Scaled from a Pay-Per-Meeting pilot to 30 SDRs in 18 months for AllyO
HR Tech
Turning a Pay-Per-Meeting Pilot Into a Full HR Tech Sales Team
Industry Expertise & Results
HR and recruiting technology companies often want to test outsourced SDR before committing to a full team — and memoryBlue is built to support exactly that. AllyO began as a Pay-Per-Meeting pilot and expanded to 30 SDRs within 18 months once results proved out; Eightfold AI has run on a Pay-Per-Meeting model continuously for over a year. Programs consistently reach Directors and VPs of HR, Talent Acquisition, and Recruiting leadership across the vertical.
The Category Problem
HR tech and recruiting technology vendors run into a specific set of challenges, confirmed across memoryBlue own engagements in this vertical:
Committing to a full SDR team upfront feels risky before the model is proven. Several HR tech clients start on a Pay-Per-Meeting basis specifically to test results before scaling headcount.
Some accounts require real credibility to break into. CoderPad program had to reach Staffing and HR leaders at recognizable, sophisticated buyers like TechTarget, East West Bank, and YouTube.
"HR tech" covers meaningfully different sub-segments with the same job titles but different priorities — general talent acquisition platforms (AllyO, Talentful), career-transition and outplacement services (RiseSmart), and hourly-workforce platforms (Snag) all sell to HR leadership, but with very different pitches.
How memoryBlue Helps
- Start small, scale only once it’s workingAllyO started as a Pay-Per-Meeting engagement and scaled to 30 SDRs over 18 months as results proved out — reaching Directors and VPs of HR, Talent Acquisition, and Recruiting the entire way.
- Direct and channel motions, run in parallelThe Predictive Index ran both Direct and Channel motions over a 12+ month campaign, hitting an 8.70/10 lead score on the Direct side and hiring its dedicated SDR out directly.
- Built for HR tech more specialized sub-segments, tooRiseSmart career transition and employer-branding services reached Director-, VP-, and C-level Heads of HR and Operations at a 9/10 lead score — the highest in memoryBlue HR tech portfolio — and hired its assigned SDR out directly.
- Credibility with sophisticated, recognizable accountsCoderPad 3-FTE, 120-day program generated 15 new leads per month and 100+ leads total, reaching Staffing and HR leaders at accounts including TechTarget, East West Bank, and YouTube.
- Flexibility that doesn’t force a bigger commitmentEightfold AI has continued on a Pay-Per-Meeting model for over a year and five months — proof the flexible model can sustain a long relationship without ever converting to a dedicated FTE team.
Our clients expect big results...
and we deliver.
Gary Bourton
CEO
QiO Technologies
“Amazing Day-to-Day Team Support”
Manjit Dhillon
European SDR/Inside Sales Leader
Vertex Inc.
“Great Comms and Very Proactive to Work With”
Claire Spahr
Senior Manager, Product Marketing
PDI Technologies
“Outstanding Communication and Client Responsiveness”
Jess DiBella
Commercial Account Manager
MarketCast
“They’re Always Thinking Outside the Box”
Brandon Howard
Sr. Global License Compliance Representative
Autodesk
“Highly Skilled Team, Immediate Revenue Impact”
Mark Jones
VP of Market Growth, North American Emerging Markets
Actionstep
“Great Team — Adept at Quick Ramp”
Ed Derse, Sr.
Sales Manager & Consultant
Kairos Data Communication
“memoryBlue Delivered!”
Scott Gainey
CMO
Nile
“Excellent 1 Year+ memoryBlue Experience”
Todd While
VP, Sales & Business Development
Apcela
“Third Time Is a Charm… Again!”
Matt Kreig
Graphiant
“Multiple Time Customer”
Key Priorities
What Prospects Are Actually Asking For
HR tech prospects tend to ask about commitment level before anything else — whether they can start on a Pay-Per-Meeting basis rather than committing to a full SDR team right away, and how quickly a program can scale up if it works. Beyond that, questions center on whether memoryBlue can reach HR and Talent Acquisition leadership credibly at large, recognizable accounts, and whether reps understand the specific HR tech sub-segment — recruiting automation, outplacement, hourly workforce — rather than treating "HR tech" as one undifferentiated pitch.
FAQs
We’re an open book
Thinking about outsourcing your team?
Here's what you need to know.
Here's what you need to know.
Can we start with a small pilot instead of committing to a full SDR team right away?
Yes. AllyO started on a Pay-Per-Meeting basis and only expanded to 30 SDRs over 18 months once results proved out, and Eightfold AI has run on a Pay-Per-Meeting model for over a year without ever converting to a dedicated FTE team.
How quickly can a program scale up if the pilot works?
AllyO program is the clearest example — it scaled from a Pay-Per-Meeting pilot to 30 SDRs within 18 months. Programs are built to expand as fast as results justify, not on a fixed annual schedule.
Can memoryBlue reach HR and Talent Acquisition leadership credibly at large, recognizable accounts?
Yes. CoderPad program reached Staffing and HR leaders at accounts including TechTarget, East West Bank, and YouTube — proof reps can hold their own with sophisticated buyers, not just smaller or less scrutinized accounts.
Does memoryBlue understand the difference between general recruiting tech, outplacement services, and hourly-workforce platforms?
Yes. RiseSmart career-transition and outplacement program, Snag hourly-workforce platform, and AllyO general recruiting automation platform have each run their own programs — built around that specific sub-segment priorities, not one generic “HR tech” pitch.
Can we hire memoryBlue SDRs directly onto our own team once a program proves out?
Yes — The Predictive Index, RiseSmart, and Visibility Software have each hired their dedicated SDR directly onto their own team as their programs matured.
Does memoryBlue work with early-stage HR tech startups, or only established platforms?
Both. memoryBlue has run large, long-term programs for established platforms like AllyO and The Predictive Index, and shorter, focused engagements — Talentful ran 90 days — for companies still validating a specific regional or product motion.
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