HRTech startups · Lead generation
Bring in HR heads, owners and agency founders who are ready to see a demonstration.
Lead generation for an HRTech startup means finding the companies whose payroll, attendance or hiring is still manual, and reaching the people who use the product and the people who pay for it. GullySales builds the sources, the enquiry path and the record that shows which lead came from where.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
What lead generation means
Lead generation is the combined work of every channel that brings in a new enquiry, whether from search, adverts, referrals or a stall at an exhibition. GullySales runs these channels together and reports the number of enquiries each one produced, not the activity behind it.
Last updated 18 Oct 2026.
For HRTech startups
Where it usually goes wrong, and what we would do.
“A free signup is not yet a lead”
A small company opens an account, tries attendance and goes quiet. Counting that as a lead hides the real question: did the HR manager reach the point where an owner or finance head would care? Separate signups from enquiries from decision makers.
“The HR manager enquires, the owner never appears”
The person who fills your form is rarely the person who signs. A lead record that holds only the HR contact misses the second half of the deal. Capture the signer's name early, even as a guess, and plan how to reach them.
“Each buyer group arrives from a different place”
A factory in an industrial belt, a software office, a staffing agency and a payroll consultant do not search, ask or gather the same way. One generic source fills the list with the wrong companies. Each source gets its own entry in the record.
“Statutory dates create real moments of need”
Filing cycles and bonus season push companies still on spreadsheets to look for a tool. A lead who writes during that period asks different questions from one who browses idly, and the follow-up should reflect it.
What we do
What we deliver for HRTech startups.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Lead sources by buyer group
A written list of where factory HR managers, office HR heads, agency owners and consultants can each be found, with one test per source.
Result: A source sheet showing which buyer group each channel is meant to reach.
An enquiry form built for two roles
A short form that asks for the company size and the pay structure, and who else decides, without a long questionnaire.
Result: Every enquiry arrives with the company size and the likely signer noted.
A qualification note
Three or four plain questions a caller asks to tell a trial seeker from a serious buyer, such as who runs payroll today.
Result: A written note any caller can use the same way.
A free-user to lead rule
A definition of the point at which a free-plan user becomes a lead worth a call, such as hitting a plan limit.
Result: A list of free users who crossed the line, each with the limit they hit.
Source-level reporting
A count of leads, demos and signed contracts for each source, kept in your CRM.
Result: A table showing which source produced signed customers, not only enquiries.
How the result is measured
- Enquiries generated
- Cost per enquiry
- Enquiries by source
Recorded as a baseline before work starts, so every later report has an honest comparison.
Who it is for
This is written for these HRTech startups.
- Payroll and statutory compliance startups for small and mid-sized companies
- Attendance, shift and field-workforce tracking startups
- Applicant tracking and hiring-platform startups
- Blue-collar and gig-worker hiring platform startups
- Employee engagement, recognition and survey startups
- Employee benefits, wellness and reimbursement startups
- Learning and skills platform startups for companies
- Background verification and onboarding startups
How it works
How the lead generation work runs
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 1
Understand your capacity
We agree how many enquiries your sales team can actually handle well, so the system is not built to overwhelm it.
- 2
Audit current sources
We check what already brings in enquiries today, even informally, before adding anything new.
- 3
Strategise the channel mix
Content, search and paid channels are chosen based on where your buyers already look.
- 4
Implement capture and follow-up
Pages, forms and a follow-up process are built and connected end to end.
- 5
Measure and optimise
We track enquiry volume and quality and adjust the channel mix to match.
Where this fits
Three pieces of sales work, in this order.
This work sits inside sales process design, at stage 1, prospecting and lead generation. The audit comes before it, and sales management keeps it running.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2 · you are here
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Which leads should we call first?
Do we buy lists of HR heads?
How do we know a lead is real?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
More for HRTech startups
Everything else we would do for you.
Closest to this: leads and follow-up
Also for HRTech startups
Or start from the overview: sales and marketing for HRTech startups.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.