What is the core value proposition of IntroPls?

IntroPls aims to replace expensive recruitment agencies with a 'crowd referral' network. According to slide 3, the platform allows individuals to earn cash rewards by referring friends or sharing job links. The company claims this model allows employers to find top talent in half the time and at half the cost of traditional recruitment methods.

How large is the target market according to the deck?

The deck focuses specifically on the Singapore market. Slide 2 notes that in 2017, over 3,000 recruitment agencies with 13,000 licensed recruiters generated $1.3 billion in revenue. Slide 4 further specifies a potential market based on 40,000 monthly job postings currently listed on Jobstreet.

What are the specific terms of the investment round?

On slide 5, IntroPls lists a fundraising target of SGD$1 million. The company set a pre-money valuation of $5 million. It also notes a $300,000 commitment from Ascapia Capital, suggesting the round was partially filled at the time of the presentation.

How does the company plan to use the invested capital?

Slide 5 breaks down the use of funds into three categories: 40% for Tech Resources (specifically mentioning Blockchain, DevOps, and Data Analysts), 40% for Customer and Partnership Adoption (Business Development), and 20% for Marketing.

What major components are missing from this pitch deck?

The provided slides lack a team slide, which is critical for evaluating founder-market fit. It also omits a competition slide (other than general industry players), a clear revenue model beyond the MRR projection, and any evidence of current traction or pilot results.

IntroPls Pitch Deck (2019): 12-Slide Seed Deck

See all 12 slides of the IntroPls pitch deck — a 2019 Seed deck — with a slide-by-slide teardown of what the deck does well and where it falls short.

IntroPls presents a platform designed to replace traditional recruitment agencies with a crowd-sourced referral network. The deck highlights a thriving Singaporean recruitment market where 3,000 agencies generated $1.3 billion in 2017. By incentivizing users with cash rewards for referring friends or sharing job postings, IntroPls claims it can help employers find candidates in half the time and at half the cost of traditional firms. The company sought SGD$1 million at a $5 million pre-money valuation, with a reported $300,000 commitment already secured from Ascapia Capital. While the deck pr…

Key takeaways

The company identifies a $1.3 billion revenue market in Singapore for recruitment agencies as of 2017 (Slide 2).
IntroPls claims its crowd-referral model can reduce hiring time and costs by 50% compared to traditional agencies (Slide 3).
The platform offers two ways for users to earn cash: direct referrals of friends' CVs or simply sharing job postings (Slide 3).
Market projections include a 3-year target of capturing 10% of agency job postings, estimated at $1.2M MRR (Slide 4).
The initial launch target is set at 300 job postings (Slide 4).
The fundraising ask is SGD$1 million at a $5 million pre-money valuation (Slide 5).
Ascapia Capital is cited as having provided a $300,000 commitment toward the round (Slide 5).
The vision slide positions IntroPls as the recruitment equivalent of Uber for taxis and Upwork for freelancers (Slide 6).

Introduction

IntroPls is a recruitment technology startup that attempts to apply the gig-economy model to the headhunting industry. By incentivizing the general public to act as recruiters through cash rewards, the company seeks to undercut the high fees charged by traditional Singaporean recruitment firms. The 2019 deck is a localized pitch, focusing heavily on the Singaporean ecosystem and specific regional competitors.

Slide 1: Title Slide

The title slide features the IntroPls logo, which incorporates a stylized human figure wearing a tie. The slide identifies 'Jon' as the Founder & CEO and provides a company email address. There is no tagline or high-level mission statement present on the opening slide.

Slide 2: Traditional Agencies Thriving

This slide serves as the 'Problem' or 'Market Opportunity' slide by highlighting the scale of the existing, inefficient incumbent market. It cites Frost & Sullivan data stating that more than 3,000 recruitment agencies in Singapore generated $1.3 billion in revenue in 2017. A bar chart shows the Singapore-only revenues of key players in FY2015, with HRnetGroup leading at $273 million, followed by Kelly Services ($144M) and Adecco ($143M). The slide notes a 12.8% CAGR for the industry between 2007 and 2016. By labeling the agencies as 'thriving,' the deck implies there is significant spend available to be disrupted by a lower-cost alternative.

