Playbook - Selling an HRTech solution to enterprises using Sales AI
This newsletter on mastering enterprise HRTech sales playbook breaks down a step-by-step sales strategy, using AI Copilot for deep research, lead scoring, and multi-channel outreach.
Enterprise HRTech sales are brutal. Sales cycles drag for 6 to 8 months. You deal with multiple decision-makers — HR, IT, Finance, C-suite—each with different priorities. You're not just selling software; you're aligning with strategic goals like talent retention and compliance.
You might already be using or experimenting with AI tools to help your sales team book more meetings. Here’s what that likely looks like:
You’re tracking signals like G2 searches, white paper downloads, website visits, and hiring trends to identify high-intent prospects.
You’re using ChatGPT, Gemini, or other AI tools to write personalized emails.
You’re testing AI SDRs to automate outreach to all your prospects.
You’re analyzing internal data (sales conversations) and external intent signals to prioritize leads based on urgency and interest in your solution.
But the real question is:
“Is this actually working? Not just in terms of automation—but in terms of real outcomes?”
Key Questions to Ask Your Sales Team:
Are intent signals actually helping us? [Read our newsletter on this here.]
Are AI-generated emails improving conversions? [Check out our analysis here.]
Is our AI SDR successfully booking meetings and delivering warm leads?
Are our prioritized accounts (based on G2 searches, hiring news, etc.) yielding higher meeting rates?
What do you actually need to book more meetings?
“You need an AI Copilot (like Revenoid) for Complex Enterprise Sales.”
Let’s take an example: You’re selling an HRTech or Recruitment Tech solution to mid-market and enterprise companies. Here’s what a true Sales AI Co-pilot (like Revenoid) should provide:
Deep Account Research → Identify strategic initiatives critical to target accounts and uncover the pains associated with them. Map your value proposition directly to these challenges.
Data Aggregation → Pull insights from all possible sources: proprietary documents, public reports, news, social media, website updates, announcements, filings, and technical reports.
Lead Prioritization (0–100 Scoring) → Rank leads based on:
Recency of the insight
Criticality of the pain point (weighted based on keyword relevance)
Example: Digital transformation pains may be urgent for one company, while data infrastructure setup is mission-critical for another.
Hyper-Personalized Outreach → Enable highly tailored emails, LinkedIn messages, and cold calls based on customizable frameworks and insights. Align communication with complex sales playbooks.
Multi-Channel Sequences → Automate and personalize outreach across multiple channels.
Process Guide for “AI Copilot for Complex Enterprise Sales”
Enterprises don’t buy HRTech just because it has cool features. They buy solutions that align with:
✅ Talent acquisition challenges – High-volume hiring, executive hiring, or niche roles.
✅ Compliance risks – DEI mandates, local labor laws, data privacy.
✅ Efficiency goals – Reducing time-to-hire, improving recruiter productivity.
Step 1: Choosing Target Companies
Enterprise HRTech sales aren’t about mass outreach. You need precision.
Your Ideal Customer Profile (ICP) should focus on companies that:
Have 500+ employees → Smaller firms won’t invest in enterprise HRTech.
Are tech-forward → Companies using Workday, SAP, or Greenhouse adopt new solutions faster.
Have high hiring volume → Industries with frequent recruitment cycles (finance, healthcare, retail).
Show hiring intent → Growing teams, expanding to new regions, or struggling with compliance.
How AI Co-pilot (like Revenoid) refines the ICP
1. Use AI Co-pilots (like Revenoid) to find:
- Companies with 20+ open HR roles.
- CHROs discussing recruitment automation or DEI hiring.
- Firms posting "HR Systems Manager" job roles (a sign of HRTech upgrades).
2. Prioritize accounts using AI-driven signals:
- Company A: Expanding remote hiring, struggling with compliance → High priority.
- Company B: Laid off 10% of staff → Wrong timing.
- Company C: Raised $50M but has no HR leadership change → Medium priority.
Example: Revenoid flagged a financial firm with 1,000+ employees shifting to remote hiring.
Action: Sales team focused on compliance automation messaging instead of generic recruitment features.
Step 2: Set Relevant Keywords and Context
AI Co-pilot (like Revenoid) is smarter with the keywords and context you provide. If you want high-value HRTech sales signals, you need to define what matters to your ideal buyers.
