IntroPls Pitch Scaled to $1.3B in Revenue

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.