Alexander Theuma

Founder and Editor-in-chief

BackFuture

Having built the largest SaaS Community in Europe and expanding into US and beyond with SaaStock I've made the move into Venture Capital to add further value to the early stage B2B SaaS founders with capital and pay it forward LPs, enabling the future of SaaS.

General Partner

SaaStock

Our mission is to accelerate the growth of AI & SaaS companies by helping them connect, adapt, and thrive in the AI-powered future of software.

SaaStock is the Community/Conference where SaaS founders and their teams master the shift to AI-native growth.
In an era defined by automation, velocity, and complexity, we bring clarity through world-class conferences, strategic content, and high-intent connections that drive real business outcomes.
Whether you’re building your first AI feature or rearchitecting your go-to-market, SaaStock gives you the frameworks, relationships, and energy to scale with confidence.

Founder

SaaStock Founder Membership (SFM)

A Private Members Organisation of SaaS Founders , on the journey to $100MM ARR, helping each other scale faster together through supportive peer groups, network and workshops

The SaaS Revolution Show

The SaaS Revolution Show is a weekly podcast for SaaS Founders who are on their journey to $10MM ARR+ We interview those that are doing it or have done it to share their lessons and advice.

Podcast Host

SaaScribe

SaaScribe is an online publication for the SaaS Startup Community by the SaaS Startup Community. The vision is to provide a forest of awesome content around B2B SaaS that will help those within the SaaS Startup community learn every day in the hope that we all become SaaS experts.

I also host a weekly podcast, The SaaS Revolution Show, talking SaaS with the leading lights of the SaaS Industry.

SaaScribe organises local SaaS Meetups and a larger event is in the works. Watch this space

Odin

Odin (Formerly Parallels Service Provider Business) is a worldwide leader in hosting and cloud service enablement. Odin enables service providers to rapidly launch and efficiently deliver the most profitable Cloud services by automating the delivery of the broadest set of solutions demanded by small businesses.

I was the Sales lead for our Odin Service Provider Automation platform, focusing on new strategic opportunities, within Northern Europe.

Key Account Manager - Strategic Accounts - EMEA

SIPhon Networks

SIPHON focuses solely on Unified Communications (UC) technology and specifically addresses innovative new solutions that deliver significant value to our customers in terms of increased revenues, improved efficiency and cost reductions. We do this by combining world class solutions from key technology vendors in the advanced VoIP and UC marketplace and by delivering a very comprehensive Consultancy and Services package with each product delivered. We have developed strong relationships with our technology partners and each partner is a leading player in their technology domain allowing SIPHON Networks to offer multiple best-in-breed solutions. 

SIPHON = Unified Communications Innovation & Delivery

I was responsible for multiple core network products and service sales (Acme Packet, Broadsoft, IPTEGO, Leonid Systems)

Sales Manager

Applied Communications

Applied Communications offer Business Development and Professional Services to Vendors and Carriers who wish to establish or enhance sales presence in EMEA. Applied has a proven team in starting new vendor business in Europe and has specific expertise in IP and SIP based technology. We offer flexible work packages and have competence across sales, technical sales, engineering, project management, training and recruitment. Our commercial model is directly linked to performance and results and we are already adding value to several technology vendors and carriers, today.

Covergence

Sales Manager for Northern Europe for Access Edge Session Border Controller Vendor, Covergence Inc

Sales Manager Northern Europe

NexTone

NexTone were a Session Border Controller Vendor at the vanguard of VoIP peering. I was responsible for Inside Sales for EMEA.

Inside Sales Manager

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.

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.


Linkedin reminds me today its 10 year anniversary of SaaStock.

10 years since i took the leap to become a first time founder and creating an event and community business, something i’d never done before.

The first SaaStock was magical whilst it filled me with anxiety throughout.

Timing was everything. 

We’ve had tailwinds and faced headwinds.

10 years of growing the business, building a team, expanding internationally.

Showing up every day.

2 years during covid of trying to survive and providing value to our community when there was no in person. Never giving up.

Seeing some new products fail.

Seeing SaaStock Founder Membership (SFM) deliver value.

Working with amazing colleagues present and past.

10 years of looking forward to tomorrow on a Sunday night.

10 years of some exceptional memories and friendships forged.

It’s been hard. It can be exhausting. I’m getting some grey hairs (probs just age). I’ve put on weight, i’ve lost weight.