Slide 3: How IntroPls Works

The product slide shows a mockup of the IntroPls web interface. The primary call to action for users is to 'Earn Cash Reward' by helping get a friend's CV directly to a hiring company. The slide specifies 'TWO Ways To Earn Cash Rewards: REFER A Friend Or Just SHARE.' The bottom text summarizes the value proposition: 'IntroPls taps on power of the crowd referral to help employers find top candidates in half the time for half the cost through its extensive network of recruiters and industry professionals.'

Slide 4: Market Size

IntroPls uses a concentric circle diagram to illustrate its growth targets. The 'Potential Market' is defined by companies using recruitment firms, citing 40,000 monthly job postings on Jobstreet. The '3 year target' is to capture 10% of those job postings, which the company projects would result in $1.2M MRR (Monthly Recurring Revenue). The 'Initial target' is stated as 300 postings. This slide provides a clear roadmap for scaling but does not explain the specific pricing model used to reach the $1.2M MRR figure.

Slide 5: Use of Funds

The financial ask is clearly stated as SGD$1 million at a $5 million pre-money valuation. A pie chart allocates the funds: 40% to Tech Resources, 40% to Customer and Partnership Adoption (Business Development), and 20% to Marketing. Interestingly, the tech section specifically lists 'Blockchain' alongside Data Science and Automation. The slide also claims a '$300K commitment from Ascapia Capital,' which serves as a social proof signal for other potential investors.

Slide 6: Our Vision

The final slide in the set attempts to place IntroPls within the context of successful platform disruptions. It draws parallels between the Taxi Industry (Uber/Grab), Freelancers (Upwork/Fiverr), and Recruitment (IntroPls). An inverted triangle graphic shows a funnel moving from social media platforms (Facebook, Twitter, LinkedIn, etc.) and job boards (Monster, Indeed, JobsCentral) down to '30,000 active referrals' and finally '12,648 recruiters.' This suggests a strategy of migrating users from traditional job-seeking platforms into the IntroPls referral ecosystem.

What IntroPls Does Well

The deck is highly specific about its target geography. By citing Singapore-specific revenue figures and naming local competitors like HRnetGroup and Jobstreet, the founders demonstrate a deep understanding of their immediate sandbox. The inclusion of a specific valuation and a named committed investor (Ascapia Capital) on slide 5 is a strong tactical move that creates urgency and validates the 'ask.'

The value proposition is also very simple to grasp. The 'half the time, half the cost' mantra on slide 3 is a classic disruption hook. By focusing on the 'crowd' as the engine, they differentiate themselves from SaaS tools that merely help internal HR teams, instead positioning themselves as a direct replacement for external agencies.

What is Missing from the Deck

The most glaring omission in the provided slides is a Team slide. In early-stage fundraising, the pedigree and experience of the founders are often more important than the initial product mockup. Without knowing who 'Jon' is or what his background in recruitment or technology entails, it is difficult to assess the execution risk.

Furthermore, the mention of 'Blockchain' on slide 5 feels like a 'buzzword' inclusion typical of the 2018-2019 era. There is no explanation of why a referral platform requires blockchain technology, or how it contributes to the 'half the cost' value proposition. The deck also lacks a clear explanation of the revenue split—specifically, how much of the employer's fee goes to the referrer versus how much is retained by IntroPls.

Founder Takeaways

Be specific with your 'Ask': IntroPls doesn't just ask for money; they state the currency (SGD), the valuation, and the current commitment. This transparency helps filter for the right investors immediately. · Use local benchmarks: If you are targeting a specific regional market, use data from that region. Citing Singapore-only revenues for competitors makes the market size feel tangible rather than theoretical. · Visualizing the 'Shift': Slide 6 uses a simple 'Industry A -> Disruptor B' comparison. While comparing yourself to Uber is a cliché, it effectively communicates a platform-business model to investors who may not be familiar with recruitment nuances. · Avoid unexplained buzzwords: If you list Blockchain or AI in your use of funds, ensure the preceding slides have explained why those technologies are fundamental to your competitive advantage.

