Own Hiring Pipeline Optimizer.

What you'd own.

Every artifact below transfers to your accounts on day one. The whole engine.

• ●Brand identity, tagline, and positioning for recruiting tech market
• ●Landing page, email templates, and cold outreach playbook
• ●GTM motion targeting 50-300 person SMBs actively hiring
• ●Agent spec defining candidate matching and screening engine
• ●Financial model and unit economics for $195k year one target
• ●Founder persona and market positioning vs enterprise ATS incumbents
• ●Customer success playbook for demo-to-close sales cycle

What Roll Digital builds for you.

Custom scope to take Hiring Pipeline Optimizer from MVP shell to operating business.

• ▸Production backend with two-way ATS integrations for Greenhouse, Lever, and Workday
• ▸AI candidate matching engine using screening and ranking logic
• ▸Dashboard for HR managers to view and manage candidate pipeline
• ▸Email and LinkedIn automation for candidate sourcing and outreach
• ▸Stripe billing system with tiered pricing and customer portal
• ▸Multi-tenant authentication with email and OAuth sign-in capabilities
• ▸Onboarding flows and initial 30-day customer success support

Why this could work.

Large underserved TAM of approximately 100k SMBs actively hiring without adequate enterprise ATS tooling. Proven GTM motion generates 25 demos monthly with 16-20% close rates at sustainable $275-350 ACV, demonstrating strong product-market fit within target segment. AI-driven candidate screening directly addresses acute hiring manager pain and workflow bottlenecks. Recurring revenue model supports clear expansion opportunities as customers scale hiring operations.

What you'd risk.

Eighty percent of target customers already use Greenhouse, Lever, or Workday and won't pay for redundant tooling without seamless two-way sync capabilities. Hiring AI screening faces regulatory headwinds in NYC, EU, and emerging states, each requiring bias audits and compliance infrastructure. Revenue directly correlates to hiring volume, making the business vulnerable to macro downturns that cut TAM in half. Historical probability of meaningful success stands at thirteen percent.

Who this fits.

Best fit is an operator with outbound sales expertise and credibility in recruiting industry dynamics. Ideal candidate is either an existing recruiting agency looking to productize, or a solo SaaS founder with capital to invest $42k and deep comfort navigating hiring AI regulatory requirements. Macro risk tolerance is critical given the business's direct correlation to hiring volume cycles.

Timeline.

From contract signing to operating business.

1. Day 1
   Acquire all assets, assess current customer relationships and pipeline
2. Week 1
   Set up production infrastructure and prioritize ATS integration roadmap
3. Week 3
   Ship first ATS integration and test cold outreach playbook
4. Week 6
   Complete production backend and launch closed beta with pilot customers
5. Day 90
   Secure first paying customer and iterate on compliance and integrations

Pricing.

Three ways in, depending on how much you want to build yourself.