Alexander Theuma

Founder and Editor-in-chief

Helping SaaS Founders grow their businesses to $10M+ ARR

I started SaaStock in 2015 with a simple idea: give SaaS founders a real space to connect, learn, and scale faster–together.

Fast forward to today: SaaStock has become the global home for SaaS founders who are serious about growth.

We've hosted thousands of founders, VCs, and execs from Dublin to Austin, from seed stage to unicorn. We’ve built a community that doesn’t just celebrate scale, it shares the hard truths, the breakthroughs, and the lessons you only get by being in the room where it happens.

Before SaaStock, I spent 11 years in sales, getting my hands dirty, chasing targets, closing deals, and learning what real GTM pressure feels like. That experience taught me: there’s no shortcut to growth. You need the right people around you, the right mindset, and a willingness to evolve — especially now, in an AI First world.

Today, I'm focused on three things:

Growing SaaStock across Europe and the US as the leading platform for SaaS founders.

Building a new generation of founder-driven, AI-enabled companies.

Using the SaaS Revolution Show Podcast to tell the real stories — the wins and the war stories — from the frontlines of SaaS.

SaaS is changing fast.

I'm here for the builders who want to change with it and win.

If you're scaling a SaaS company, or investing in one, let's chat.

Founder

Our purpose is to make a real difference to the lives and companies of the SaaS community

Most SaaS companies fail within the first three years due to lack of runway, lack of product market fit and lack of founder experience in managing a business.
SaaStock helps B2B SaaS Founders on the journey to $10mill ARR supercharge their growth by connecting founders with VCs to help extend runway, learn from industry experts and build pipeline.
We do this through or Physical and virtual conferences, our founder membership program, SaaStock local community gatherings and media.
We are the only media and events business that focuses on SaaS founders scaling to $10mill ARR. This focus enables us to provide the highest quality events, content and connections
For founders in this stage of their journey.


December was our strongest month for sponsorship revenue in 2025 🚀

Not an easy feat in a month shortened by holidays — but a clear signal of where SaaStock is headed.

In December alone, we:

 • Welcomed 12 new sponsors
 • Closed 4 global partnerships spanning both events
 • Signed partners onto SaaStock USA & SaaStock Europe 2026
 • Closed the majority of deals before Dec 24, with two more signed between Christmas and New Year

New partners joining the SaaStock ecosystem include:

Accoil, Aleph, Atlassian, Consero Global, Deel, Empleyo, FullEnrich, GoCardless, IDA Ireland, NetSuite, Pylon and Trundl, Inc.

A major driver?

Our new meetings product, which was taken up by the majority of sponsors and continues to prove its value in delivering real, high-intent connections — not just logo placement.

We enter 2026 with:
 ✔️ A stronger pipeline than this time last year
 ✔️ A market that’s accelerating
 ✔️ A team and product built to scale
 ✔️ Clear momentum across AI & B2B software partnerships

We’re looking ahead to a banner year — and to further cementing SaaStock as the largest meeting-led event in AI & B2B Software.

If you’re planning your 2026 GTM strategy and want partnerships that actually drive outcomes, now’s the time to talk.

Running the largest 1:1 Meetings event in B2B Software

Mina Golesorkhi

Talent Whisperer & Entrepreneur 🚀

Founder of Hi Remi.

hi-remi.ai helps headhunters and recruiters find the right talent for their roles 60% faster.
Built by recruiters, for recruiters.
Join the waitlist → hi-remi.ai

I'm also a fractional COO for headhunting agencies that want to grow their revenue per headcount and become industry leaders. 

Before that, I co-founded pplwise - a RaaS agency for scale-ups in Europe and before pplwise I was the first in-house recruiter at a SaaS startup.

I share what I’ve learned building and leading recruiting teams on LinkedIn.

Managing Partner & Co-Founder

We believe that great people are the key to outstanding accomplishments 🚀

pplwise supports leading rapid growing companies across Europe to manage their growth plans. Our services include Interim Talent Acquisition Management, Consulting and Headhunting specialised on tech scale ups like TIER, Taxfix or IDNow.

Founded in 2022, we have already hired into +20 countries across Europe with a team of +10 talented people. We are at the forefront of revolutionising how companies manage their growth in one of the fastest growing industries.