Frequently asked questions

What is the core value proposition of IntroPls?: IntroPls aims to replace expensive recruitment agencies with a 'crowd referral' network. According to slide 3, the platform allows individuals to earn cash rewards by referring friends or sharing job links. The company claims this model allows employers to find top talent in half the time and at half the cost of traditional recruitment methods.
How large is the target market according to the deck?: The deck focuses specifically on the Singapore market. Slide 2 notes that in 2017, over 3,000 recruitment agencies with 13,000 licensed recruiters generated $1.3 billion in revenue. Slide 4 further specifies a potential market based on 40,000 monthly job postings currently listed on Jobstreet.
What are the specific terms of the investment round?: On slide 5, IntroPls lists a fundraising target of SGD$1 million. The company set a pre-money valuation of $5 million. It also notes a $300,000 commitment from Ascapia Capital, suggesting the round was partially filled at the time of the presentation.
How does the company plan to use the invested capital?: Slide 5 breaks down the use of funds into three categories: 40% for Tech Resources (specifically mentioning Blockchain, DevOps, and Data Analysts), 40% for Customer and Partnership Adoption (Business Development), and 20% for Marketing.
What major components are missing from this pitch deck?: The provided slides lack a team slide, which is critical for evaluating founder-market fit. It also omits a competition slide (other than general industry players), a clear revenue model beyond the MRR projection, and any evidence of current traction or pilot results.

Cover slide of the IntroPls pitch deck — Seed 2019 — IntroPls pitch deck, slide 1 (2019)

IntroPls pitch deck: the facts

Company: IntroPls
Year: 2019
Stage: Seed
Slides: 12
Sector: Recruitment Tech / HR Tech
Deck type: Fundraising
Outcome: Not stated
Headquarters: Singapore

IntroPls pitch deck PDF

The full IntroPls deck is embedded on this page and can be read slide by slide in the browser — no download or account required. Each slide is covered in the breakdown above.

What the IntroPls pitch deck was used for

This is IntroPls’s 2019 seed-stage pitch deck (12 slides) for a referral-based recruitment platform targeting employers that typically use recruitment agencies in Singapore. The deck positions IntroPls as leveraging crowd-sourced referrals to improve candidate relevance and lower hiring costs versus traditional agencies and job portals. It cites a Frost & Sullivan estimate of a $1.3 billion 2017 recruitment agency revenue market in Singapore and frames the opportunity around disruption of that agency model. The deck sets growth ambitions such as capturing 10% of job postings handled by recruitment firms within three years, supported by a projected $1.2M in monthly recurring revenue.

Business model: IntroPls is a Singapore-based referral-based recruitment platform where individuals (including recruiters and industry professionals) refer qualified candidates for open roles and earn cash rewards when their referrals are screened and shortlisted.

Founders: Jon Lim
Headquarters: Singapore
Industry: Recruitment Tech / HR Tech

What happened after the IntroPls deck

IntroPls functioned as a referral-based recruitment platform in Singapore between roughly 2016 and 2019 but does not appear to be active as a standalone venture after 2019; available profiles suggest the business did not scale beyond that period and was likely wound down or integrated into other activities.

IntroPls operated as a social recruitment and crowdsourcing talent platform from approximately May 2016 to October 2019,
During this period, multiple professionals list roles such as Lead Recruiter and Business Development Executive at Intro

What the IntroPls deck got right

Clear articulation of a large and quantified recruitment agency market opportunity. The deck grounds its opportunity thesis in specific Singapore recruitment market data—more than 3,000 agencies, about 13,000 licensed recruiters, and $1.3 billion in 2017 revenue from Frost & Sullivan—clearly establishing a sizable and growing market to disrupt.
Strong problem-solution fit around candidate relevance and referral incentives. IntroPls’s proposition of paying rewards only for screened and shortlisted referrals directly addresses the inefficiency of traditional job portals where only a small fraction of applicants are relevant, giving a focused solution narrative.
Well-defined target customer segment using concrete job posting data. The deck identifies a highly specific initial customer segment—companies that use recruitment firms—and uses 40,000 monthly JobStreet postings as a concrete anchor for its target market, making the go-to-market focus tangible.
Explicit growth and revenue ambitions that outline upside potential. Ambitious but clear goals such as a three-year target of 10% of recruitment-firm postings on the platform and a projected $1.2M MRR give investors a sense of the scale of IntroPls’s aspirations and potential upside.
Compelling use of crowd and network effects in the sourcing model. The narrative leverages the idea that every individual is a network and that IntroPls taps crowd referrals through recruiters and industry professionals, presenting a scalable way to source talent beyond traditional channels.
Demonstrated recruitment operations experience through team history. Presence of multiple lead recruiters and business development staff associated with IntroPls on professional networks suggests the company had operational capacity and domain expertise in recruitment, supporting the credibility of the model presented in the deck.

