PITCH GUIDE

HRtech pitch deck guide

Transforming how companies hire and retain

HRtech investors evaluate buyer dynamics carefully, since HR software must satisfy both the buyer (HR/People teams) and the user (employees). Your pitch should demonstrate clear ROI for the buyer and genuine value for end users, with strong retention data.

19+ HRtech investors

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Key metrics to know

Annual Recurring Revenue (ARR)

Annualized subscription or platform revenue.

Benchmark: Seed: $500K-$2M ARR, Series A: $2M-$5M ARR.

Seats or Employees Under Management

Number of employees covered by your platform.

Benchmark: Show revenue per employee seat and expansion as headcount grows.

Time-to-Hire Reduction

For recruiting products: reduction in average days to fill a role.

Benchmark: Best recruiting tools reduce time-to-hire by 30-50%.

HR Team Time Saved

Hours per week saved by HR staff using your platform.

Benchmark: Quantify and monetize: 10+ hours/week per HR practitioner is compelling.

Employee Retention Impact

Measured change in employee turnover at customer organizations.

Benchmark: Even 5% reduction in attrition has large economic impact for customers.

Must-have slides

1Buyer and user dynamics

Explain the dual stakeholder challenge

Show how HR teams buy and what triggers their decision
Demonstrate employee adoption rates and satisfaction scores
Address IT and procurement approval process

2Customer ROI

Quantify the business impact for HR buyers

Calculate cost savings from reduced time-to-hire or attrition
Show compliance cost reduction if relevant
Include case studies with named customers and measurable outcomes

3Integration ecosystem

Show how you fit into the existing HR stack

List HRIS integrations (Workday, SAP, BambooHR, etc.)
Explain data security and compliance (SOC 2, GDPR)
Demonstrate ease of deployment and time to value

Common mistakes to avoid

!Selling to HR without showing employee adoption data
!Building another point solution in an already crowded category
!Underestimating enterprise procurement and InfoSec requirements
!Ignoring GDPR, EEOC, and other compliance requirements
!Not showing measurable business outcomes beyond feature adoption

What investors expect

Strong NRR showing HR teams expand usage over time
Measurable business outcomes for customers, not just usage metrics
HRIS integration strategy with major platforms
Compliance and data security certifications
Understanding of both SMB and enterprise HR buyer dynamics

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