Starter
Seed to Series A
$ 5,000 per month
Book a call- 2 posts a month, to 32,000+ practitioners
- 1 working session a month
- Real product usage and honest private input
- Named advisor status
- Quarterly strategy check-in
3 to 5 partners at a time
I am the person your sales team is trying to reach.
A sitting VP of HR who will use your product like a customer, tell you the truth about it in private, and then tell 32,000+ practitioners what I found. Not a creator renting you an audience.
The room
This is the room your product lands in front of.
32,300 HR people read the writing, in the mix LinkedIn reports. 82% of it travels beyond my own network, so this is reach that converts, not a vanity number. It lands in front of the people who sign the purchase order, not the ones who forward it on.
Director and above Signs or shortlists
Practitioners in the chair Runs the pilot, builds the case
Early career Buys from you in 2030
- 6.9M
- impressions in the last 365 days, up 92%
- 1.65M
- people reached, not impressions served
- +203%
- growth in engagement year over year
- 16 to 22%
- Director-level share, in a single year
Three ways in.
Every tier is the same voice and the same disclosure. What changes is how much of the year I spend inside your product.
Core
Series A to B
$ 7,500 per month
Book a call- 3 posts a month, to 32,000+ practitioners
- 2 working sessions a month
- Newsletter feature once the newsletter is live
- Async input between sessions, by Loom or voice memo
- Beta testing and roadmap input
Strategic
Series B and beyond
$ 12,500 per month
Book a call- 4 posts a month, the ceiling and not a target
- 3 working sessions a month, plus weekly async
- Priority newsletter placement, once it is live
- One long-form piece per quarter
- Co-planned content calendar and user research
Six month minimum on every tier. Four posts a month is the ceiling, not a target. Every paid mention is disclosed, every time.
What the room says.
Practitioners, unprompted, with their permission. Readers on the writing, not clients on the advisory, and not one of them was paid or asked for a favor.
It's not often you find an HR professional who is focused on the “why” and understanding the deeper meaning behind actions or situations vs. just checking the box. It is refreshing.
I sincerely enjoy your posts to this day and just felt the urge to share that with you. Thank you for the constant validation in my thought process.
Ben gave us a level of HR credibility that we couldn’t manufacture internally. He understood the language, the workflows, and the concerns our customers would have before trusting a new tool.
Ben spotted gaps we were too close to the product to see.
It's not often you find an HR professional who is focused on the “why” and understanding the deeper meaning behind actions or situations vs. just checking the box. It is refreshing.
I sincerely enjoy your posts to this day and just felt the urge to share that with you. Thank you for the constant validation in my thought process.
Ben gave us a level of HR credibility that we couldn’t manufacture internally. He understood the language, the workflows, and the concerns our customers would have before trusting a new tool.
Ben spotted gaps we were too close to the product to see.
I see your posts in my feed frequently and I want you to know you are making such an impact. Your words so accurately describe what HR truly is, and holy cow, I feel more connected to my role and purpose when I read them.
Recently saw one of your posts and it made me smile. Thank you for being real and sharing your journey in HR as they resonate with so many.
Ben understood what we were building almost immediately—not just the product, but the real HR problem behind it. He helped us see the gaps between what looked good in a demo and what would actually work for HR teams.
As developers, we knew how to build the functionality. Ben helped us understand how HR teams would actually experience it. That perspective influenced everything from our workflows to our language.
I see your posts in my feed frequently and I want you to know you are making such an impact. Your words so accurately describe what HR truly is, and holy cow, I feel more connected to my role and purpose when I read them.
Recently saw one of your posts and it made me smile. Thank you for being real and sharing your journey in HR as they resonate with so many.
Ben understood what we were building almost immediately—not just the product, but the real HR problem behind it. He helped us see the gaps between what looked good in a demo and what would actually work for HR teams.
As developers, we knew how to build the functionality. Ben helped us understand how HR teams would actually experience it. That perspective influenced everything from our workflows to our language.
I am really resonating with your content around HR leadership and work diligently to model the “human” approach. It does build trusted partnerships with our clients in the long run.
Working with Ben saved us from building several features that sounded useful but didn’t solve the core problem. He kept bringing us back to what HR professionals actually needed.
Ben didn’t just tell us whether something worked. He explained how an HR professional would interpret it, where they might hesitate, and what would help them feel confident using it.
I am really resonating with your content around HR leadership and work diligently to model the “human” approach. It does build trusted partnerships with our clients in the long run.
Working with Ben saved us from building several features that sounded useful but didn’t solve the core problem. He kept bringing us back to what HR professionals actually needed.
Ben didn’t just tell us whether something worked. He explained how an HR professional would interpret it, where they might hesitate, and what would help them feel confident using it.
A 45 minute call. No deck required.
Bring the product and the honest version of where it is. I will tell you on the call whether this is a fit, and if it is not, I will usually know who is.
Strong fit
Hover to see the five signalsStrong fit
- Seed to Series C HR tech
- A product I would actually use in my day job
- A founder or product lead I would enjoy working with
- Selling into HR, TA, or people ops
- Open to real feedback, not just applause
Not a fit
Hover to see the five signalsNot a fit
- RPO or TA outsourcing, which is a conflict of interest
- Products I cannot honestly endorse
- "We just need impressions, we will write the post"
- Companies mid-pivot who cannot explain the pivot
- Anyone who wants me to attack a competitor by name
If I would not stake my name and my audience on your product in a private conversation with a CHRO I respect, I am not going to do it publicly either. That is the bar.
Ben Langner VP of HR · Advisor · Writer