Yet the Why we do what we do. The purpose is so compelling and rewarding. I feel like I have the best job in the world (most days).

And whilst Linkedin says 10 years. It’s really day one again.

We’ve re-imagined SaaStock. A new program centred around 1:1 meetings and peer to peer learning.

It’s just the start of a new era at one of the most exciting times in B2B Software.

The fire is just as bright as it was 10 years ago.

Love to all our customers and SaaStockers over the years. I’m ready to build the future with you.

Running the largest 1:1 Meetings event in AI & SaaS

SaaS is dead!

Unless you’re actually building it.

Last night I sat at a table of SaaS founders where "dead" looked more like “doubling.”

One founder — fully bootstrapped — was at $8M ARR in April.
 Last night? $13M ARR.

Another I hadn’t seen in a year.
Now sitting at $16M ARR.

No outside capital.
No hype cycle.

Just leaning into tailwinds, building systems, and shipping value.

Add in founders at $5M ARR, $7M ARR — same story:
Quiet execution > loud predictions.

It’s funny — people keep declaring SaaS over.

Meanwhile, the builders I know are compounding.

There’s nothing better than breaking bread with founders who are doing the work.

JSESSIONID

(7) Post | Feed | LinkedIn

li_at

We just closed our first ever 3-year deal.

10 years of SaaStock. Thousands of sponsors.
But never this.

Sure — we’ve always had loyal partners. Some have come back 7 or 8 years in a row, no questions asked.

But every time we tried to turn that into a multi-year commitment…
it ended up becoming “let’s just renew next year.”

So what changed?

The product changed. Not the pitch. Not the deck. The product.

Our Hosted Meetings program delivered more value — faster — than anything we’ve ever built.

Not for everyone. But for the ones it works for… it really works.

This customer ran 20 hosted meetings at SaaStock Europe last month.
They closed deals on site.
They got instant ROI.

And that’s why they just committed to:
 🔥 300 hosted meetings over the next 3 years
 🔥 at this year’s rate
 🔥 locked in

A 3-year deal wasn’t something we pushed.

It was something the results pulled into existence.

Product > persuasion.
Outcome > optimism.
Proof > promises.

On to the next one. 🙌

Look who's talking.

Or should I say speaking at SaaStock USA 2026, next April in Austin.

We've just published the first 10 speaker drop and I hope you like it as much as I do:

Manny Medina, Co-founder & CEO, Paid
Nathan Latka, Founder & CEO, Founderpath
Kady Srinivasan, CMO, You.com
Krish Ramineni, Co-founder & CEO, Fireflies.ai 
Adam Robinson, Founder & CEO, RB2B
Colin Nederkoorn, Founder & CEO, Customer.io
Jen Igartua, CEO Go Nimbly
Tanay Kothari, Co-founder & CEO, Wispr Flow
Richard White, Founder & CEO, Fathom
Anne Giviskos, SVP - Strategic Finance Leader & CAO, Navan

A mix of Unicorn Founders, $100M ARR companies, Bootstrappers and VC backed businesses. GTM & Finance leaders and dare I say influencers.

Something they all have in common? They are building the future of B2B Software.

I'm also a customer of 5 out of the 10, which had nothing to do with their selection.

Join me in the front row for their sessions at SaaStock USA in April, as well as Meetup our 1:1 meetings program and Tabletalks, our peer to peer learning program.

Save the dates, get your tickets, learn and meet with the best at SaaStock USA 2026.

Mina Golesorkhi

Start To Finish - Headhunting für Startups

Finding A-Players is a struggle for many startups and scale-ups. 
→ We solve this problem for you.

Over the last 4 years, we’ve worked with more than 160 startups across 4 sectors:

E-Commerce & FBA Brands
1. Tech / SaaS
2. Agencies & Consultancies
3. Corporate Ventures

Our references include companies like Snocks, SellerX, Rosental, Advertace, and portfolio companies from Cherry Ventures.

Additionally, our Recruiting Academy helps you take your in-house recruiting and HR to the next level.

Interim COO

Hi Remi

I built Hi Remi because I was done wasting hours sourcing manually.
As a recruiter, I wanted a tool that actually understands the job, the client, and the market before it starts searching.

Now Remi does that. With our AI empowered approach, recruiters can source 12x faster. 

