Pricing
Step 1: Name your HR specialisation precisely. HRBP, Talent Acquisition, Chief People Officer, L&D, DEI, Total Rewards, People Operations.
Step 2: Specify the company type or stage you specialise in: hypergrowth startup, enterprise, PE-backed, remote-first.
Step 3: Add a people or business outcome: team size built, retention rate improved, time-to-hire reduced, culture score.
"Senior HRBP | Partnering with C-suite on people strategy | Scaled teams from 50 to 500 in 3 years"
Headcount scaling metric (50 → 500) + executive partnership signal = exactly what Series B+ companies look for.
"People Partner @ [Company] | Remote-first culture builder | Reduced involuntary churn by 35%"
Retention metric (35% churn reduction) proves business impact, rare in HR headlines.
"Head of Talent | B2B SaaS | Built hiring from 10 to 150 in 18 months | Time-to-hire under 3 weeks"
Dual metrics (headcount growth + time-to-hire) make this headline stand out in any TA candidate pool.
"Talent Acquisition Lead | Tech & Engineering hiring | Sourcerer at heart | 200+ hires in 2024"
'Sourcerer at heart' signals proactive recruiting philosophy, one that passive candidates and hiring managers both appreciate.
"Chief People Officer | Pre-IPO SaaS | Built people function from 0 | Culture, compliance & hypergrowth"
Pre-IPO stage + built-from-0 proof = highly specific signal that boards and investors look for.
"VP HR | 3 acquisitions, 2 integrations | Making M&A human | 5,000-person orgs"
M&A HR expertise is extremely rare and valuable, this headline will get calls from PE firms and large corp buyers.
"DEI Strategist | Building equitable workplaces that outperform | 10 years in people & culture"
'That outperform' ties DEI directly to business performance, exactly the framing executive audiences respond to.
"L&D Manager | Building learning cultures in fast-moving tech companies | 10x ROI on training investment"
ROI metric on training is almost never used, makes this headline completely unique in the L&D space.
By showing business impact, not just HR processes. Companies don't need HR administrators, they need people leaders who can scale cultures, reduce churn, and accelerate hiring. Your headline should prove you're the second type.
Yes, team size context (50-person startup vs 10,000-person enterprise) immediately signals the environments where you've operated and thrived. It helps companies self-select and approach you for the right roles.
Signal strategic scope and leadership scale: 'Senior VP HR | 800-person org | Built people strategy from scratch | Seeking CPO roles at high-growth tech companies'. Name your ambition clearly, it helps executive search firms find you.
