Your first year across five markets: 96 senior HR leaders, 31 opportunities, $930k of pipeline.
Veremark is investing heavily in APAC: it acquired Employrite in ANZ and RMI in Singapore, and raised $26M to scale. The platform and the footprint are in place. What's missing is a way into the rooms where HR heads choose a screening provider.
Against HireRight, Sterling and First Advantage, a logo won't open that door. A peer will. We've mapped 12,500+ of these buyers across five markets, and you and Yuri have done this before: 117 enterprise HR meetings, 19 SQLs and 3 deals at Knolskape.
We'd run a similar playbook for Veremark. Small, senior HR rooms on AI-enabled candidate fraud, hiring speed and cross-border compliance, Singapore first and timed around the RMI integration, then Australia, Malaysia, the Philippines and Thailand.
Your buyers, by seat (500+ employee companies, five markets)
Projections
The fundamentals
The program at a glance
What you get
Target list. Named CHROs, HR directors and talent heads at 500+ employee companies, by market.
The access. Small, senior, in-person rooms co-hosted by Veremark and NO BS, on hiring fast without hiring blind.
Meetings. Qualified 1-on-1s, tracked by name and stage in your CRM.
Reporting. A live dashboard of all activity, plus weekly progress meetings.
Why it works
Warm start. We have built relationships with this exact HR ICP for 7 years, across Uplifting Service, Tigerhall, Knolskape and WhyQ. 117 Knolskape HR meetings, see the proof.
The model. Give before you take: senior access peers can't reach on their own.
Validated. Proven with senior leaders across the region, see the proof.
Conversion. 70% of participants to 1-on-1s; 40% of those to CRM opportunities.
Scale. 12,500+ senior HR buyers across five markets.
Why it's low risk
Cost. S$7,000 per month for twelve months.
Payback. The six projected new accounts are worth ~$180k in signed annual value and ~$540k over 3 years, ~8× the ~$65K first-year fee. Screening is recurring, so that revenue repeats.
Phased. Singapore first, then Australia and Malaysia, then the Philippines and Thailand.
Transparent. Every name, stage and week visible, nothing in a black box.
Veremark has the platform and the footprint. Reaching every senior HR buyer in five markets takes more hours than a sales team has.
Screening vendors are chosen by a small, senior group: the CHRO, HR director or head of talent who owns the hiring process and answers for a bad hire. They don't respond to another demo request or a cold InMail about "faster checks."
Five markets, each with its own rules and networks, is more than any regional team covers well while also integrating an acquisition and onboarding new customers.
Why are these rooms hard to reach?
Every vendor sells the same checks
Global incumbents and local screeners pitch the same HR heads every week. 40+ check types is table stakes. A real conversation with a peer on hiring risk is not.
Screening is a trust call
A missed check becomes a bad hire. HR heads stay with the provider they know, even when a better one exists. They switch on a peer's word.
Five markets, five rulebooks
MOM checks in Singapore, privacy law in each country, different hiring norms. Credibility gets built market by market.
Give before you take.
Behind every senior enterprise screening deal that closes in this region is a high-level peer-to-peer relationship. You can't build that relationship by making asks, you need to offer something of value first.
Spearfish in a small elite pond, not hit-and-hope
Decision making in APAC is top heavy. A dozen of the right people in an intimate setting beats a thousand badge scans.
Reach out like a peer
A real message from a real peer, about something they care about. Not InMail, not AI-slop emails, definitely not cold calls.
Ride Veremark's own momentum
The $26M Series B, the RMI acquisition in Singapore, new product launches and customer wins are built-in credibility. Time the room around them, and the invite carries Veremark's own momentum, not a cold ask.
Ride NO BS's momentum with this ICP
We have built relationships with senior HR leaders for 7 years, across Uplifting Service, Tigerhall, Knolskape and WhyQ. Those relationships open rooms a cold invite can't.
Offer something they want, not something you want to give
A real conversation on real issues with real peers. Not whitepapers, webinars or demos.
Share your point of view
Project credibility through your point of view, told through stories, experience and insight. No slide decks.
Earn the 1-on-1, never demand it
You've built credibility, authority and goodwill before your ask. The follow-up is more organic and more to-the-point because they already know and respect your point of view.
This isn't theoretical. We convene senior rooms, then convert them.