👉 Join the waitlist: www.hi-remi.ai

pplwise GmbH

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.

- Building and leading the Operations & overall company
- Internal Communications & Culture 
- Learning & Development for recruiters

Managing Partner & Co-Founder

ecosio

duties & accomplishments
- People growth strategy 
- Job-levelling framework 
- Hub Allocation Strategy
- Adjustment of HC plan to new market situation 
- leading People Ops, L&D, employee experience & Workplace (6 FTE)
- Benefits Concept 
- Employee Experience Survey & strategic initiatives to improve on the the overall experience
- replacement of myself with a permanent Head of People & Culture via pplwise headhunting services

Interim Head of People & Culture

duties & accomplishments
- replacement of myself with a Head of Talent Acquisition 
- leading a team of 4 
- development of the Talent Acquisition strategy 
- headcount plan for the whole organization to allocate the 2x growth
- sparring partner to the business

Interim Head of Talent Acquisition

TIER Mobility

Supporting TIER in it's mission to change mobility for good!

Hiring the People & Culture organization 
- People Business Partnering & Operations
- Talent Acquisition (Central & Regional team)
- Internal Communications & Employer Branding
- People Projects & Infrastructure

Hiring the Product Org 
- Product Design
- Customer Insights & User Research

Sr. Talent Acquisition Manager

ready2order

-  Talent Partner for the Marketing and Business Unit
-  Established a Marketing Organisation from scratch (Content & SEO, Paid, CRM, Design, MarTech)
- Growth up to +110 employees across 9 countries (EMEA)
- End-2-end recruiting responsibility
- Employer Branding (Culture Analysis, EVP Definition, Employee Experience Management)
- Hiring Manager Enablement (Interview & Biasing Training)

Senior Talent Partner

- Doubling the HC each year
- End-2-End recruiting responsibility for the positions Engineering, Product, Design and Ops
- Talent Relationship Management (relationship management to bootcamps and university, hosting meetups, planning and organization of a 3-days long hackathon)
- established a community to connect marketers in and around Vienna

Talent Partner

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 am the COO of a headhunting agency hiring for startups, where we doubled revenue in 2 years with the same team size.

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.

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.

My first LinkedIn Live event went… messy.

Recruiters messaged me nonstop:
“I can’t find the link.”
“Where do I join?”
“I thought it was added to my calendar.”
Wrong timezone.
Bad notifications.
Delayed stream.

But here’s the wild part:

Even with the chaos, the demand was insane.

We gained +55 new recruiters on the waitlist.

We onboarded new beta users right after the session.

And the majority of sign-ups?

High-quality recruiters and headhunters genuinely trying to source faster with Remi.

Still… I wasn’t satisfied.

If people want to learn, I want to deliver properly.

So we did what every scrappy founder does:

Fix the weak link and run it back.

That’s why we’re hosting 2 more live sourcing sessions:

Tomorrow at 11 CET
and Dec 3rd at 11 AM EST (for the US crew)

We already crossed 270 sign ups for tomorrow alone.

And this time, we’re running it through Luma + Zoom to make it smooth, clear, and actually enjoyable.

Honestly? I’m hyped.

If you want to join us - link below

Mina  Golesorkhi

Founder of Hi Remi & COO @Start to Finish | Enabling Recruiters to fill their Roles faster using AI

Hi Remi is on Stakkd!

Jessie Schofer is one of founders I truly admire.

Solo-founding one of the hardest business models (a platform) while going through early motherhood?

That’s the toughest thing I’ve ever witnessed.

I couldn’t be more excited though to be now part of the Stakkd community among all these other recruitment and HR tools. 

If you haven’t checked out Stakkd yet - you should do it now :)

Going live in 2,5h ! 

290 people signed up to our live sourcing session to learn how to find candidates 12x faster using Hi Remi  😍😍

I couldn’t be more excited!

No alternative text description for this image

I tell candidates the WORST things about the company.

And this helps me to make better and long-lasting hires.
 
Most recruiters sell "the dream" and the issue with that? 

They often don't even know what the candidate wants or worse: 
they sell the candidate into a role which is not the best match for them just to push through a hire. 

Instead of selling them benefits, I set the expectations clear and check if they are truly made for this environment: 
"Look, this company doesn't have a structured process, or perfectly defined strategy. If you need more structure, this isn't for you"

And you know what? 

