For HR and people-platform vendors
We get you in front ofAsia's HR leaders.
One product, eleven payroll regimes. Asia is the hardest region in the world to run people operations in, which is exactly why the software sells here, and why every market has a different buyer and a different rulebook.
Regional HQs buy for the region. Then it fragments.
Companies scaling across Southeast Asia hit the same wall: different employment law, different payroll rules and different expectations in every market, held together by spreadsheets. That is a well-funded problem, and Singapore is where the regional people function usually sits.
It is also the most outbound-responsive category we hold data on, which cuts both ways. Buyers here are reachable, so they are reached constantly, and the differentiator stops being the message and becomes whether anyone can meet them and follow through.
Who actually signs
The roles we target for people platforms. HR owns the problem, IT owns the integration and finance owns the number, and a deal stalls if any of the three is discovered late.
- Head of People
- CIO
- Head of Revenue Operations
- Regional general manager
What it actually takes
Reachable is not the same as winnable
This is the one sector where outbound genuinely works, which means every competitor is doing it and your prospect has heard the pitch. What separates the vendors who win is somebody local taking the meeting, handling the country-by-country objections properly and staying with the account through the evaluation.
The regional HQ is the account, not the country
Selling market by market multiplies your cost and fragments the deal. Regional people functions in Singapore and Hong Kong buy for everything downstream, and one of those accounts is worth several local ones.
Local compliance is where demos die
The question is never whether the platform works. It is whether it handles that market's statutory contributions, filings and languages. Answer that badly in a first meeting and the evaluation ends there, whatever the product does.
Where these buyers gather. We work the ones that matter for your segment:
- Asia Tech x Singapore (ATxEnterprise) · Singapore
- GITEX Asia · Singapore
- Singapore FinTech Festival · Singapore
- InnoEX (HKTDC) · Hong Kong
- HR Tech Asia · Singapore
- Tech Week Singapore · Singapore
- Back Office Week Tokyo (incl. HR EXPO) · Japan
- CEATEC · Japan
- Interop Tokyo · Japan
- Japan IT Week · Japan
- Marketing Week Japan · Japan
- AI EXPO KOREA · South Korea
And 21 more across Asia on our event radar.
Our clients meet companies like:
Reached through the network, not a mailbox.
Ecosystems engaged through client missions, not Transform Asia clients.
What this looks like as an engagement
This is the one sector where outbound genuinely earns its place, so the Hunting Desk runs it every week: a Junior on the research and sequences, a Senior taking the meetings they earn. Start with the Test to find the message that wins.
A named Senior and a named Junior on every account, introduced before you sign. Switch or stop after the first month, and you keep everything we build.
Ten regional heads of people, CIOs or total-rewards leads you choose, approached by your Senior across Asia within 30 days. Then a straight go or no-go.
Eighteen questions, about four minutes, your sector already filled in. It scores twelve markets against your answers and names the one engagement that fits, with the reasoning.
HR tech in Asia, answered
The questions hcm, payroll, talent and employer-of-record vendors ask before they get in touch.
Let's talk about your pipeline in Asia
Pick a time now
Twenty minutes, no deck. You leave with the accounts we would go after first.
Or write to us