What could have been stronger

Limited evidence of current traction relative to ambitious market and revenue targets. The deck cites large market numbers (e.g., $1.3 billion 2017 agency revenues and 40,000 monthly job postings) and ambitious goals (10% of recruitment-firm postings, $1.2M MRR) but does not provide externally validated traction metrics such as current paying customers, revenue, candidate volumes, or retention to show that the model is already gaining adoption.
Sparse competitive landscape and differentiation detail. While the deck highlights traditional recruitment agencies’ revenue growth and recruitment struggles, it does not present detailed competitive analysis showing how IntroPls compares on pricing, time-to-fill, quality-of-hire, or differentiation versus other referral-based or HR tech platforms active in Singapore.
Insufficient detail on unit economics and go-to-market execution. The slides available discuss market size, the basic product concept, and high-level targets, but they do not clearly present operational or financial plans—such as unit economics of a referral, expected margins, customer acquisition channels and costs, or burn and runway—needed for investors to evaluate scalability and capital efficiency.
Team presentation appears narrow and underdeveloped. The OCR text and visible slide snippets show the founder’s name and contact but there is limited evidence in the deck extract of a broader founding or leadership team profile (skills in HR tech, product, and sales), leaving investors with unanswered questions about execution capabilities beyond the founder.
Outcome and quality metrics for referral model are not substantiated in the slides. The deck references sources such as Frost & Sullivan for market sizing but provides little concrete data on the quality of referrals, conversion rates, or outcomes for employers, which makes it hard to assess whether crowd-sourced referrals consistently outperform traditional channels.

How an investor would read this deck

What draws attention

Evidence of demand from employers that currently rely on recruitment agencies, including case studies or pilots where IntroPls delivered faster hires, higher candidate relevance, or lower cost-per-hire than agencies or job portals.
Concrete traction metrics post-2019 such as number of active employer clients, repeat usage, total hires facilitated, and current recurring revenue, to validate or recalibrate the deck’s $1.2M MRR and 10% market share aspirations.
Clarity on IntroPls’s pricing structure for employers and reward mechanisms for referrers, and how these translate into sustainable margins and unit economics at scale.
Details of the technology platform (matching algorithms, screening workflows, fraud prevention, data protection) to understand defensibility and scalability of the crowd-referral model.
Team capabilities beyond the founder, including experience in recruitment, HR tech, product development, and sales, given multiple former lead recruiters and business development staff list experience at IntroPls.

Risks that stand out

The model depends on sustaining an active network of referrers delivering consistently high-quality candidates; if engagement drops or referrals are low quality, employers may revert to established agencies or job portals.
Traditional recruitment agencies and large HR tech platforms could adopt similar referral incentive mechanisms, reducing IntroPls’s differentiation and making customer acquisition more expensive.
If rewards to referrers are set too high relative to employer fees, margins may compress; conversely, too low rewards may fail to attract quality referrers, creating a delicate economic balance.
IntroPls appears to have operated between 2016 and roughly October 2019, and subsequent career moves by the founder suggest the venture may not have scaled as envisioned, indicating execution or market-fit challenges.

Questions this deck invites

How many hires and employer clients had IntroPls completed or signed by the time of the 2019 seed deck, and what percentage came from crowd-sourced referrals versus internal recruiters?
What are IntroPls’s unit economics per hire (employer fee, referrer reward, IntroPls margin) and how do they compare to traditional agency fee structures in Singapore?
What mechanisms are in place to ensure that referred candidates are genuinely qualified and to prevent low-quality or fraudulent referrals, and what are the observed screening pass-through rates?
How does IntroPls acquire and retain both employer customers and active referrers, and what are the customer acquisition costs and referrer engagement metrics?
What happened to IntroPls after 2019—was the company scaled, pivoted, or wound down—and how did actual performance compare to the deck’s projections and market assumptions?