The RIGHT candidate will see that as a feature. 

Same applies to: 
- benefits
- remote vs office culture
- work-life balance 

While some candidates strive for work-life balance others don't (hard to believe I know but true). 

While some candidates strive for leadership responsibilities, or remote work, or startUp culture, others don't. 

So better find the candidate that sees a feature in the bug than setting wrong expectations and wasting everyones time.

Today is my last live sourcing session of the year. 

Almost 1.000 sign ups of headhunters and recruiters world wide was definitely not what I was expecting. 

We have gained inhouse recruiters, freelance recruiters, and headhunting agencies from the US, Europe & Asia hiring for various industries and roles 😍 

By end of this week, we will close our beta to invite-only again until our next release, so we can focus on what matters: 

-> building something truly useful

See you all later! :)

Building a sourcing tool while running an agency? 
10/10 would not recommend… but worth it

We’ve fixed bugs, rebuilt flows, and questioned every detail to make Hi Remi ready for tomorrow’s reveal.

But none of it would’ve happened without a few incredible people.

💜 My Start to Finish team
BIG shout-out to Jan-Lütje and our entire team who have supported me along this journey. 

Your feedback pushed us to:
- improve onboarding
- make the UX smoother and faster
- build a direct link to open candidates in LinkedIn Recruiter or Sales Navigator
- add CSV imports so recruiters can bulk upload shortlists

💜 Our early users
-> You tested, broke, and rebuilt Hi Remi with us
Your feedback made our product usable, not just functional.

💜 Our developer - the star of all this
Days, nights, weekends... you have just shipped an entire chrome extension in less than 3 weeks and made every crazy idea work and often made it even better. 
I couldn't be more proud of this teamwork.


And I couldn’t be more grateful for everyone who’s been part of it.
Tomorrow we reveal Hi Remi to the world and it’s all thanks to you.

LinkedIn Recruiter Login

Headhunting for Startups & Scaleups 🚀 | Portfolio: Snocks, Mellow Noir, Upway | Are you looking for A-Players?

POV : you are about to host your first LinkedIn Live event ever

Now let's onboard the new Remi users  😍

Recruiters, if you're NOT asking these questions during your job intake, you don't need more candidates, sourcing, or a fancy AI tool -> you need to work on understanding what you need. 

1. What are the company and department objectives and how does this role contribute to them? 
-> Always get the bigger picture. This will help you to qualify and close candidates 10000x better 

2. What was the main reasons you rejected past candidates 
-> There are always hidden knock-out criteria : better find them before sourcing, than after submitting your candidates 

3. What are 3 companies you admire for their work in [business function] and why? 
-> Learn about their ideal companies and especially WHY they consider them as ideal - so you can reverse engineer a bigger list of relevant companies 

4. How is the department structured, and who is reporting whom? 
-> Helps you understanding what environment you need to hire for and from

5. What compromises would you be willing to make vs what is really none-negotiable 
-> Asking for must-haves and nice-to haves is not enough. You need to dig really deep. 

I think Einstein said: "If I had an hour to solve a problem, I'd spend 55 minutes thinking about the problem and five minutes thinking about solutions"

I am pretty sure he was talking about recruitment.

Leaders don’t get to have bad days.

Because every reaction becomes a map.

You’re being watched. 
Not for perfection, but for steadiness.

The moment pressure hits, your team is learning how to respond.
→ If you panic, they’ll lose it too
→ If you second-guess, they will too
→ If you stay calm, they’ll find clarity.

Great leaders create the atmosphere and energy.

That doesn’t mean emotionless or not being vulnerable. 

In fact, you can and SHOULD be vulnerable. 

Being vulnerable + having a calm energy can grow trust and loyalty. 

It shows you are human too. 
But we have to be disciplined in how we show our emotions. 

You can be frustrated.
But you shouldn't feed chaos.

You can be uncertain.
But you don’t project doubt.

When everything’s on fire, your tone matters even more.
When everyone’s watching, your composure is the culture.

We doubled our revenue with almost the same headcount. 

Here’s how:

1. Empower with Tech
 We cut admin to almost zero using Hi Remi, Recruiterflow, Bycatch, ChatGPT, and Briskine (and more)

2. Focus on What Works
 We grew faster the moment we stopped saying yes to everything and doubled down on what actually works best.