With our strong held values in commitment, passion and responsibility; 

We do not believe in clients, we believe in partners - we grow together.

20's are successfully completed. 

New level reached: 30

The last years I have been terrified by the idea of turning 30.

Not because I'd feel old, but because with the pressure that comes with that particular age. 

Now I am just 30, and guess what?

I am excited! 

I started my 20's broke and with big dreams but no clue of how life works. 

and yet in my 20's I ...
... started my first"real" full-time job
... moved into my first apartment
... founded 2 companies 
... stepped into leadership 
... found my passion in SaaS 
... visited +50 cities across 25 countries 
... lived in 4 different countries 
... moved permanently to Dubai 
... met beautiful people on my way 

Now I am 30, and I have 
🕊️ more freedom than I've ever had, 
💰 more money than I've ever had, 

and I am closer to my family and friends than I've ever been before. 

In my eyes, the 30's really are the better 20's. The best is just about to come!

Mina  Gole

Founder of Hi Remi & Headhunting Advisory| Enabling Recruiters to fill their Roles faster using AI

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I am using THIS strategy to bring a 2M headhunting business to 3M in one year. 

It helped me to double the revenue per headcount once, and will do again. 

 1. Hire for:
- intelligence
- work-ethic 
- communication skills

2. Train the entire team on:
- using tech for efficiency
- understanding business
- stakeholder management

 3. Empower with tech 
Reduce admin with tech, and build competitive advantage with efficiency

 4. Corporate Influencing
Build an audience for both, candidates and customers

5. Build specialised niche-expertise
Build efficiency by working tactically and saying more no to what does not serve the strategy.

That's it. Once you've build the foundation, it flows. 

No matter how much the market is affected.

There's always more need for top talents than you'd expect.

♻️ Repost if this resonates with you.
🔔 Follow Mina Golesorkhi for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

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You can learn any recruitment skill in 3-6 months.

But here's what you can't learn in 10 years, or maybe a lifetime:

character

Someone with work-ethic, curiosity, and intelligence will out-perform the most experienced recruiter within the first year. 

Because years of experience, or tool knowledge do not matter if you have these traits.

Here’s what to look for:
1️⃣ Full Ownership - sees themselves accountable no matter what 
2️⃣ Intelligence - understand and absorb new information quickly and proficiently 
3️⃣ Work Ethic - Possesses a strong willingness to work hard
4️⃣ Communication Skills - Speaks and writes clearly and articulately without being overly verbose or talkative.

When those are given, they can learn any required skill: copy-writing, stakeholder management, interviewing, etc.

♻️ Repost if this resonates with you
🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

"You need to find someone who can deal with my temperament" 

First times I heard that, I liked the challenge. 

Now, I decline the job. 

Why? 

Because, if dealing with temperament means being okay with being shouted at, harassed, or disrespected - then I am out. 

Whom you work with has a huge impact on your career, but also mental health and well-being. 

Why would anyone choose to work in such environment, when being respectfully treated and valued is the bare minimum in the current market?

If your colleague is Iranian, please check on them.

Because what might be "news" to you, is their reality now. 

It might be hard to relate when it’s not your war, home, friends or family. 

And if you are blessed, you will never have to experience the grief, the helplessness or anxiety which they do. 

So bare with them if they are not as focused as they used to be. 

It‘s hard to keep smiling, and living life like it used to be, after what has been going on the last few weeks. 

It's hard to work focused when being worried about loved ones.

All you can really do as a colleague, or manager or employer is to show compassion. 

LinkedIn and the workplace might not be political spaces, but when geopolitics affect people’s wellbeing, showing compassion for colleagues isn’t political. It’s human.

Sending lot's of love to my fellow Iranians.

Do we really need a high performer on this? 

It's tempting to hire the next available person, especially when it's not a "key-role". 

But have you ever watched a catamaran race?

A catamaran race is a competition where very fast boats with two hulls race each other around a course on the water.

Each boat has a helm who drives the boat and a crew that manages different jobs. 

The most underrated role is a Trimmer that "just" adjusts the sail. 

"Anyone" could that, just as anyone could do screening interviews, coordinate interviews, do accounting, or office management. 