What founders can take from the IntroPls deck

Anchoring a recruitment startup pitch in concrete market data (such as number of agencies, licensed recruiters, and national revenue figures from Frost & Sullivan) can clearly demonstrate opportunity size, even if later traction falls short of initial ambitions.
A clear and succinct problem framing—traditional job portals generating many irrelevant applicants and agencies being costly and slow—paired with a simple product description (rewarding people for qualified referrals) helps investors quickly grasp the proposed solution.
Ambitious projections like capturing 10% of recruitment-firm job postings and reaching $1.2M MRR are compelling but underscore the importance of including near-term traction, unit economics, and execution details to maintain credibility.
Highlighting that "every individual is a network" and turning the broader workforce into potential referrers illustrates how a platform can leverage existing social and professional networks, a useful narrative device for marketplace and crowd-driven models.
The presence of multiple recruiters and business development staff with IntroPls experience on professional networks shows how early-stage HR tech startups often rely heavily on recruiter-led business development, suggesting that future decks should feature team capabilities prominently.
The apparent end of IntroPls as a standalone venture around 2019, contrasted with its confident deck, illustrates that pitch narratives must be stress-tested against operational risks and realistic adoption hurdles in crowded markets like recruitment.

IntroPls pitch deck: common questions

What does IntroPls do, according to the 2019 pitch deck?

IntroPls is a Singapore-based referral-driven recruitment platform that helps companies fill positions by offering cash rewards to people who refer relevant and qualified jobseekers, focusing on screened and shortlisted candidates rather than large volumes of unqualified applications.

Which market and customers does the IntroPls 2019 deck say it is targeting?

The 2019 pitch deck targets companies that use recruitment firms, referencing 40,000 monthly job postings on JobStreet and a 2017 Singapore recruitment agency revenue pool of $1.3 billion, with a goal to capture part of this market by crowd-sourcing referrals.

How does IntroPls’s referral-based recruitment model work as presented in the deck?

The deck describes a model where employers list roles on IntroPls, referrers submit candidates from their networks, and IntroPls pays rewards for screened and shortlisted referrals, aiming to deliver more relevant candidates at lower cost and faster speed than traditional agencies.

What market data about recruitment agencies in Singapore appears in the IntroPls pitch deck?

The deck cites Singapore-only revenues of more than 3,000 recruitment agencies with close to 13,000 licensed recruiters generating $1.3 billion in revenue in 2017, and shows revenue figures of key players in 2015, highlighting that traditional agencies are thriving but recruitment still struggles.

What growth and revenue targets does the IntroPls 2019 deck claim?

The deck states a three-year target of having 10% of job postings currently handled by recruitment firms done via IntroPls and shows a projected $1.2 million in monthly recurring revenue, along with initial and five-year posting volume targets, though no external validation of these projections is provided.

Sources

Funding and outcome facts on this page were researched on 2026-08-22 from the pages below.

IntroPls pitch deck slides

IntroPls pitch deck slide 1 of 12 — IntroPls pitch deck — slide 1 of 12

IntroPls pitch deck slide 2 of 12 — IntroPls pitch deck — slide 2 of 12

IntroPls pitch deck slide 3 of 12 — IntroPls pitch deck — slide 3 of 12

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IntroPls pitch deck slide 5 of 12 — IntroPls pitch deck — slide 5 of 12

IntroPls pitch deck slide 6 of 12 — IntroPls pitch deck — slide 6 of 12

What each slide of the IntroPls pitch deck says

Slide 3

Traditional agencies thriving More than 3,000 recruitment agencies with close to 13,000 licensed recruiters generated $1.3 billion revenue in 2017. Singapore-only revenues of key players in Singapore in FY2015 (in $§'million)<" 273 20072016 CAGR 12.8% 144 143 HAnelGroup Kelly Adecco Manpower Temp Randstad Robert Hays Heidrick Ko PageGroup JAC Hudson En-Japan Services Group Holdings Walters & Ferry Recruitment Struggles Source: Frost & Sullivan

Slide 4

What is IntroPls "IntroPls helps companies fill positions by offering rewards to people who are able to refer relevant and qualified jobseekers.

Slide 5

How IntroPls works [-3 OntroPls arn Cash Reward .... oh A Friend hs ne SHARE = & I ™ ing Employers To A Community Of Referrals. ® 0

Slide 6

Increase in number of referrals QoQ Received my 10th to 15th payment.!!!! #ciayooo fo 0

Slide 7

Market Size Potential Market: Companies that uses recruitment firms 40,000 monthly job postings on Jobstreet 3 year target: 10% of job postings done by recruitment firms Projected $1.2M MRR Initial target: 300 posting 5 year target

Slide text above is read directly from the IntroPls deck PDF embedded on this page.