3. L&D
 We trained every recruiter to operate like a top-tier performer.

If you want the full breakdown, watch the video.

Recruiterflow

Bycatch

Briskine

Last week I went LIVE and showed how to find candidates 12x faster with Hi Remi

570 signed up
115 joined
+55 new people jumped on the Hi Remi waitlist

I tell you why:
Most recruiters can skip 80% of the candidates they scroll through on LinkedIn.

And that’s exactly the part you should hand over to AI.

Because no recruiter started this job dreaming of…scrolling through 300 irrelevant profiles a day…

So due to high demand we’re doing 2 more live sourcing sessions on a real use case:
- Nov 26 — 11 AM CET
- Dec 3 — 11 AM EST (US edition)

Three steps to outsource your sourcing pain to AI:
1. Click the event link (in the chat)
2. Sign up (AND SHOW UP)
3. Share with your fav recruitment-buddy

This will be our last 2 events for 2025 ;)

And that's exactly why I do not believe in automating outreach.

Because nothing feels worse than an email that pretends to be personal…

but clearly isn’t.

I got one of those recently.

They referenced my post.
They mentioned how we doubled revenue.
They tried so hard to make it sound like they actually knew me.

But the moment I read it, I knew:

This was AI + automation

And this was based on zero real understanding of what I do.
They completely misinterpreted what Hi Remi is.
They pitched me something I would never need.

And the whole thing felt cheaper than a copy-paste message.

That’s the problem with “personalization at scale.”
 It looks smart on paper…but the experience?
 
It breaks trust.

And here’s the irony:

Seeing how badly people automate lead-gen is exactly why I will never automate the human touch in recruitment.

Automate admin.
Automate sourcing.
Automate shortlisting.

But the part where you win a key role? 
...a Head of Sales, Finance, or THE marketer which will double your revenue/ ROAS?

To hire those key roles you have to build a real connection and make the candidate actually feels seen.

If you want bulk hires, go wild with automation.

But if the hire is critical, automate only what distracts you and keep the human connection front and center.

Trying to run companies while keeping your life together? Same.

Running two companies.
Leading 9 people.
Interviewing recruiters.
Learning Sales, Marketing, Product 

...all at once

While still trying to
 • hit the gym 3–4x a week
 • stay hydrated
 • walk 6–10k steps a day
 • sleep 7–8 hours
 • eat enough protein
 • maintain relationships

Some days it feels… almost impossible.

Here’s what actually keeps me sane:

I stop treating everything as urgent.
If I say yes to every ping, I’d spend the whole day reacting.
So I protect my time.

I get help.
I’m great at recruiting or leading recruiters.
I’m not great at web design, coding, GTM, or fixing a checkout button at 11pm.

Once I spent an entire Saturday trying to fix billing.
My developer solved it in 45 minutes.

Getting help was the hardest part for me personally but it changed everything.

I prioritise my health.
I quit drinking (mostly).
I walk while working (as you can see)
I eat clean because I know exactly how my brain performs when I don’t.
And I train whenever it fits - morning, lunch, evening: 45–60 minutes, then back to work.

I cut social media.
Instagram stole an hour of my day ( I know....)
Deleted it.
Instant less brainfog and an extra hour a day.

And… I let myself be human.
Some days I work until midnight.
Some days I forget to eat.
Other days I sleep in, have slow mornings, or watch Sunset Selling on a Tuesday night.

And that’s fine.
Because at the end of the day, we’re all doing our best and giving yourself a little grace might be exactly what keeps you going.

This is how our top biller hits her quarterly goal in ONE month

you heard right.. 

Beginning of this year I set a stretch goal for our Talent Partners: 100k revenue in a quarter. 

Our top biller hit +100k in a month (two times this year)

And here's how she makes it happen: 

1. Proactive communication
Search started, first interviews scheduled, new submission coming 
-> the hiring managers are on fire 🔥 with her engagement!

2. Efficiency > Volume 
Instead of bulk sourcing and submitting candidates randomly just to get in the activity, she sources high quality profiles and makes sure her interviews are worth the time 

3. Does not forget BD 
Even when she has no capacity, she continues BD and creates new jobs for colleagues while others have to build their momentum from scratch every time. 

It's really that easy. 