Your Offering: What are you selling? Example: AI-driven recruiting platform
Your Value Prop: What problem do you solve? Example: Cut time-to-hire by 30%
Company Details: What industries and sizes matter? Example: 500+ employee companies hiring for 20+ roles
Sales Narrative: What conversations are already happening? Example: DEI hiring, payroll automation, talent retention
AI Co-pilot (like Revenoid) needs clear, industry-relevant keywords to track buying intent.
Recruiting and Hiring Trends:
“Talent pipeline”
“Recruiter efficiency”
“Scaling hiring”
“AI-driven hiring”
Strategic HR Initiatives:
“Workforce transformation”
“DEI hiring goals”
“Internal mobility”
“Retention strategies”
HRTech Adoption Signals:
“HRIS migration”
“Payroll automation”
“Applicant tracking system (ATS)”
“HR digital transformation”
Weighting Signals for AI Co-pilots (like Revenoid) Prioritization
High Priority (90+) → "Workforce expansion," "HRIS upgrade," "high-volume hiring."
Medium Priority (50–89) → "Recruiter efficiency," "talent pipeline," "internal mobility."
Low Priority (<50) → "HR webinar," "hiring best practices" (too broad).
Example:
Revenoid flagged "HRIS migration + DEI hiring goals" in a company with 2,000 employees.
Action: Reps crafted outreach focused on diversity hiring compliance within HRIS transitions.
Step 3: Get Priority Account List
AI Co-pilot (like Revenoid) scores accounts (0–100) based on buying signals, relevance, and timing. How AI Co-pilot (like Revenoid) scores accounts
1. Recency (Last 30 Days):
Recent hiring surges or job postings for HR roles → Higher score.
Older signals (3–6 months) → Lower score unless reinforced.
2. General Importance (Company Fit):
500+ employees, fast-growing, tech-forward HR teams → Higher score.
Small firms, outdated HR systems, no digital hiring strategy → Lower score.
3. Contextual Relevance (Alignment to Your Offering):
Post-funding companies scaling HR teams → High-priority.
Companies switching HR platforms (HRIS, ATS, Payroll) → High-priority.
Firms hiring recruiters but with no budget signals → Medium priority.
Step 4: Get Strategic Initiative-Level Pains
Enterprise buyers don’t buy HRTech because they like new tools. They buy to fix strategic problems.
AI Co-pilots (like Revenoid) can surface these pains in 5–8 minutes. Here’s how:
Internet Search: News, Reports & Social Media
AI Co-pilot (like Revenoid) scans public sources to find what HR leaders are prioritizing.
Earnings reports & investor calls → “Q2 report: Turnover up 15%.”
News articles & press releases → “Company expanding into APAC, facing talent shortages.”
LinkedIn posts from HR leaders → “New CHRO announces recruiting tech overhaul.”
Internal Data: CRM & Past Conversations: Your own sales data is gold. AI Co-pilot (like Revenoid) reviews:
Past discovery call notes → “HR leader struggling with recruiter burnout.
”Lost deal insights → “Company rejected due to lack of DEI analytics.”
Proprietary Docs & Industry Benchmarks: AI Co-pilot (like Revenoid) reviews internal & third-party reports:
HR benchmarks → “Average time-to-hire in finance = 42 days.”
Compliance alerts → “New labor laws require updated payroll reporting.”
Mapping Pains to Your Solution
✅ Turnover issues? → Retention analytics + exit risk prediction.
✅ Slow hiring? → AI-powered screening + automated scheduling.
✅ HRIS migration? → Seamless integration tools.
Step 5: Multi-Channel Outreach
Enterprise buyers engage when messaging feels relevant, timely, and contextual. AI Copilot (like Revenoid) helps craft outreach across multiple channels to maximize engagement.
Email Outreach Examples
Example #1 - Marvell Technology
Hey,
Congrats on your HRO 2023 TA Leader of the Year award! Your work at Marvell Technology is impressive.
I noticed Marvell's recent expansion in Canada and focus on AI-driven initiatives. With over 120 new employees added and plans for growth in Ottawa, Toronto, and Vancouver, I bet talent acquisition is a top priority.
Today's recruitment CRMs create disjointed workflows, fail to automate time-consuming tasks, provide irrelevant insights and don't deliver the most critical asset: candidates.
We can can help:
- Unifies recruiter workflows within a single system
- Maximizes productivity with AI and automation
- Provides stronger insights and advanced features across candidate engagement, talent pool creation and applicant match for better decision-making.Example #2 - Fastly
Hey,
Recruiters face a tough landscape in today's uncertain market. I saw Fastly's impressive work powering websites like Reddit and Pinterest. Nice job.
