Clous Go-to-Market

While building Clous, we understood the root problem—data management—causing a cascade of issues. But we quickly realized that leading with unresolved problems in a mature industry wasn't as effective as inviting people to imagine a better future.

This vision operates on three levels: functionally, it makes HR teams more productive; emotionally, it positions them as strategic partners; and socially, it delivers value to all stakeholders rather than chasing them.

This is only possible through genuine innovation. Look at OpenAI—they didn't help people achieve existing goals. They created new desires.

The underlying strategy is to care deeply enough that the passion becomes contagious—inviting others not just to believe, but to build alongside you.

User Stories

An iterative loop across marketing, go-to-market, and product operations to craft messaging that HR teams can relate to. We validated market hypotheses to target each segment, tested which problems they were most urgent to solve, and discovered which resonated best with our product vision.

Talking to Users

I met with over 75 HR professionals—from early startups to established corporations. I hustled for these meetings, one email at a time (yup), but some were genuinely inspiring.

Discovery

Using frameworks like SPIN—and honest curiosity—we mapped pain points and prioritized by urgency, frequency, and impact. Quickly learned that if you ask customers what they want, they'll say "better horses." In HR terms, that's "more qualified candidates."

Running Demos

The fun part! We helped them visualize how their goals could be achieved through the product, and used these sessions to build co-creating relationships.

Organic

Selling is an act of confidence. To build it, I focused on sharing what I was learning—positioning myself as someone deeply engaged with AI in HR. I started a newsletter that grew to over 400 subscribers in a few months.