sub-1,000 headcount tilts toward consolidation — HiBob runs at a fraction of either at this size. I pulled together a consolidation comparison for {{company_name}} using public data: license + integration + admin estimate, side-by-side.

Want it sent over?

{{sender_name}}

Subject: {{company_name}}'s comp build-out

{{first_name}} — {{company_name}} is hiring its first dedicated Compensation Manager. The 90-day deliverable for that role tends to be the same three things: comp framework, calibration process, comp tooling decision.

Most companies at your size find that decision is between a comp point-tool (Pave, Carta-comp) plus their existing HRIS, or moving to a platform that integrates perf + comp natively. I pulled together a comparison for {{company_name}} specifically — what each path costs at {{employee_count}} employees and what the comp lead actually inherits.

Worth seeing before they start?

{{sender_name}}