But even if the trimmer doesn’t decide the direction or the maneuver, they decide the difference.

They’re the one who makes the boat a few seconds faster than the rest.
You can have the best boat, the best driver, the best maneuver crew and so can your competitors.

That's why the performance of each one matters. 
-------------------------------------------------
♻️ Repost if this resonates with you.
🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

Are AI headhunter the next thing? 

AI automated lead-gen in sales seems to work pretty well. 

A lot of companies automate their outreach by :
-> scraping their ICP companies
-> identifying and enriching the decision makers 
-> and writing “personalised” outreaches using OpenAI

Now this trend seems to arrive at the recruitment sector. 

But it seems like some companies are about to move one step further by introducing AI interviews for qualification. 

So recruiters define the job requirements and the agent:
1. identify talents
2. generate outreach messages
3. and coordinate an interview with an AI agent 
4. qualified candidates are automatically introduced to the client

Clients pay after success a friction of the usual headhunting fees.

I personally believe this MIGHT work in the future for candidates desperately looking for a job opportunity. But honestly, I don’t see top tier talents applying via an AI agent when they are not actively looking for a new position. 

But what do you think? 

🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

What other people think recruiting is like : 
-> finding endless candidates in a magic pool 
-> analysing personalities like a psychologist 
-> acting as a human lie detector 
-> receiving 10-20 CV's a day and ignoring them
-> scrolling through LinkedIn all day 
-> note-taker in interviews 
-> using ChatGPT for inMails and Job Descriptions 

Most of all recruitment is: 
-> spending hours on research, building lists, and reverse engineering who could be the best fit for the company 
-> analysing reporting to tweak inMail rates and overall conversions 
-> using tech for : coordination, note-taking, summarizing, and screening
-> being burried in 50-60 CV's per day, and 90% of them barely fit the must-have criteria or location/ language criteria 
-> managing stakeholders expectations especially when they are contradictory 
-> checking in with candidates to reconfirm they haven't suddenly changed their mind
-> checking in with stakeholders to reconfirm they haven't suddenly changed their mind
-> have no clue of HR or office management 

There is a good reason why recruiters exist, and work specialized on finding and placing talents. 

Where do you think recruiting is most underestimated? 👇

♻️ Repost if this resonates with you.
🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

"Yes the candidate is what we asked for, but can I see more?" 

Sure, go ahead. 

Just spend hours 
- researching and reverse-engineering company lists, 
- scrolling through hundreds of profiles 
- interviewing 10 candidates that are great too, but lack some mandatories

to get this ONE PERFECT candidate that is qualified, motivated, and keen on visiting the office the required days a week. 

Before you go ahead, and redo this whole process just to be 10000% sure, there is one thing you need to know.

Recruiting and candidates aren’t red wine. 

They don’t get better with time.

In fact, the opposite is true. 

Recruiters approach the best candidates at the beginning of the process.

Looking for more candidates will result in losing your favourite candidate and: 
- more interviews with unqualified candidates
- more hours spent on sourcing and screening
- delays in your project to keep your life spicy & fun

So yes, we COULD look for more candidates. 

But why not just double-checking if the candidates brings in the right skills and traits - and making the decision based on this rather than comparisons to other people? 

Recruiters, if your hiring managers insist on seeing more candidates, send them this post together with some red wine. 

♻️ Repost if this resonates with you.
🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

My LinkedIn tells you that I am a successful recruitment leader and early stage startup founder, but here's what it won't tell you:

► I repeated a grad in school and lost a full year. 

► My first summerjob with 15 was at greenpeace, but I got fired because I didn't hit the targets

► I never intended becoming a recruiter, I was rejected at the management traineeship and looked for a plan B

► I always resisted to specialise on one specific role in recruitment, because I was afraid this decision would take me future options. 
 
I had designed and lead recruitment processes that don't scale. 

As a recruiter, I lost candidates because I missed responding them fast enough. 

As an inhouse recruiter, I was intimidated working with a headhunter the first time, because it hurt my ego. 

And my biggest failure? 

► Once, I spent +1 year on filling a product designer role, because I failed to manage the stakeholders correctly. 
The salary and role was very much doable, but I failed to get my stakeholders aligned on what we were looking for and what the market reflects.

But you know what? 