Our playbook is seat-agnostic: convene the senior people you need to reach into a room they actually want to be in, then convert. Here is that motion working across clients, industries and geographies. It is the same motion we would run for Veremark with CHROs, HR directors and talent heads.
Closest proof point
Knolskape: enterprise HR buyers across Southeast Asia
Who we did it for: Knolskape, which sells leadership and sales training to enterprise HR and L&D leaders. Yuri ran this program alongside Amandeep, then Knolskape's Chief Business Officer.
What we ran: long-horizon LinkedIn outbound to enterprise HR buyers, plus events in Singapore and Malaysia with Knolskape's marketing team. A live dashboard tracked every meeting and stakeholder.
Why it maps to Veremark: same buyer, same region, same trust problem. Risk-aware HR leaders on long sales cycles, reached through peers first. Read the case study ↗
Who we met:
Outbound proof point
ByteDance: peer-to-peer outbound to senior buyers
Who we did it for: ByteDance's BytePlus AI product. A direct, peer-to-peer outbound motion, no event, straight into the calendars of founders, CEOs and CTOs at AI and technology companies.
The result: senior, skeptical buyers who ignore vendor email. 30 meetings in 3 months, 5 progressing to POC.
Why it maps to Veremark: same motion, different seat. Peer-to-peer outreach to senior buyers on a platform they have no reason to trust yet, converted to real meetings. It is the play we would run with HR leaders across Singapore, Australia and Southeast Asia.
Who we met:
More proof points
Integrate: CEO dinner event in Singapore
An evening for B2B marketing leaders, co-hosted with the CEO of Integrate, on the revenue impact of trusted marketing data. View the post on LinkedIn ↗
In the room:
Serious Fluence: creator marketing lunch in Singapore
We co-hosted the lunch with their CEO, Prem, on the future of creator marketing. See the post on LinkedIn ↗
In the room: 9 senior marketing leaders from named target companies, 70% converted to 1-on-1 meetings, 40% of those to a CRM opportunity. Same mechanic, different seat.
Serious Fluence: Creator marketing lunch in KL
A private lunch in Kuala Lumpur, co-hosted with the CEO of Serious Fluence, for B2C marketing leaders, on creator marketing. View the post on LinkedIn ↗
In the room:
Gimmefy: Brand marketer lunch in Singapore
A lunch event in Singapore, co-hosted by the CEO of Gimmefy, for brand marketers navigating the shift to AI. View the post on LinkedIn ↗
In the room:
Your buyers: senior HR and talent leaders at 500+ employee companies, across five markets.
These are the people who choose and sign off a screening provider: the heads of HR and People, CHROs, HR directors and heads of talent acquisition. Companies with 500+ employees hire enough to make pay-per-check worth real money.
| Seat, by exact titleby where the buyer sits | Singapore | Australia | Malaysia | Philippines | Thailand | Total |
|---|---|---|---|---|---|---|
| Heads of HR and PeopleHead of HR, Head of Human Resources, Head of People, Head of People Operations, Head of HR Operations | 989 | 1,500+ | 784 | 1,000+ | 421 | 4,694+ |
| CHROs, Chief People Officers, HR VPsCHRO, Chief Human Resources Officer, Chief People Officer, VP Human Resources | 441 | 879 | 198 | 412 | 192 | 2,122 |
| HR directorsHR Director, Human Resources Director, Director of Human Resources | 1,000+ | 1,000+ | 549 | 824 | 540 | 3,913+ |
| Heads of talent acquisitionHead of Talent Acquisition, Head of Talent, Director of Talent Acquisition | 421 | 575 | 271 | 442 | 125 | 1,834 |
| Total | 2,851+ | 3,954+ | 1,802 | 2,678+ | 1,278 | 12,563+ |
Methodology. LinkedIn Sales Navigator, October 2026. Each cell counts people who currently hold one of the listed titles, at companies with 501+ employees, based in that country. It counts the seat, not anyone whose profile mentions HR. Cells marked "+" hit LinkedIn's display cap, so they are floors and the true count is higher. All other cells are exact. Title groups are counted separately and could overlap slightly. These are indicative, profile-weighted counts, not a census. Named, de-duplicated target lists are built on kickoff.
Sequence. We open Singapore first (2,851+ buyers, Veremark's home market), then Australia and Malaysia, then the Philippines and Thailand. Every market is worked senior-first, account by account.
Where we'd start, and how fast.