I heard Fastly is reviewing workforce staffing levels. That's a big task. Today's recruitment CRMs create messy workflows, don't automate boring tasks, give useless insights, and fail to deliver candidates.
We could help by:
• Unifying recruiter workflows in one system
• Boosting productivity with AI and automation
• Giving better insights for candidate engagement and matching
Imagine how this could speed up Fastly's restructuring while keeping top talent. Our AI-powered platform could make your workforce review smoother and faster.Linkedin Outreach Examples
Example #1 - Marvell Technology
Hi,
Congratulations on your recent HRO Today TA Leader of the Year award! I noticed Marvell's exciting expansion in Canada and focus on AI-driven initiatives. As someone passionate about innovative talent acquisition, I'm curious about your strategies for scaling recruitment to support these growth areas. How are you approaching the challenge of finding specialized talent for AI and cloud technologies? I'd love to hear your insights on navigating this dynamic landscape in semiconductor talent acquisition.Example #2 - Fastly
Hi,
I noticed Fastly is expanding into new verticals and diversifying its customer base. As someone in talent acquisition, I'm curious about how you're approaching this from a recruitment perspective. Are you finding it challenging to identify and attract talent with specific expertise for these new markets?
I'd love to hear your thoughts on how you're navigating this exciting growth phase at Fastly.
Looking forward to connecting!Call Prep Examples
Example #1 - Marvell Technology
Curious Well-Informed Data-Driven Pointers:Marvell Technology expanding operations, adding 120+ employees in Canada.
Strategic partnership with AWS for AI and cloud semiconductor solutions.
Our AI-powered platform aligns with Marvell's focus on AI and cloud technologies.
Unified talent acquisition platform can support Marvell's rapid scaling needs.
Our diversity sourcing tools can enhance Marvell's inclusive workforce initiatives.
Observations and Ice breakers:Congratulations on your 2023 TA Leader of the Year Award from HRO Today.
Your volunteer work with Southern California Golden Retriever Rescue shows a passion for animal welfare.
As a global leader in talent attraction and diversity, how do you approach building inclusive teams in the tech industry?
Example #2 - Fastly
Curious Well-Informed Data-Driven Pointers:Fastly has 107 job openings in the US across multiple departments, indicating significant hiring efforts.
The company is searching for a Director of Technical Talent Acquisition to lead global technical hiring strategy.
Fastly is expanding into new verticals and building a more diverse customer base.
The company recently launched an AI accelerator beta, focusing on AI and edge computing.
Fastly is undergoing a restructuring process, including a review of workforce staffing levels.
Observations and Ice breakers:You both have experience in talent acquisition and recruiting operations.
Marvin has a background in sales recruiting, which aligns with Fastly's current hiring needs.
You both attended universities in California - you at Cal State Long Beach and Marvin at San Jose State.
Step 6: Plan Strategically and Reach
AI Co-pilot (like Revenoid) surfaces the best times to reach out. Use:
Post-earnings reports → HR leaders have fresh budgets and priorities.
HR conferences & webinars → Buyers are actively exploring new solutions.
Leadership changes → A new CHRO often brings in new tech.
Example: Revenoid detects a company announcing a $50M expansion with 100+ new HR roles.
Action: Reps engage immediately with scalable hiring solutions.
Set a Multi-Touch Cadence
Day 1: Comment on LinkedIn post (soft engagement).
Day 3: Send personalized email (tie to buying trigger).
Day 5: Follow up with a LinkedIn DM (short value-based message).
Day 7: Call with AI-powered insights (address key pain points).
Day 10: Voicemail or follow-up email (reinforce urgency).
Conclusion
Selling HRTech to enterprises isn’t about automation—it’s about precision. AI Co-pilots (like Revenoid) can help identify strategic pains, prioritize the right accounts, and personalize outreach at scale — but it won’t replace human insight. The best sales teams combine AI-driven intelligence with expert execution to engage the right buyers at the right time.
Would you like to evaluate “Revenoid” for enabling your sales process as a AI Co-pilot? Book a meeting on the button below.
If you’re not a subscriber, here’s what you missed earlier:
Playbook for selling a "Cyber Security" solution to enterprises - Using AI Co-pilot
Upgrade Your SDR and AE Skills to Use AI for Booking Meetings
Subscribe to get access to our weekly posts on Prospecting, Automation, AI, Revenue Growth and Lead Generation.