Just get the basics right, and build momentum by consistency.

Do you need more candidates or a different approach?

Many recruiters chase after more and more candidates, throwing them into the pipeline and hoping something sticks.

But if the problem isn’t the pipeline itself, piling on candidates won’t get you the hire.

I’ve also seen recruiters give up after reaching out to 40 candidates and say, "There are no more options."

How do you know if you’re wasting time chasing the impossible or just not looking in the right places?

Here’s a simple truth: You don’t need more than 30 candidates to make a hire. I’ve seen hires happen with even fewer outreaches.

The real key is getting your setup right first:
- Are you aligned with your hiring team?
- Is the Total Addressable Market (TAM) > 80%?
- Is your hiring process smooth and under three weeks?

If those boxes are checked, then evaluate your pipeline:
- Does it match 90% of what the team is looking for?
- Is your response rate over 25%?

If all of that checks out and you still haven’t found the right fit, then maybe you do need to reach out to more candidates.

But if you’re not aligned with your team, hunting for a unicorn in the middle of nowhere, or your process isn’t quick and smooth...

Then more candidates won’t solve the problem.

Your top priority should be creating the environment for success. 

Focus on that, and the hires will follow.

After the event is before the event.

Recruiters asked for more -> so the next live sourcing session is already locked in.

Last time, the chat went wild.
Because watching AI cut sourcing time by 12x hits different when you’ve spent half your week scrolling LinkedIn manually.

The pain is real.
The fix is real too.
In the next session, we’ll show:
- How to source on + beyond LinkedIn
- How Remi screens & enriches profiles inside LinkedIn
- How to build your pipeline with target companies 
- How to go from 0 → shortlist in minutes

If you missed the first one, this is your second chance.

If you joined… you already know you want round two.

Link in comments.

Due to high demand - we do another US edition on
​
How to find candidates 12x faster using AI!
​I was tired of watching recruiters waste 50% of their week on manual sourcing.
​Scrolling LinkedIn. Copy-pasting profiles. Not having time for what actually matters: the people
​
It’s broken. And everyone knows it.
​
During this live sourcing session we will talk about
​- best practices of identifying talents based on track-record
​- using AI to find and shortlist candidates faster
​- live sourcing and demo on a REAL sourcing case
​
​What I’ll show you live:
​✅ Sourcing on and beyond LinkedIn
​✅ Remi screening profiles for you inside LinkedIn
​✅ Target company sourcing
​✅ Full sourcing workflow from 0 → shortlist in minutes
​
​Make sure to join our waitlist for more updates.

The crypto market crashed recently by +25% and yet the job-market is worse 😅 

Sad isn't it? 

If you're a headhunter struggling with the current market - hold on, it's 31 days until everyone kicks off their 2026 hiring goals. 

If you're a candidate, searching for a new job in the current market - hold on to it, it's just 31...let's say 37 days until everyone's back from their holidays and ready to get that jobs hired.

Everyone talks about A-Players 
...but in fact what you are ACTUALLY looking for is the RIGHT player

The one that can get the mission done.

With the right attitude and mindset needed to achieve their targets in YOUR company environment. 

What might work for other company environments won't work for yours. 

Sourcing is about identifying candidates with the highest probability to have gained the skill-set and attitude needed to get your specific targets, within YOUR industry, YOUR customer base, with YOUR values in YOUR company environment done. 

Yes there might be candidates with the EXACT skills you look for without an environmental or role track-record but that's like looking for a needle in a haystack.

If you have limited resources / time - here's what you need to do: 
-> Study your business and business unit better than your hiring manger
-> Analyse what competencies and traits are needed 
-> Reverse engineer what experience could have built those traits/skills
-> Screen candidates based on their track-record 
(role by role, employer by employer

Your inMails will be more on point, your conversions will be better, you'll spend less time in interviews and more time with qualified candidates.

What’s worse at the moment ? The job market or the Crypto market ? 

taplio

The Battle

Alexander Theuma

Mina Golesorkhi

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Performance ScoreAlexander Theuma's LinkedIn Performance

Performance ScoreMina Golesorkhi's LinkedIn Performance

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The Battle

Alexander Theuma

Mina Golesorkhi

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Alexander Theuma's LinkedIn Performance

Performance ScoreMina Golesorkhi's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAlexander Theuma's LinkedIn Performance