The ICP puts a real number on it: 12,500+ senior HR buyers across five markets. Here is the sequence.
How we'd phase it across 12 months
Phase 1 (0-3 months): Singapore, your home market. The RMI deal and MOM relationships give us a real hook for outreach.
Phase 2 (3-6 months): Australia (3,954+, the largest pool) and Malaysia (1,802, the closest market for in-person rooms), each worked as its own track.
Phase 3 (6-12 months): The Philippines and Thailand, then deepen every market as results land.
Within each phase, the motion:
- Find the right peopleBuild the named target list from the ICP: the exact CHROs, HR directors and talent heads worth a room, by market.
- Reach out like a peerReal messages from real people to the few who matter, not a sequence tool running on its own.
- Convene the roomSmall, senior, co-hosted sessions on hiring fast without hiring blind, the kind of room they actually want to be in.
- Earn the 1-on-1Every room converts into named 1-on-1s, and we sit in every meeting that matters.
- Live trackingDashboards on activity, conversion and deal progression in your CRM, so you always see the pipeline.
- Weekly updates with usA standing weekly check-in where we walk the numbers together and agree the next moves.
What the program is worth, in your terms.
NO BS takes full accountability for the top of this funnel. The defaults below reflect what we typically see, but move the sliders to your own numbers to get a real view of what this NO BS x Veremark collaboration could produce.
Default sliders reflect our working estimate over 12 months: 12 rooms × 8 senior buyers is about 96 reached, 80% to a real 1-on-1 (77), 40% of those to a sales opportunity (31), about a 20% win rate on close (6). The $30,000 annual account value is our estimate from Veremark's public per-candidate pricing (about S$80 to S$227 a candidate) at roughly 250 screened hires a year. That is $930k in pipeline and $180k of signed annual value, roughly 2.8× the ~$65K (S$84K) first-year fee. Over 3 years at $90K per account, six accounts are worth ~$540k, about 8× the first-year fee. Customers pay per check and have no long-term contract, so the 3-year figure assumes they stay. Move the sliders to your own numbers.
Operators, not consultants.
Most firms sell you a plan. We are the team that executes it, in the room, from month one.
Moving Asia from strategy deck to P&L.
More on NO BS ↗
NO BS is a sales execution firm that helps enterprises build pipeline and close deals across APAC.
We don't advise from the sidelines or theorise about markets, we work in them: running outbound, winning meetings, hosting sales conversations, building pipeline, closing deals and learning directly from buyers.
Yuri Bhanage, CEO
Led by CEO Yuri Bhanage, who brings 15+ years of hands-on sales experience in Asia, across SE Asia, China, India and the US, from Fortune 500 to seed-stage startups. Selling to enterprise clients like AIA, Accenture, EY, KPMG, Braze, Almosafer, American Express and New Relic. Connect on LinkedIn ↗
Most relevant here, Yuri has sold to HR leaders directly, for Knolskape (where he worked with Amandeep), Tigerhall, WhyQ and Uplifting Service, so the HR buyer and the way they buy is familiar ground.
Rahul Gokhale, Director
Brings a senior operating perspective from large, complex organizations, with leadership roles at Microsoft, Zendesk, KPMG, Deloitte and Korn Ferry. The Korn Ferry years sit squarely in the talent world Veremark's buyers live in, alongside customer success, partnerships, transformation and leadership. Connect on LinkedIn ↗
Case studies
ByteDance
30 meetings in 3 months with founders and CTOs for the BytePlus AI product, 5 progressing to POC stage.
Knolskape
117 meetings with enterprise HR leaders across Southeast Asia, 19 SQLs and 3 deals closed.
Serious Fluence
50 meetings in 3 months with senior B2C marketing leaders from the likes of Google, Airwallex, Samsonite and Estée Lauder.
Why NO BS
Results from month one
Outreach, meetings and pipeline building from day 1, landing in the first month, not after a long ramp.
Enterprise access, without the overhead
Reach the top levels of the enterprises you want, without investing millions in a market-development team to get there.
Results that count, not theories
Meetings, opportunities and deals, tracked by name. Not market theories or a strategy deck that sits on a shelf.
What we'd need from you.
We can get into a lot more detail from here, but four questions first.
- Do the projected outcomes align with your targets?
- What questions do you have on our approach?
- How big a priority is this for you?
- What budget can you allocate to achieve these outcomes?