► My passion for management and entrepreneurship made me a top-notch recruiter because my perspective goes beyond recruitment.

► My recruitment expertise among different industries and roles helps me supporting my recruiters with any role they tackle on. 

► Every rejection, every unexpected career shift has lead me to who I am today, and I am very grateful for this. 

Failures aren’t career-ending unless, you let them be. 

So, fail, shift and go with the flow. 

Today’s failure might be tomorrow’s foundation.

Recruiters should be respected, well-paid, and appreciated.

It's that simple.

Here's the truth about growing a successful business: 

It's not about complex strategies or fancy frameworks.

It's about the people you have on board. 

Here are three questions you need to ask yourself: 

1. Are your recruiters respected?
↳ Are they valued by hiring managers and employees?
↳ Do they have to fight for meetings and feedback? 

2. Are they fairly compensated?
↳ Not just market rate, but worth their true value.
↳ Does their package reflect their contribution and potential?

3. Are they treated as business partners?
↳ Do they get the bigger picture of the company?
↳ Are they involved in the company's trajectory?

Because here's what happens when you don't ask:
❌ You build a call agent unit vs strategic talent acquisition
❌ You'll lose top tier candidates to competitors who get it
❌ You'll pay the cost of not having the RIGHT team in place

Take those 5 minutes.
Ask those 3 questions.

Win the war for talent. 
It's that simple.

This is why I don’t care how good you are at sourcing and screening.

Because if that’s all you bring to the table, you’ll struggle in our industry. 

Recruitment in 2026 demands skills that go beyond mass-spaming candidates with copy-paste messages. 

Here are 7 skills every recruiter needs to perform:

1. Copywriting 
Hook candidates with words that make them stop scrolling

2. Storytelling 
Pitch a company in a way that matches what this candidate cares about most

3. Tech-Affinity
2026 is all about efficiency - top recruiters automate sourcing and admin.

4. Effective Communication 
Get your point across stakeholders and candidates effectively.

5. Analytical Thinking
Know your numbers and improve them.

6. Effective Prompting 
Structure prompts and workflows so AI actually makes your life easier.

7. Stakeholder Management
Using data, persuasion and empathy to convince stakeholders for what's best for the company. 

What would you add to this list?
-------------------------------------------------
♻️ Repost if this resonates with you.
🔔 Follow Mina Gole for recruitment insights
💬 If you’re curious how recruiters automate sourcing without losing quality, DM me

Building a warm talent pool. 

E.V.E.R.Y. recruitment team I talk to have "building a talent pool" on their TA strategy roadmap. 

But I have not met any company that has managed that successfully. 

Most candidates get collected, but it's very rare that a company invests in continuous engagement with their talent pool to actually build relationships. 

If you know any company/ or recruiter who has managed that successfully - tagg them below. I'd LOVE to interview you!

We irritate oysters on purpose to create pearls.

An oyster doesn’t create a pearl because life is good.

It creates one because something foreign gets inside.

Something uncomfortable.

Something it can’t get rid of.

So it adapts.

Layer by layer.

Year over year.

2025 has felt exactly like that for a lot of people. (Me included)

I’ve talked to many headhunters this year.
Some told me their markets crashed.
Some closed offices.
Some are making a fraction of what they used to.

And still, what amazed me most was this:
They didn’t walk away from headhunting.

Did you know only 1 out of 10,000 oysters creates a natural pearl?

Because it stays in the process long enough to compound layers.

Service industries don’t disappear under pressure.
They evolve.

And I believe this is that moment for us.

The market is changing, and it's time we change our approach too. 

It's time we create "our own pearl". 

Despite the rising inMail and tooling costs,
despite the "market-situation", missing VC funds, ...

Start to Finish has managed to grow in revenue per recruiter, acquire new customers, and grow as a company. 

Sometimes the irritation isn’t here to break us.

It’s here to shape what we’re becoming.

When you change your approach, do things differently than before, and incentivize outcomes instead of activity…

You don’t fight the wave, you surf it 🏄‍♀️

PS: Happy new year! 
Guess I was inspired by all the oysters I had the last weeks 😂

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Alexander Theuma

Mina Golesorkhi

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The Battle

Alexander Theuma

Mina Golesorkhi

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